Working Conditions and Labour Retention in Oyam District, Uganda

ABSTRACT This study looked at working conditions and labour retention in Oyam District Local Government of Uganda with the major objective of determining the correlation between these variables. Specifically it looked at: demographic characteristics; the level of working conditions and the extent of staff retention in order to determine relationship between working conditions and labour retention. The problem identified was poor working conditions causing poor attraction and retention where more than three staff leaves annually. This study intended to find out whether this is true and the prevailing levels of working conditions. A target population of 152 was used from which 110 employees were sampled as respondents from the entire departments. Questionnaires, observation and discussion were used to collect data. Data analysis using SPSS revealed that: male workers dominate the service with more than 80% of the employees aged 30 years and above. 53.3% of the employees were found to be graduates and more than 90% of the staff earning below one million shillings which factors could imply high mobility; 93% of the employees were found to be married while Anglicans dominate with 65.4%. The level of working conditions was found to be improving variably. External factors emerged high as push factors with more than six officers leaving annually thereby establishing significant relationship between working conditions and labour retention and confirming as true Abraham Maslows' Hierarchy of needs theory and Herzbergs two factor theory where working conditions dissatisfy workers and hence contribute significantly to retention though not hierarchical and varies by personality. Deliberate effort need be taken by the District to improve on the levels of these working conditions.

 TABLE OF CONTENTS

Preliminaries 

Chapter 

One  

Declaration A 

Declaration B 

Approval 

Dedication 

Acknowledgement 

List of acronyms 

Table of content 

Abstract 

THE PROBLEM AND ITS SCOPE 

Background of the Study 

Statement of the Problem 

Purpose of the Study 

Research Objectives 

Research Questions 

Nu II Hypotheses 

Scope 

Significance of the Study 

Operational Definitions of Key Terms   

Two REVIEW OF RELATED LITERATURE 

Three 

Introduction 8 

Concepts, Ideas, Opinions from Authors/Experts 8 

Theoretical Perspectives 25 

Related Studies 30 

METHODOLOGY 

Research Design 

Research Population 

Sample Size 

Sampling Procedure  

Research Instruments 

Validity and Reliability of the Instrument 

Data Gathering Procedures 

Data Analysis 

Ethical Considerations  

Limitations of the Study 38 

Four: PRESENTATIONS, ANALYSIS AND DATA INTERPRETATION 39 

Five: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 47 

Transmittal Letter 

References 

Appendices 

Appendix IA 

Appendix 1B 

Appendix II 

Appendix III 

Appendix IV A 

Appendix 1 V B 

Appendix V 

Appendix VII 

Transmittal Letter for Respondents 

Clearance from Ethics Committee 

Informed Consent 

Fact Sheet: Demographic Characteristics of the respondents 

Questionnaire to determine working conditions 

Proposed Budget 

Time Frame 

Appendix VIII Computation of sample size 

Appendix IX Calculation of sample size per category 

Researcher's Curriculum Vitae 

LIST Of TABLES 

Table 

1. Respondents of the Study 

2. Demographic Characteristics of the Respondents 

3. Level of office conditions 

4. Level of external factors 

5. Level of staff intention to quit 

6. Determination of turnover 

7. Significant relationship