Browsing by Author "Mayende, Sifuna Thomas"

Now showing 1 - 9 of 9
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    Coordination and Quality Service Delivery in Service Organizations: Qualitative Investigation
    (Taylor & Francis Group, 2019) Musenze, A. Ibrahim; Mayende, Sifuna Thomas
    The study investigated how coordination mechanisms drive quality service delivery in Uganda’s local governments. Using an interview guide, data were collected from 24 participants of Uganda’s local governments and analyzed through thematic content analysis. Findings indicated that coordination mechanisms drive quality service delivery in Uganda’s local governments. Practically, it is manifest that organizations should be aware of the importance of coordination mechanisms on quality service delivery and strive to execute policies crucial for coordination mechanisms to deliver quality services. In addition, local governments that manage their dependencies (coordination) have better chances of survival. This study empirically extends the limited research on coordination and quality service delivery to the local government sector, an area least considered in the literature. Further, it demonstrates that coordination mechanisms are very important in the quality service delivery processes. Methodologically, the findings suggest that in a wider sense, the framework linking coordination to service quality in local government sector can be investigated from a qualitative angle. KEYWORDS: Local Government (LGs); Quality Service Delivery (QSD); Coordination Mechanisms (CMs)
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    Delegation and Job Satisfaction: an evaluation of the relationship within Uganda’s primary education sector
    (Global Journals Inc. (USA), 2014) Musenze, Ibrahim Abaasi; Mayende, Sifuna Thomas; Lubega, Muhamadi
    Study Objectives: The purpose of this investigation was to determine the impact of individual dimensions of delegation on primary teachers’ job satisfaction in Universal Primary Education sector in Eastern Uganda. Research Design/Methodology: A cross sectional research design was used. The study was carried on primary school teachers in schools in Eastern Uganda. A total of 247 survey questionnaires were distributed with the help of research assistants. The analysis was conducted using Structural Equation Modeling (SEM) with Analysis of Moment Structures (AMOS) software. Results: The findings of the study indicated that save for Decision making, delegation dimensions of: Autonomy, Authority, Responsibility, predicted job satisfaction. Practical implications: Considering the importance of Universal Primary education sector in Uganda, the education managers, policy makers and academic administrators should take necessary measures for the optimal delegation of authority, autonomy, and responsibility if they are realize satisfied teachers on their jobs. Originality/value: The study contributes to literature by examining how individual dimensions of delegations influence job satisfaction in Uganda’s primary Universal school sector which of late is still limited as evidenced from reviewed literature. Keywords: delegation, job satisfaction, structural equation modeling, Uganda.
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    Development and validation of a total quality management model for Uganda’s local governments
    (Cogent, 2020) Musenze, Ibrahim Abaasi; Mayende, Sifuna Thomas
    The objectives of this study were to provide reliable and valid constructs of TQM and a measurement model in the context of Uganda’s local governments (LGs) for evaluation of TQM implementation process. The paper used survey-based data from Uganda’s LGs. Data were analysed through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) using Analysis of moment structure (AMOS) version 20 software. Through EFA and CFA procedures, the findings show support for reliability and validity of the new TQM scale. Managerially, the instrument presented provides Uganda’s LGs with an understanding of TQM implementation to inform quality delivery. Practitioners therein, will also be able to use this instrument to evaluate their TQM implementation so as to target improvement areas. The study contributes to theory through development and validation of an original parsimonious TQM scale for the LGs that can be used to improve quality delivery. Subjects: Testing, Measurement and Assessment; Public Management; Nonprofit Management; Strategic Management Keywords: Total quality management; exploratory factor analysis; confirmatory factor analysis; instrument validation
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    Ethical leadership (EL) and innovative work behavior (IWB) in public universities: examining the moderating role of perceived organizational support (POS)
    (Emerald Publishing Limited, 2023) Musenze, Abaasi Ibrahim; Mayende, Sifuna Thomas
