Research
Psychological Contract Violation Management and Organizational Citizenship Behaviours in Selected Commercial Banks in Kampala District
The purpose of the study was to find the relationship between psychological contract violation, psychological contract violation management and Organizational citizenship behaviours. The research was carried out in selected commercial banks in Kampala District. The researcher used a simple random sampling (lottery) approach to select a sample of 144 respondents. Self-administered questionnaires were administered; data collected and analyzed using SPSS software version 19 adopted for windows. The results indicated that there is a significant relationship between the study variables {(Psychological contract violation and OCB, r =-.37, Ï â‰¤ .01); (Psychological contract violation management and OCB; r = 0.48, p ≤ .01)}. The researcher concluded that whenever employees perceive a psychological contract violation, the organisation is likely to suffer serious consequences. Employees begin to engage in undesirable behaviours. The researcher recommended that employers should ensure that the promised obligations to the employees are fulfilled and not violated. This will enable employees gain a sense of belonging in the organisation and go an extra mile to make sure that the set goals and objectives are achieved. The researcher suggested further study on the same variables to be carried out in other organizations and a comparative study carried out with a larger sample size in the Ugandan banking industry.
Performance Management Practices in Institutions of Higher Education: An Instrument Development.
Purpose: The purpose of this study was to develop and validate an instrument for measuring and assessing perceived performance management practices in Institutions of Higher Education in Uganda. These practices are based on metaphors derived from the agency, upper echelon, resourcebased view, dynamic capability and goal setting theories. Design/methodology/approach: Item development was a result of an intensive literature review, reliability assessment, exploratory and confirmatory factor analyses. A survey that involved a sample of 447 respondents in four Institutions of Higher Education in Uganda was conducted. Findings: Results show that the items are related to individual member’s perceived performance management practices that were based on appropriate employer-employee relationships, locus of decision making, identifying and utilising available resources and involving employees in goal setting to achieve performance in an ever changing environment. Using the confirmatory factor analysis (CFA)/ structural equation modelling (SEM), moderate model fit indices and construct validity results plausibly yielded a model that fits the data. Goodness-of-fit index (GFI= .961), comparative fit index (CFI = .977) and normed-fit- index (NFI = .944) and Tucker Lewis Index (TLI = .969) were above suggested threshold values >.90 and RMSEA = .039 was obtained. Research limitations/implications: The data used is a single sample from a studied population even when a systematic procedure of instrument development (i.e. descriptive statistics, reliability and inter-correlation analysis, exploratory and confirmatory factor analysis) was conducted could limit generalisability of the results. The procedure could be replicated using different samples in the same population. Originality/value: Scores at the individual level could be used to promote performance management practices in Institutions of Higher Education in Uganda.
