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Relevant bibliographies by topics / Employee retention – Uganda

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Academic literature on the topic 'Employee retention – Uganda'

Author: Grafiati

Published: 4 June 2021

Last updated: 4 February 2022

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Journal articles on the topic "Employee retention – Uganda"

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Matongolo, Asuman, Francis Kasekende, and Sam Mafabi. "Employer branding and talent retention: perceptions of employees in higher education institutions in Uganda." Industrial and Commercial Training 50, no. 5 (2018): 217–33. http://dx.doi.org/10.1108/ict-03-2018-0031.

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Purpose The purpose of this paper is to examine, empirically the relationship between employer branding attributes of reward strategy, people orientedness and; leadership and development on talent retention in institutions of higher learning in Uganda. Design/methodology/approach In a cross-sectional study, data were obtained form 218 respondents from two public universities. Confirmatory factor analysis (CFA) and structural equation modeling were employed to analyze the data. Findings The paper has two major findings: first, CFA maintained three dimensions of employer branding, namely; reward

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Besada, Donela, Ameena Goga, Emmanuelle Daviaud, et al. "Roles played by community cadres to support retention in PMTCT Option B+ in four African countries: a qualitative rapid appraisal." BMJ Open 8, no. 3 (2018): e020754. http://dx.doi.org/10.1136/bmjopen-2017-020754.

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ObjectivesTo explore the roles of community cadres in improving access to and retention in care for PMTCT (prevent mother-to-child transmission of HIV) services in the context of PMTCT Option B+ treatment scale-up in high burden low-income and lower-middle income countries.Design/MethodsQualitative rapid appraisal study design using semistructured in-depth interviews and focus group discussions (FGDs) between 8 June and 31 July 2015.Setting and participantsInterviews were conducted in the offices of Ministry of Health Staff, Implementing partners, district offices and health facility sites acr

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Tindimwebwa, Kenneth, Asmerom Kidane, and Silas Joel. "Efficiency Estimates of Public Health Center II Facilities in Southwestern Uganda." Journal of Economics and Behavioral Studies 10, no. 4(J) (2018): 135–51. http://dx.doi.org/10.22610/jebs.v10i4(j).2414.

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The study estimates the efficiency of public health centre II (HCII) facilities in Southwestern Uganda. Specifically, it determines the level of technical efficiency (TE), scale efficiency (SE) and estimates the economic savings required to make inefficient public health facilities efficient. An output-oriented Data Envelopment Analysis (DEA) is employed in the estimation of TE and SE. It was found out that 73 % of the HCIIs were technically inefficient while 27% were technically efficient. Mean TE stood at 72.3% implying that an average HCII could potentially improve its efficiency by increas

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Tumwesigye, Godfrey, David Onen, Joseph Oonyu, and John C. S. Musaazi. "The Mediating Effect of Affective Commitment on the Relationship between Human Resource Management Practices and Turnover Intentions of University Employees." Education Quarterly Reviews 3, no. 4 (2020). http://dx.doi.org/10.31014/aior.1993.03.04.160.

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In this study, we explored the mediating effect of affective commitment on the relationship between human resource management practices (HRMPs) and the turnover intentions of university employees in Uganda using the theoretical lens of social exchange theory. The study was instigated by reportedly persistent increase in the cases of employee attrition in higher education institutions in Uganda in spite of Government’s attempts to improve the working conditions of the university employees. Using the cross-sectional survey research design, data were collected with the use of an adapted self-admi

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"Employer branding lessons from Ugandan universities." Human Resource Management International Digest 27, no. 1 (2019): 27–29. http://dx.doi.org/10.1108/hrmid-01-2019-0013.

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Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds his/her own impartial comments and places the articles in context. Findings This research paper reveals that pursuing an employer branding strategy that prioritizes improving both rewards and people-orientedness will have a significant positive effect on talent retention among the academic staff in Ugandan universities. Focusing on leadership

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Newman, Constance, Alice Nayebare, Stella Neema, Allan Agaba, and Lilian Perry Akello. "Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender-transformational HRH policy." Human Resources for Health 19, no. 1 (2021). http://dx.doi.org/10.1186/s12960-021-00569-0.

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Abstract Introduction Sexual harassment is a ubiquitous problem that prevents women’s integration and retention in the workforce. Its prevalence had been documented in previous health sector studies in Uganda, indicating that it affected staffing shortages and absenteeism but was largely unreported. To respond, the Ministry of Health needed in-depth information on its employees’ experiences of sexual harassment and non-reporting. Methods Original descriptive research was conducted in 2017 to identify the nature, contributors, dynamics and consequences of sexual harassment in public health sect

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Dissertations / Theses on the topic "Employee retention – Uganda"

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Ndawula, Gerald. "A talent management model for medium sized enterprises in Uganda." Thesis, 2018. http://hdl.handle.net/10500/25913.

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Text in English with abstracts in Zulu and SePedi<br>Business-oriented studies have revealed that medium-sized enterprises greatly contribute to economic growth and socio-economic development of developed and emerging economies like Uganda. At the same time, these enterprises are faced with copious challenges, and chief among them, is a general lack of prudent talent management model(s) and talented people to propel them forward in order to sustain competitiveness. The aim of the present research undertaking was to develop a model for talent management that could be applied by medium-sized en

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