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Professional development practices in public universities and organizational commitment of academic staff in Uganda

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dc.contributor.author Muyiggwa, Saul Mubanda
dc.date.accessioned 2022-01-03T20:43:22Z
dc.date.available 2022-01-03T20:43:22Z
dc.date.issued 2021
dc.identifier.citation Saul Mubanda Muyigwa (2021). Professional development practices in public universities and organizational commitment of academic staff in Uganda: a case of Makerere and Kyambogo Universities. In Asiimwe, Solomon (Ed). Compendium of Graduate Students’ Research Abstracts. Entebbe: Nkumba University Press. en_US
dc.identifier.isbn 978-9970-694-00-6
dc.identifier.uri https://pub.nkumbauniversity.ac.ug/xmlui/handle/123456789/307
dc.description It follows that the high organizational commitment of academic staff, as the backbone of universities, is critical for their survival (Fako, Nkhukhu-Orlando, Wilson, Forcheh & Linn, 2018). The nature of staff commitment influences organizational effectiveness and behavior of employees. Mugizi, Bakkabulindi & Bisaso (2015) have suggested that there is a low organizational commitment of academic staff in Ugandan universities. This state of affairs would slow down progress and effectiveness in these universities. Yet, the Uganda Public Service Standing Orders (2010) emphasise the critical role played by training and development of staff in creating efficiency and effectiveness in government institutions. Hence, there was a need to establish the influence of Professional Development Practices (PDPs) involving training and development, in public universities, on academic staffs’ organizational commitment. en_US
dc.description.abstract Several stakeholders (Richards & Farrell, 2005) have viewed the professional development of university staff as a continuous concern. Scholars contend that professional development is the engine that keeps universities true to their mandate as centers of ideas and innovation (UNESCO, 1998; Plater, 1995). Similarly, any organization’s success would be jeopardized if its employees had low organizational commitment because they would fail to accept the firm’s mission, goals, and objectives (Unzicker, Clow & Babakus, 2000) and to believe what the company stands for (Boshoff & Allen, 2000). en_US
dc.language.iso en en_US
dc.publisher Nkumba university press Entebbe. en_US
dc.relation.ispartofseries ;no. 53-59
dc.subject Organizational commitment en_US
dc.subject Professional development practices en_US
dc.subject Staff promotions en_US
dc.title Professional development practices in public universities and organizational commitment of academic staff in Uganda en_US
dc.title.alternative A case of Makerere and Kyambogo Universities en_US
dc.type Book chapter en_US


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