College of Humanities and Social Sciences (CHuSS)
http://hdl.handle.net/20.500.12281/25
2024-03-29T16:22:04Z360 degrees feedback, engagement and job performance among employees of Kampala Capital City Authority.
http://hdl.handle.net/20.500.12281/8239
360 degrees feedback, engagement and job performance among employees of Kampala Capital City Authority.
Babirye Nabatanzi, Harriet
This study aimed at investigating the relationship between 360 degree feedback, engagement and job performance among employees of Kampala Capital City Authority This study was carried out using a Correlational research design which made it possible to explore the interrelationships between variables. questionnaires were used to collect data from respondents. The participants were all employees of KCCA and a total of 80 respondents participated in the study (both male and female). Data was analyzed using Statistical Package for Social Scientists (SPSS), Pearson Correlation coefficient (r) was be used to test the relationships. As a result of this study, it was determined that there’re was a significant relationship between 360 degree feedback and employee engagement, there is a significant relationship between employee engagement and job performance and there is a significant relationship between 360 degree feedback and job performance. This implies that when employees at KCCA receive good quality feedback, it increases their engagement through dedication and absorption in work hence improving performance at work
A research dissertation submitted to the school of psychology in partial fulfillment for the award of bachelor of industrial and organizational psychology of Makerere University
2019-09-01T00:00:00ZAbusive supervision, belief in a just world and deviant workplace behavior : a case of 3rd year nursing students at Mulago School of Nursing and Midwifery
http://hdl.handle.net/20.500.12281/8763
Abusive supervision, belief in a just world and deviant workplace behavior : a case of 3rd year nursing students at Mulago School of Nursing and Midwifery
Mukula, Hillary Mugabo
The purpose of the study is to examine the moderating effects of Belief in a Just World on the relationship between Abusive Supervision and Deviant Workplace Behavior. This study employed the quantitative approach in particular the correlation survey design. The study employed a closed ended questionnaire comprising of standardized measures for each variable to collect data. Using a simple of 108 nursing students of Mulago Nursing School the results show that a) Abusive Supervision and Deviant Workplace Behavior have a strong positive relationship (r=.778, p< 0.01), b) Belief in a Just World and Deviant Workplace Behavior are not related (p> 0.05) and c) the relationship between Abusive Supervision and Deviant Workplace Behavior is not moderated by Belief in a Just World (Beta =.25, t=.332, p= .741>0.05). This research has important organizational behavior implications. In a bid to reduce Deviant Workplace Behavior among nursing students, organizations should create zero tolerance policies towards Abusive Supervision. Supervisors who are found to abuse this policy should be reprimanded.
A research dissertation submitted to the School of Psychology in partial fulfillment for the award of a Bachelor of Industrial and Organizational Psychology of Makerere University.
2021-02-02T00:00:00ZAbusive Supervision, Belief in a Just World and Organisational Commitment among Staff of Highland Mineral Water
http://hdl.handle.net/20.500.12281/7366
Abusive Supervision, Belief in a Just World and Organisational Commitment among Staff of Highland Mineral Water
Sekasi, Ashiraf
The study focused on Abusive Supervision, Belief in a Just World and Organisational Commitment among Staff of Highland Mineral Water. The study objectives were to examine the relationship between abusive supervision, and belief in a just world, identify the relationship between belief in a just world and organisational commitment and to examine the relationship between abusive supervision, and organisational commitment. The study adopted a cross sectional survey because it involved visiting the case study several times to get clarity in the study result. The study used questionnaires to get primary data as well as observation on study variables. Krejcie and Morgan, 1970 table was used in determining sample size for Research Activities. Data was analyzed using statistical package for social sciences (SPSS) version 20. Frequencies, percentages, and tables were generated to analyze the bio-data information while ranks correlation coefficient was used to establish the relationship between the study variables. The findings indicated that there were more male employees than their female counterparts. Majority of the respondents were in the age range between 25-34 years while the least were aged between 55-64 years. Majority of the employees had worked with the organisation for the period of 1-5years. Findings also found that there was no significant relationship between abusive supervision and Belief in a Just World with r =-.052 and p>.748 and that there was no significant relationship between belief in a just world and organisational commitment with r =-.147 and p>.364. There was no significant relationship between abusive supervision and organisational commitment with r =.072 and p>.659. In conclusion, the findings indicated that Abusive supervision, Belief in a just world and organisational commitment are not significantly related, implyng that Abusive supervision does not affect belief in a just world, Belief in a just world does not affect organisational commitment and Abusive supervision does not affect organisational commitment among employees of Highland mineral Water. The study concludes with recommendations that the management of Highland mineral water should put in place mechanisms of curbing down abusive supervision to avoid low levels of organisational commitment by the employees. In addition, management should invest time and resources towards discovering how supervisors manage employee to better Organisational commitment, as well as the general employees’ welfare.
2019-09-25T00:00:00ZAbusive Supervision, Counterproductive Work Place Behaviors and Job Performance Among Employees of Uganda National Water and Sewage Corporation-Kampala
http://hdl.handle.net/20.500.12281/8764
Abusive Supervision, Counterproductive Work Place Behaviors and Job Performance Among Employees of Uganda National Water and Sewage Corporation-Kampala
Ayoo, Nancy
This study was designed to examine the relationship between abusive supervision, counterproductive workplace behavior and Job Performance among employees at National Water and Sewage Corporation Kampala. The study intended to achieve the following objectives; to find out whether abusive supervision and counterproductive work place behavior are inter-related, to establish the relationship between abusive supervision and Job Performance and lastly to examine the relationship between abusive supervision and Job Performance. A correlation research design was adopted and data was collected from a sample of 66 employees. The researcher used Pearson product moment correlation coefficient (r) to test hypotheses 1, 2 and 3. The findings of the study revealed that abusive supervision and counterproductive workplace behavior are inter-related. A negative significant relationship was also revealed between abusive supervision and Job Performance. Basing on the findings, the researcher concluded that there is a great need to further investigate the area of abusive supervision to find out ways to Improve on employee supervision.
A research proposal submitted to the School of Psychology, Department of Educational, Organizational and Industrial Psychology in partial fulfillment of the requirements for the Degree of Bachelor of Industrial and Organizational Psychology of Makerere University.
2021-02-01T00:00:00Z