The relationship between organizational structures and employee engagement among employees in organizations in Uganda.

Abstract

The study was to establish the relationship between organizational structure and employee engagement among employees in organizations in Uganda. The objectives of the study were to establish the levels of employee engagement among employees in organizations. To establish the levels of organizational structure among employees in organizations and to analyze the relationship between organizational structure and employee engagement in organizations in Uganda. The data was analyzed using frequencies and percentages (hypotheses one and two) and Pearson Product Moment Correlation Coefficient (hypothesis three). Findings from Table 3 this indicate that there is no significant correlation between organizational structure and employee engagement. The results further indicate that the relationship between the two variables is inverse (r= -.207), this means that an increase in organizational structure is related to a decrease in employee engagement. In conclusion, after running Pearson correlation coefficient on the relationship between organizational structure and employee engagement it was found that there is no significant correlation exists between the two variables. Thus, basing on the findings organizational structure does not play a pivotal role in determining employee engagement. The following recommendations were made by the researcher with regards to the findings of the study. Organizations should adopt a mixed type of organizational structure that is both centralized and decentralization structure. This is because adopting one type of structure lives the organization open to all the challenges that come with that type of structure. Regardless of the structure adopted organizations should ensure that employees are given some degree of autonomy to make their own decisions. Organizations should ensure that employees are engaged in their work by ensuring that the job roles are explained and employees have some degree of autonomy as they carry out their work.