Browsing by Author "Sanga, John Johnasy"

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    Employees’ perceptions of empowerment practices, organizational justice and organizational citizenship behaviour in tanzania’s tourist hotels
    (University of Dar es Salaam, 2014) Sanga, John Johnasy
    Employee behaviour is important to organizations and researchers because of its effects on organizational effectiveness in terms of productivity, quality and profitability. Inducing constructive behaviour among employees in organizations has long been a concern of management scholars and practitioners. The main goal of this study was to assess how employees’ perceptions of organizational conditions can predict their behaviours. Building on the social exchange theory (SET) this thesis suggested that different management practices arouse different sorts of perceptions among employees, and these perceptions in turn are associated with different forms of employees’ contribution to organizational performance. Particularly, it proposed theoretical linkages between empowerment practices and employees’ perceptions of organizational justice which in turn predict organizational citizenship behaviour (OCB). Four hundred twenty one employees working in tourist hotels in Tanzania were surveyed. A hypothesized model that included empowerment practices and organizational justice as predictors of OCB was evaluated using structural equation modeling. The results partially supported the hypothesized model, indicating that employees’ perceptions of empowerment practices and organizational justice predict OCB. The results showed that organizational justice mediated the relationship between two indicators of empowerment practices (access to opportunity and access to support) and OCB. No support was found for a mediating role of organizational justice in the relationship between perception of the two indicators of empowerment practices (resource availability and access to information) and OCB. These relationships fit well with the social exchange theory (Blau, 1964) wherein empowerment practices as signs of organization’s commitment toward employees are reflected in OCB. The study has also demonstrated the relevance of examining empowerment practices as a multidimensional construct. The management and policy implications and directions for future research have also been discussed. The study argues for policies and practices that enhance empowerment and fair treatment of employees in workplaces.
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    Performance management and motlvation of workers in Tanzanian work organizations lessons from university computing centre Ltd
    (University of Dar es Salaam, 2007) Sanga, John Johnasy
    Motivation of employees as human resources is poorly understood and poorly managed in our work organizations. The main thrust of this study was to establish factors motivating employees in Tanzanian work organizations and match the motivators with the implementation of performance management. Given the nature of the research problem, it was deemed fit to use the case study method because of the need for a rich understanding of the problem in context and the need to relate some motivational theories to work practices. The study was conducted at the University Computing Centre Ltd, from which the researcher believed that data would be a fair representative of the entire ICT industry in the county and other Tanzanian work organizations in general. The findings Rom analysis of the current situation of UCC's HRM in general, and motivation policy in particular, have confirmed to the researcher that HRM programmes are poorly designed and implemented. In principle, however, almost all key HRM programmes are in place, but what is lacking is good design and elective implementation. Each organization has a unique human resource situation, reflecting its stage in the relevant industry. Accordingly, there is no overall blueprint on how to best improve worker motivation. However, establishment of an independent HRM department is recommended for all organizations and UCC Ltd in particular. This will be responsible for effective development and implementation of HR Policies, which include but not limited to Orientation: Training and Development; Remuneration, Performance Appraisal policies. The involvement of employees in the development of the said policies is strongly recommended. For UCC to have an improved motivation policy, it is highly recommended that equitable remuneration schemes should be designed and implemented. Employees' capabilities and performance should be considered in designing reward schemes. It is also important that the company appreciates employees' contribution towards accomplishment of its goals and opportunities for employees to participate in decision- making should be created. In addition, top management should provide support to HRM department by incorporating human resource plans in the company's strategic plans