Please use this identifier to cite or link to this item: http://hdl.handle.net/20.500.12306/7714
Title: Human Resource Management Practices and Job Satisfaction of Health Workers in Mbarara Regional Referral Hospital
Authors: Ainebyoona, Slyvestre
Keywords: Human Resource Management Practices
Job Satisfaction of Health Workers
Mbarara Regional Referral Hospital
Uganda
Issue Date: Jun-2010
Publisher: Kampala International University; College of Humanities and Social Science
Abstract: The research aimed at investigating the effect of Human Resource Management practices on job satisfaction of health workers at Mbarara Regional Referral Hospital. Its objectives were to; to determine the effect of reward management practices on job satisfaction; investigate the effect of employee relations' practices on job satisfaction and to establish the effect of employee development practices on job satisfaction. The researcher used questionnaires, interview guides and documents to get data from 30 respondents who included nurses, midwives, doctors and hospital administrators. From the results, it was discovered that employees' relations do not affect job satisfaction at MRRH. It was also discovered that though most respondents agreed that there were some of employee relations• practices at MRRH. They did not very much affect job satisfaction or the health workers. Most respondents were even aware or these employee relations• practices but majority strongly disagreed that these were affecting job satisfaction of the hospital and it was also discovered that the hospital does not have well-structured Or pre-designed training and development programmes catering for all the employees. In conclusion workers at MRRH are paid relatively low salaries in comparison to what private hospitals pay to the same category of staff. Generally commitment and compliance to fulfill organizational goals is a gesture or dedication to a vocation and a feeling or love for humanity since majority of health workers showed dissatisfaction with the terms and conditions of employment, participation and involvement in decision making as well as organizational communication. Basing on these conclusions. The researcher recommends that there is need to design a reward strategy that seeks to pay attractive salary compared to what similar organizations pay to gain competitive advantage and maintain the workers using compa-ration, he also recommends that there is need to use of different types of reward including both material and psychological payrolls and that there is need to ensure effective communication in the organization through regular meetings and proper communication channels
Description: A Dissertation Submitted to the Faculty of Business Administration in Partial Fulfillment of the A Ward of Degree of Bachelors in Human Resource Management of Kampala International University
URI: http://hdl.handle.net/20.500.12306/7714
Appears in Collections:Bachelor of Human Resource Mangement

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