ORGANISATIONAL FACTORS AND JOB PERFORMANCE AMONG EMPLOYEES IN GLOBAL HEALTH UGANDA

Abstract

The job performance of the staff at Global Health Uganda seems to be dwindling to the worst. More data queries are registered and this is affecting the data produced by this research based organization. The aim of this study was to establish whether a relationship existed between organizational factors and job performance among employees in Global Health Uganda. A descriptive cross sectional study with a mixed method approach was undertaken focusing on fulltime employees of the organization. A structured questionnaire was used; 72 questionnaires were distributed and 65 valid questionnaires were returned, yielding a response rate of 90%. Reliability of the data was tested and correlation analysis was used on the relationship between the different organizational factors and job performance. This study revealed that organizational factors had a positive effect on job performance and there was a statistically significant relationship found. Staff welfare was found to be the dominant organizational factor that has an impact on job performance. Organizational factors have an effect on job performance in an organization and it may negatively or positively affect job performance. In a bid to accomplish organizational goals and objectives, it is important for management to identify the organizational factors that positively affect job performance and enhance them to improve on the overall performance of the organization.