    Purpose – This study aims to investigate the moderating role of perceived organizational support in the relationship between ethical leadership and innovative work behavior (IWB) among public university academic staff. Design/methodology/approach – Using a quantitative approach, the authors relied on structural equation modeling together with bootstrapping procedure using Process Macro of the SPSS to analyze data from a homogenous sample of 291 academic staff from the university education sector in Uganda. Findings – The finding from bootstrapping procedure using Process Macro of the SPSS as statistic tool support perceived organizational support as a moderator in the ethical leadership–IWB relationship. In general, the present findings suggest that ethical leadership is associated with IWB via perceived organization support. Practical implications – Enhanced IWB requires diverse and integrated techniques based on ethical leadership principles and perceived organizational support among employees. Originality/value – There is increasing acknowledgement of the importance of ethical leadership in successful employee IWBs. Within this context, to the best of the authors’ knowledge, no prior study has empirically explored the moderating role of POS in the relationship between ethical leadership and IWB. Keywords Innovative work behavior, Ethical leadership, Perceived organizational support, Academic staff, Human resource management, Public universities, Moderating role
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    Mechanism between perceived organizational support and work engagement: explanatory role of self-efficacy
    (Emerald Publishing Limited, 2020) Musenze, Abaasi Ibrahim; Mayende, Sifuna Thomas; Wampande, Jowalie Ahmed; Kasango, Joseph; Emojong, Ronald Ongario
    Purpose – The purpose of this paper is to explore the relationship between perceived organizational support (POS) and work engagement and the mediating effect of self-efficacy on the POS–work engagement relationship. Design/methodology/approach – A questionnaire survey was developed and distributed to a sample of primary school teachers drawn from the education industry. Findings – Analysis of the data supports a strong positive relationship between the extent of POS and work engagement. This study also found that self-efficacy mediated the relationship between POS and work engagement. Research limitations/implications – This study has important implications for managers. First, it motivates managers, by providing justification for provision of support to employees for increased engagement at work. Based on the results of this study, POS is associated with enhanced work engagement levels. Second, evidence from this study illustrates to the organization the importance of developing an environment of support to further enhance work engagement. When employees do not acknowledge and feel supported from their respective organizations, work engagement levels may be sub-optimal. This research is limited, as the data were collected at one point of time, and this has implications for employees and organizations. Originality/value – There is increasing recognition of the importance of POS in enhanced work engagement levels. Within this context, no previous research has empirically examined the mediating effect of self-efficacy on the relationship between POS and work engagement in the setting of primary education sector. Keywords Perceived organization support, Self-efficacy, Work engagement
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    Perceived organizational support, self-efficacy and work engagement: testing for the interaction effects
    (Emerald Publishing Limited, 2020) Musenze, Abaasi Ibrahim; Mayende, Sifuna Thomas; Kalenzi, Abbey; Namono, Rehema
    Purpose – The purpose of this paper is to examine the relationship of the interaction effect of perceived organizational support (POS) and self-efficacy (SE) with work engagement (WE) within the primary education industry. Design/methodology/approach – The paper relies on structural equation modeling (SEM) with AMOS (V.22) to test and resolve the conditional hypothesis that fusion of POS and SE is necessary for WE. Findings – The scale of effect of POS on WE depends on SE; hence, the assumption of nonadditivity is achieved. Precisely, the interaction of POS and SE is necessary for WE. Research limitations/implications – The study was based on a single research methodological approach, namely quantitative research methodology, which could have been affected the outcome of this investigation. Future studies could investigate WE interaction model through qualitative lens in order to provide a triangulation opportunity. Moreover, the findings from the current study are cross-sectional, and data were collected at a snapshot. Therefore, future research should consider the multiplicative effects studied in this paper across time. Practical implications – Attempts to heighten WE levels, among government primary school teachers in Uganda, would require that management regularly ventures into finding a more practical and feasible fusion of POS with SE in order to provide significant levels of WE among employees of primary education industry. Originality/value – This is the first study that tests the interactive effects of POS and SE on WE in Uganda’s primary education industry. Keywords Perceived organization support, Work engagement, Self-efficacy
