Organisational climate, competencies, empowerment, organisational commitment and organisational citizenship behaviour in the Directorate of Public Prosecutions (DPP) in Uganda

Abstract

The study set out to examine OCB by relating it to the Organizational Climate, Competencies, Empowerment, and Organisational Commitment in the Directorate of Public Prosecutions (DPP) in Uganda. The researcher developed a conceptual model, which illustrates the relationship between Organizational Climate, Competencies, Empowerment, Organisational Commitment, and OCB. The research objectives were developed to determine the significance of the correlation between the independent variables and the dependent variable. A cross sectional survey design was adopted to take a snapshot of events as they existed at that particular point in time and instruments were developed to capture the constructs. A sample size of 150 respondents was given questionnaires using the census method, of which 126 (84 %) were realized and considered satisfactory. The results indicate strong significant positive correlations between organizational climate, competencies, empowerment, organisational commitment, and OCB. Testing the strength of the relationship indicated that all the independent variables predict 57 % of the variance in OCB. The study concludes that the greatest predictor of the variation is reward related climate, a sub-variable of organizational climate, in relation to the magnitude of the standardised beta coefficient. The study therefore, recommends that pay-reform which includes better terms and conditions of service should be urgently considered by the policy makers, since poor reward related climate remains a major impediment to improved performance in the organisation.