Communication and Employee Commitment in Kampala International University, Uganda.

ABSTRACT Purpose of the research study was to investigate the relationship between Communication and Employee Commitment in Kampala International University (KIU). Though KIU’s employees usually exchange socio and work oriented communication among themselves and sometimes between employees and management using different communication media, they are not strongly emotionally attached to the university, have no costs at all associated with leaving the university and have no feelings of obligation to remain with the university. The objectives of the study were; (i) to find out the effect of social-emotionaloriented communication on employee commitment in Kampala International University; and (ii) to assess the effect of work-oriented communication on employee commitment in Kampala International University. The study employed descriptive research design. The study used 187 respondents who were selected from a target population of 399 employees. The study revealed that social-emotional-oriented communication with R2 = 0.084, positively (β=0.433) and significantly (p-value=0.000) affect employee commitment of Kampala International University; and work-oriented communication with R2 = 0.218 positively (β=0.338) and significantly (sig-value=0.000) affect employee commitment of Kampala International University. The study concluded that; social-emotional-oriented communication has a positive and significant effect on employee commitment of Kampala International University; and workoriented communication has a positive and significant effect on employee commitment of Kampala International University. The study recommended that; with respect to social-emotional-oriented communication, KIU’s employees should often communicate about non-work-related topics with their supervisor or Director; KIU’s employees with in one department should often communicate about nonwork-related topics with Directors and Principals/Deans in other departments. These will encourage employees to become loyal to their immediate supervisors and Directors or Principals and deans that will improve employees’ positive attitudes towards commitment to the university. In regard to work-oriented communication, KIU’s employees should often receive required communication concerning University’s overall performance; KIU’s employees usually should get communication concerning University’s strategic plans; KIU’s employees normally should get communication in regard to other departments functioning; KIU’s management usually should communicate University concerns with employees; KIU’s employees normally should participate in decision-making about University’s concerns. The study contributed to existing knowledge in the following ways; study have inherently studied the constructs of communication that will help University’s top management to resolve employees’ issues to improve their commitment; entire community will receive better products from university produced due the committed efforts raised by all employees; and study clearly discussed constructs of communication and commitment and research gaps were comprehend.