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    Performance of Broiler Chicks Feed on May Flies (Ephenoptera) and/or Whole Grain Diets in Lake Victoria Basin
    (Research Journal of Poultry Sciences, 2012) Tamale, Andrew; Nabulime, Margaret; Naava, Connie; Amulen, Deborah; Ayieko, Monica; Kenji, Glaston; Ndonga, Millocent; Mayende, Sifuna Thomas
    Due to experienced food shortages and high prices of ingredients used in livestock feed formulation especially Rastrineobla argenta, the common protein source in areas around the Lake Victoria basin; researchers thought it prudent to devise livestock diets from insects as replacement for the protein ingredients in order to sustain the growth of the poultry industry. A total of 144 male Cobb broiler chicks, 1 day old with an average live weight of 79 g were used. The chicks were started in deep-littered open side type houses and divided into three groups and each was given one of the three diets. The relationship between the total feed amounts, total weight gains and feed conversions of the three different diets for the 4 weeks had F-values 6.873, 2.774 and 0.355 and probability values of 0.028, 0.140 and 0.714, respectively. The main factors affecting the amounts and trends of feeds consumed are the digestibility and absorption capacity of the chicks and since this is low the Ist 2 weeks; this counts for the FCRs range between 1.6-3.0 and yet drops to 0.7-1.0 in the 4th week. In conclusion, diets formulated with/without whole grain and May flies were utilized efficiently as commercial diets by broiler chicks. Therefore, the use of May flies in broiler chick diets is recommended as a replacement for Rastrinebola argenta. Studies should be carried out to establish the optimal levels of substitution and feed stuffs that can have FCRSs <2 in week 1 and 2. Key words: Rastrineobla argenta, protein, poultry industry, chicks, absorption
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    Reward Management and Organisational Performance: An Empirical Study of Private Universities in Uganda
    (International journal of innovative research & development, 2013) Musenze, A. Ibrahim; Mayende, Sifuna Thomas; Buteeme, Stella; Lubega, Muhammadi
    Even though the education industry is concerned with knowledge generation, research has overlooked the link between reward management and organisational performance. This paper tests for a link between elements of reward management and performance of Busoga University. Survey data were collected by the use of a questionnaire distributed to a sample of 196, and analysed using Pearson’s product moment correlation coefficient and hierarchical regression methods. Results show a statistically significant link between both monetary and non – monetary rewards types and performance of Busoga University. The results suggest that organisations that adopt elements of a combination of monetary and non – monetary rewards perform better than those that do not. Key words: Monetary rewards; Non-monetary rewards; Organisational Performance
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    Unpacking the role of job satisfaction in the psychological capital-work engagement link: evidence from Ugandan public universities
    (Springer, 2025) Mayende, Sifuna Thomas; Musenze, Ibrahim Abaasi; Mpaata, Abdul Kaziba; Nkurunziza, Gideon
    The purpose of this study was to explore how job satisfaction acts as a mediator in the relationship between work engagement and psychological capital. The research adopted a cross-sectional design to gather data from teaching staff at public universities in Uganda, using self-report questionnaires. A total of 270 responses were analysed through structural equation modelling to test the proposed relationships. The results indicate that psychological capital directly influences both job satisfaction and work engagement. Additionally, job satisfaction mediates the relationship between psychological capital and work engagement. These findings may assist management and policymakers in designing, adopting, and implementing strategies to enhance psychological capital, such as flexible work programmes, to boost work engagement. This research contributes to the literature on work engagement by identifying job satisfaction as an additional mediator between psychological capital and work engagement. Keywords Psychological capital • Job satisfaction • Work engagement • Ugandan public universities