Participative management and academic staff work commitment, Kampala International university Kampala, Uganda
| dc.contributor.author | Abbas, Mugisa Agaba | |
| dc.date.accessioned | 2019-11-21T11:24:05Z | |
| dc.date.available | 2019-11-21T11:24:05Z | |
| dc.date.issued | 2011-09 | |
| dc.description | A Thesis Presented to the School of Post Graduate Studies and Research Kampala International University Kampala, Uganda In Partial Fulfillment of the Requirements for the Degree Master of Business Administration Human Resource Management | en_US |
| dc.description.abstract | This study Investigated the relationship between participation of academic staff in management and their work commitment in private institutions. It utilized the theory Z participation-performance model to examine the role of Delegation of duties, Coilegiality, and Participation in decision making in eliciting work commItment of academic staff in private universities. The study aimed at profiling the respondents as to age, gender, marital status, and educational qualification, determining the extent of academic staff participation in management of the University, determining the level of academic staff work commitment and establishing existence of a significant relationship between the extent of academic staff participation in Management and level of their work commitment It further aimed at validating existing information related to the theory on which the study was based, generating new information based on the findings, and bridging the gaps identified In the previous studies. This study revealed that the University had younger, more male and more married academIc staff. The academic staff were less Involved in management of the University but were committed to their work and interested in working for and promoting the University. There was no significant relationship between Participation of academic staff In management and their work commitment The study therefore conciuded that the null hypothesis (Ho) be rejected according to the findings above, but staff be recognIzed for their performance, be in controi of their destiny, and measures be taken to ensure they have a sense of job security The study therefore recommended that private universities shouid adopt a positive gender discrimination recruitment strategy, accelerate their capacity building programmes, set reasonable timeiw standardized pay for the different cadres of their staff, and ensure job security of staff by having more ciear and express terms in their contracts and appointment letters. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/3930 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University,College of Economics and Managemet | en_US |
| dc.subject | Management | en_US |
| dc.subject | Academic staff | en_US |
| dc.subject | Work commitment | en_US |
| dc.subject | Kampala International University | en_US |
| dc.title | Participative management and academic staff work commitment, Kampala International university Kampala, Uganda | en_US |
| dc.type | Thesis | en_US |