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

Muyiggwa, Saul Mubanda

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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