Diversity Management and Job Satisfaction in Not- For- Profit Organisations in Kampala: A case of Uganda Conservation Limited
Tushemereirwe, Enid Kakooko
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The study examined the relationship between diversity management and job satisfaction at Uganda Conservation Limited (UCL). Diversity management was operationalized as the independent variable (IV) and job satisfaction as the dependent variable (DV). The independent variable was measured in form of management of diverse culture, management of gender and management of staff with different education levels. The study was informed by two theories: “Social Identity Theory” (SIT) formulated by Henri Tajfel and John Tunner in 1970s’ and 1980s that is founded on intergroup social comparisons that seek to confirm or to establish in-group favoritism against out-group, motivated by underlying need for self –esteem. “Two Factor Theory" by Frederick Herzberg to assess the satisfaction of employees. A case study design was used to collect data through questionnaires, Interview guide and document reviews. Data was analyzed using descriptive statistics, Pearson correlation coefficient and regression to establish the relationship between variables under study. The findings revealed that: management of diverse culture had positive influence on job satisfaction with a Pearson correlation of r= .657** Signifince (Sig. =004); management of gender and job satisfaction had a positive linear correlation Value of r=. 242 and Sig=.333; that management of staff with different education levels and job satisfaction had a positive value of r= .390 using a correlation coefficient. The study concludes that diversity management practices, like management of diverse culture, management of gender and management of staff with different education levels have a positive relationship with job satisfaction at UCL. However, the study revealed other factors influence job satisfaction. The study recommends that UCL should review the Human resource policy manual to improve diversity management practices; review other concerns of job satisfaction and set procedures to implement them.