The purpose of this study was to investigate the contribution of training and employee engagement on employee performance using evidence from Uganda’s health sector. This study is cross sectional and correlational. Usable questionnaires were received from 150 respondents from four Catholic founded hospitals that is Kamuli Mission Hospital, Buluba Mission Hospital, St. Benedict Mission Hospital and Budini Mission Hospital. Data were analyzed using SPSS. Regression analysis results indicate that training and employee engagement significantly predict employee performance by 44.7% and employee engagement was found to be a major predictor of employee performance as compared to training. Correlation analysis results indicate that there is a significant positive relationship between training and employee performance. Correlation analysis results further indicate that there is a significant positive relationship between employee engagement and employee performance. A partial mediation effect of employee engagement in the relationship between training and employee performance was also established. This research is important to managers, policy makers and Government in improving employee performance in the health sector. Given that this study was cross sectional, monitoring changes in behavior could not be possible. To the researchers’ knowledge, this is the first study to establish the contribution of training and employee engagement on employee performance and at the same time provide an initial empirical evidence on the mediation effect of employee engagement in the relationship between training and employee performance using evidence from Uganda’s health sector. Introduction The phenomenon of employee performance is a multidimensional construct and an extremely vital criterion for determining organizational success or failure. Employees are the blood stream of any business and are the most valuable assets of every organization as they can make or break the organization’s reputation and can adversely affect profitability. Developing countries, such as Uganda are experiencing poor employee performance in the health sector (Lutwama, 2011) and have been greatly attributed to the poor training and minimal engagement of employees. The health workers are accused of absenteeism and untimely provision of services to their clients (Annual health sector performance report, 2012/2013), low productivity, poor attitude toward clients and poor quality of health care services provided to clients (Lutwama, 2011). Previous studies indicate several determinants of employee performance for example, Bagyo (2013) found out that employee engagement and leadership greatly influence employee performance. Lutwama (2011) contend that there is a significant positive relationship between performance appraisal and employee performance of health workers. Similarly, Elnaga and Imran (2013) established that training is one of the vital human resource management practices that positively affect the quality of the workers knowledge and skills, and this results in higher employee performance on job. Kiweewa and Asiimwe (2014) argue that employee training results into substantial productivity and quality performance. Also, Amin, Saeed, and Lodhi (2013) in their study in the education sector of Pakistan found that when employees are trained, their level of knowledge and commitment improve, which ultimately increase their performance on the job. In terms of employee engagement, Ologbo and Sofian (2013) note that engaged employees are aware of the business context in which they work and work with colleagues to improve performance within the job for the benefit of the organization. Similarly, Men (2015) also argues that engaged employees are characterized by energy, absorption, involvement, efficacy, vigor, dedication, enthusiasm, and a positive state, which increase their productivity. QUESTION 1.1 Based on the above article, apply critical thinking and demonstrate your understanding of the research process by: 1. Synthesize and compose a study problem statement. 2. Develop and justify the significance of the study. 3. Create and design the main research question for the study, and the hypotheses being tested. 4. Evaluate the sampling techniques utilized in the study and justify their selection. 5. Critically evaluate the research methodologies adopted for the study. QUESTION 1.2 Based on the article, analyse a cross-sectional research design and assess the advantages and disadvantages of using this research design in the study. Demonstrate the alternative research design that the researcher could have chosen instead of the cross-sectional research design. In your response, include an evaluation of when it is best to use a cross-sectional research design.
The purpose of this study was to investigate the contribution of training and employee engagement on employee
performance using evidence from Uganda’s health sector. This study is cross sectional and
questionnaires were received from 150 respondents from four Catholic founded hospitals that is Kamuli Mission Hospital, Buluba Mission Hospital, St. Benedict Mission Hospital and Budini Mission Hospital. Data were analyzed using SPSS.
Regression analysis results indicate that training and employee engagement significantly predict employee performance by 44.7% and employee engagement was found to be a major predictor of employee performance as compared to training.
Correlation analysis results indicate that there is a significant positive relationship between training and employee
performance.
Correlation analysis results further indicate that there is a significant positive relationship between employee engagement and employee performance. A partial mediation effect of employee engagement in the relationship between training and employee performance was also established. This research is important to managers, policy makers and Government in improving employee performance in the health sector. Given that this study was cross sectional, monitoring changes in behavior could not be possible. To the researchers’ knowledge, this is the first study to establish the contribution of training and employee engagement on employee performance and at the same time provide an initial empirical evidence on the mediation effect of employee engagement in the relationship between training and employee performance using evidence from Uganda’s health sector.
Introduction
The phenomenon of employee performance is a multidimensional construct and an extremely vital criterion for determining organizational success or failure. Employees are the blood stream of any business and are the most valuable assets of every organization as they can make or break the organization’s reputation and can adversely affect profitability.
Developing countries, such as Uganda are experiencing poor employee performance in the health sector (Lutwama, 2011) and have been greatly attributed to the poor training and minimal engagement of employees. The health workers are accused of absenteeism and untimely provision of services to their clients (Annual health sector performance report, 2012/2013), low productivity, poor attitude toward clients and poor quality of health care services provided to clients (Lutwama, 2011).
Previous studies indicate several determinants of employee performance for example, Bagyo (2013) found out that
employee engagement and leadership greatly influence employee performance. Lutwama (2011) contend that there is a significant positive relationship between performance appraisal and employee performance of health workers. Similarly, Elnaga and Imran (2013) established that training is one of the vital human resource management practices that positively affect the quality of the workers knowledge and skills, and this results in higher employee performance on job. Kiweewa and Asiimwe (2014) argue that employee training results into substantial productivity and quality performance. Also, Amin, Saeed, and Lodhi (2013) in their study in the education sector of Pakistan found that when employees are trained, their level of knowledge and commitment improve, which ultimately increase their performance on the job. In terms of employee engagement, Ologbo and Sofian (2013) note that engaged employees are aware of the business context in which they work and work with colleagues to improve performance within the job for the benefit of the organization. Similarly, Men (2015) also argues that engaged employees are characterized by energy, absorption, involvement, efficacy, vigor, dedication,
enthusiasm, and a positive state, which increase their productivity.
QUESTION 1.1
Based on the above article, apply critical thinking and demonstrate your understanding of the research process by:
1. Synthesize and compose a study problem statement.
2. Develop and justify the significance of the study.
3. Create and design the main research question for the study, and the hypotheses being tested.
4. Evaluate the sampling techniques utilized in the study and justify their selection.
5. Critically evaluate the research methodologies adopted for the study.
QUESTION 1.2
Based on the article, analyse a cross-sectional research design and assess the advantages and disadvantages of using this research design in the study. Demonstrate the alternative research design that the researcher could have chosen instead of the cross-sectional research design. In your response, include an evaluation of when it is best to use a cross-sectional research design.
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