Browsing by Author "Mayende, S. Thomas"

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    A psychometric evaluation of the 17-itemed Utrecht Work Engagement Scale in Uganda
    (AOSIS, 2020) Musenze, A. Ibrahim; Mayende, S. Thomas
    This study aimed at the establishment of the psychometric properties of the 17-itemed Utrecht Work Engagement Scale (UWES-17) itemed factorial structure. This was done by examining the similarities and differences in terms of model fit of the tri-factor model to a one-factor model. Using a cross-sectional design, confirmatory factor analysis was used to evaluate the 17-item uni-dimensional and the 17-item tri-factor UWES respectively on a sample of 323 education assistants (professional teachers) in Uganda. The study confirmed an 11 -item tri-factor Uganda’s primary school sample (UWES-Ug) as a reliable and parsimonious factor structure within this cohort. The sample was restricted to teachers and this limits the generalisability of the findings. On account of these results, the study sample evidently attests to the fact that work engagement is best represented as a tri-factor construct in the Ugandan context. This study contributes to theory by confirmation of the three-factor structure of work engagement in developing countries through use of perceptual data from a Ugandan sample. This is a pioneer empirical study that validates the UWES 17-itemed scale in Uganda. Keywords: UWES-Ug; UWES-17; psychometric evaluation; work engagement; Uganda.
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    Ethical leadership and staff retention: The moderating role of job resources in Uganda’s healthcare sector.
    (AOSIS, 2018) Mayende, S. Thomas; Musenze, A. Ibrahim
    Orientation: Retention of quality staff in a highly competitive and dynamic working environment has made retention research necessary. Current focus is on how job resources influence ethical leadership in driving staff retention. Studies investigating the moderation effect of job resources in the ethical leadership–staff retention sequence in Uganda’s healthcare sector are scarce. Thus, the establishment of the moderation effect of job resources in the ethical leadership–staff retention sequence was needed. Research purpose: This study aimed at examining the moderating role of job resources in the association between ethical leadership and staff retention. Motivation for the study: Staff retention in Uganda’s healthcare sector is pervasive even with several government interventions such as salary enhancement. Rising maternal and infant mortality rates, low immunisation coverage, inter alia, are some of the effects. Reversing this scenario calls for leaders to exercise ethical leadership. Research approach/design and method: This study utilised a cross-sectional research design. Analyses were conducted by SPSS v. 21 on a sample of 214 healthcare workers. Main findings: The results show that ethical leadership positively affects staff retention. Also, the moderation role of the composite job resources variable in the ethical leadership–staff retention sequence was significant. Practical/managerial implications: This study demonstrated the important contribution of both ethical leadership and job resources in staff retention management. Contribution/value-add: This moderation model offers an additional complete explanation for the moderating effect of job resources in these conditions. The study also contributes to theory by demonstrating that contrary to the previous investigations where ethical leadership has been studied as an outcome variable, it is a predictor variable of staff retention.