Employee Attitudes, Participative Leadership ,Organizational Culture And Organizational Performance At Evidence Action Uganda

Abstract

Employee attitudes , participative leadership styles and organisational culture are crucial in most organizations in carrying out the allocated tasks for the organization to achieve its goals and objectives. The main purpose of the study was to investigate the influence of staff attitudes and participative leadership style in Evidence Action Uganda. The study was based on the following objectives: to examine the relationship between employees’ attitudes and organisational performance at Evidence Action Uganda. To establish the relationship between employees’ attitudes, organisational culture and organisational performance at Evidence Action Uganda.To examine the relationship between participative leadership style, organisational culture and organisational performance at Evidence Action Uganda.To examine the factor structure of employees’ attitudes, participative leadership style and organisational culture on organisational performance at Evidence Action Uganda.Data was collected using a number of tools and these included; the use of questionnaire guides and focus group discussion. The study was conducted basing on a sample size of 517 respondents at Evidence Action. Correlation results indicated a positive relationship between employees’ attitudes and organizational performance at (r=.627, p<.01). A positive significant relationship between employees’ attitudes and organizational culture (r=.584, p<.01), while between organisational culture and organisational performance (r=.601, p<.01) and a positive significant relationship between participative leadership style and organisational culture (r=.561, p<.01). Employees’ attitudes (Beta=.939) was the most significant predictor of organizational performance followed by participative leadership style (Beta =.753), and last was organizational culture (Beta=.538). It was also concluded that employees at Evidence Action can recommend to their friends to work in this organization, employees at Evidence Action are pleased to inform others that they work in the organization and that employees can agree to perform any job assignment in order to keep the job for the organization. A positive change in employees’ attitudes and organisational culture will lead to a positive change in organisational performance. A positive change in participative leadership style and organisational culture will lead to a positive change in organisational performance. The study recommends that employee's attitude has a great influence on the other counterparts’ interactions, reactions and individual work value, work perception and performance or output. Organizational culture is an important element in achieving employee commitment. Leaders as dominant persons are influencers directly or indirectly chatting the course of the culture. The management of the institution should endeavour to practice participative leadership styles if employee commitment must be ensued and that the management of the institution should endeavor positive employee attitudes, practice participative leadership styles and strong organisational culture if employee commitment must be ensued for improved organisational performance. The researcher recommends that similar studies should be replicated in other NGOs in Kampala, other regions and countries so as to improve the external validity of the findings and further studies should be considered to explore the drivers and the challenges of employees’ attitudes, participative leadership styles in organizations.