Perceived needs satisfaction and counterproductive workplace behaviors of administrative staff at Makerere University

Abstract

Triggered by reports of counterproductive workplace behaviour at Makerere University, this study investigated the relationship between perceived need satisfaction and the counterproductive workplace behaviour of administrative staff at Makerere University. Specific attention was paid to existence, relatedness, and growth needs. Following a cross-sectional survey design, data were collected from a stratified sample of 191 administrative staff, who were drawn from a target population of 376. This was done in May, 2021, using slightly adapted versions of Schneider and Alderfer (1973)’s and Spector et al. (2006)’s self-administered questionnaires (on need satisfaction and workplace behaviour respectively). The data were analysed using descriptive statistics, Pearson Product Moment Correlation Coefficient, and Simple Linear Regression Analysis. The findings were that, on the whole, need satisfaction is perceived to be “fair”. Majority of the respondents “agreed” that their needs are satisfied and they characterized their workplace behaviour as being productive. Satisfaction of existence needs (e.g. job security and basic compensation) was found to be significantly related to the administrative staff counterproductive workplace behaviour (r = .059, p < .000). Satisfaction of growth needs (e.g. opportunities for career progression and work-related self-fulfillment) was also found to be related to counterproductive workplace behaviour (r = 0.34, p < .006). However, perceived satisfaction of relatedness needs was not significantly related to counterproductive workplace behaviour (r = .13, p < .062). Therefore, it was concluded that improvement of workplace behaviour among administrators at the University would benefit from improved satisfaction of the administrators’ existence and growth needs. Accordingly, review of the University’s employment policies and similar activities towards enhancing administrators’ security of tenure, compensation and opportunities for growth are recommended as possible panaceas for the problem of counterproductive workplace behaviour that has been reported at the University.