Abstract:
The study examined the relationship between employee training, employee engagement, workplace stability, and organizational performance at Kyambogo University. The study adopted employed a case study research design that involves the analysis of the data collected from a sample or a population at a given time. The study targeted a population of 660 staff members, including both teaching and non-teaching staff, at Kyambogo University. A sample size of 249 respondents was determined using Slovin's formula. Data collection methods included questionnaire surveys and interviews, and data analysis was conducted using frequency and percentage tables, mean and standard deviation, correlation analysis, and regression analysis. Key findings from the correlation results indicated: The findings of the study revealed a significant positive relationship between employee training and organizational performance (r = .686, p < .05). Employee training emerged as the most influential predictor of organizational performance, with a Beta value of .482. Additionally, the study also identified a significant positive relationship between employee engagement and organizational performance (r = .638, p < .05). Employee engagement was found to be the second most significant predictor of organizational performance. Furthermore, the study discovered a significant positive relationship between workplace stability and organizational performance (r = .592, p < .05). However, workplace stability was found to be the least significant predictor of organizational performance, with a Beta value of .271. .The study concluded that employee training, employee engagement, and workplace stability are key factors influencing organizational performance at Kyambogo University. Recommendations include: Employee training should be clearly communicated to all staff, ensuring they acquire the necessary knowledge and skills, coupled with adequate resources to perform their duties effectively and efficiently. Supervisors at Kyambogo University should regularly provide written or verbal appreciation to motivate employees, encouraging greater effort to meet formal performance expectations. Management should provide good training and facilities to support staff performance.
