| dc.description.abstract | The study assed the determinants of nature of contracts in Uganda specifically looking at experience of employees working in formal and informal sectors, gender, age, occupation and educational level of employees. Furthermore a contract is one of the most important thing for both employees and employers because it gives assurance to both parties because it is enforceable by law. It has been estimated that more than 100female employees and more than 200 male employees have contracts with their employers according to the study made by man power survey Uganda.
The purpose of this study was assessment of the determinants of nature of contracts in Uganda. Secondary data was used for this study. The data set was obtained from Uganda Bureau of statistics Website under Man power survey Uganda (MAPU). The STATA version 15.0 was used to analyze the data. Multivariate analysis was done using the binary logistic regression since the dependent variable was categorical with only two outcomes (dichotomous/binary).
The study revealed a positive and significant effect of education level and level of experience of the workers on the type of contract given to them. Most of employees with degrees and above had a permanent and those who had primary and secondary level had a temporary contract.The percentage of temporary employees relative to the total workforce has been estimated to be 12% in OECD countries and 14% in EU countries, ranging from 1% in Romania to 27% in Spain.
The 2016/17 Manpower Survey Uganda report indicated that the nature of contract for close to nine in every ten employees (88%) was a verbal agreement, only 2 percent of employees had a written contract while the rest were working without any form of contract (10%). Furthermore, female employees (3%), older persons (71%), those with a Bachelor’s Degree or more (13%), and those in the Western region (11%) were more likely to have a written contract compared to their respective corresponding counterparts. Regardless of Sector, the majority of employees in the formal sector had a permanent contract with their employer and this was predominant in the Public Sector (81%) compared to the Private Sector (55%) with marginal variation by the sex of the employee. The Private Sector registered a higher proportion of Temporary employees (40%) compared to the Public Sector (17%)
At bivariate analysis, chi-square results showed that there was a significant relationship (p-value=0.000) between highest education level completed and nature of employment contract.
xi
Most of the respondents who had finished senior four and above had permanent contracts and those who had completed senior three and below the had temporary contracts. All participants who had finished their PHD and post-doctoral training and research had permanent contracts. This is true since even in the study by (Cathelijn J. F. Waaijer, 2016)were they assessed the effects of temporary employment on job satisfaction and the personal lives of recent PhD graduate and they assessed the respondents’ employment status. Half of the respondents (with a job at the time of the survey) have a permanent contract. Just over a third have a temporary contract without the prospect of obtaining permanence
There was a statistically significant association between marital status and the nature of employment contract (p-value=0.000). Almost all respondents who were married had permanent contracts followed by those who were single and no one in the widowed group had a temporary contract.
Gender, sector and occupation had no significant relationship with nature of employment contract since their p-values are greater than the 5% significance level.
Educational bodies should launchan academic system which is more practical than theoretical to equip the learners with the skill to help them in the employment world or reality with more reasonable professions for the bright careers for learners and enabling them to get permanent contract | en_US |
