| dc.contributor.author | Namubiru, Getrude | |
| dc.date.accessioned | 2021-03-11T09:09:36Z | |
| dc.date.available | 2021-03-11T09:09:36Z | |
| dc.date.issued | 2021-02 | |
| dc.identifier.uri | http://hdl.handle.net/20.500.12281/9417 | |
| dc.description | A Research Dissertation Submitted to the School of Psychology in Partial Fulfillment of the Requirements for the Award of Bachelor’s Degree in Industrial and Organizational Psychology at Makerere University | en_US |
| dc.description.abstract | The purpose of the study was to examine the relationship between ethical leadership, employee engagement and turnover intentions among employees at Uganda Registration Service Bureau Kampala. To examine the relationship between ethical leadership and employee engagement among employees at Uganda Registration Service Bureau. To examine the relationship between ethical leadership and turnover intentions among employees at Uganda Registration Service Bureau. To examine the relationship among employee engagement and turnover intentions among employees Uganda Registration Service Bureau. This study targeted a sample size of 100 participants. Findings in the above table show that there is a positive significant relationship between ethical leadership and employee engagement. The alternative hypothesis is retained and the null hypothesis rejected. Basing on the results, the null hypothesis has been accepted which states that there is no significant relationship between ethical leadership and turnover intentions among employees of Uganda Registration Service Bureau and the alternative hypothesis has been rejected. The alternative hypothesis is rejected and the null hypothesis is accepted that is no significant relationship between the two variables hence employee engagement does not influence employee turnover intentions. In conclusion, ethical leadership as an antecedent of employee engagement and turn over intention of the employees leads to greater employee identification with the organization and this shall negatively affect turnover intentions of the employee from the organization. It was recommended that URSB should invest more efforts in driving employee engagement by instituting a decent work environment for employees and it should also routinely conduct employment climate surveys to establish the degree of turn over intentions, employee engagement levels and ethical leadership | en_US |
| dc.language.iso | en | en_US |
| dc.publisher | Makerere University | en_US |
| dc.subject | Ethical leadership | en_US |
| dc.subject | Employee engagement | en_US |
| dc.subject | Turnover intentions | en_US |
| dc.subject | Uganda Registration Service Bureau Kampala | en_US |
| dc.title | Ethical leadership, employee engagement and employee turnover intentions among employees at Uganda Registration Service Bureau Kampala | en_US |
| dc.type | Thesis | en_US |
