Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda.
This study focused on examining the relationship between employee retention and organizational performance in Centenary Bank – Kigezi Region (Kisoro, Kanungu, and Kabale Branches). The study was guided by the following specific objectives; to find out the effect of work-life balance on organizationa...
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| Format: | Thesis |
| Language: | English |
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Kabale University
2025
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| Online Access: | http://hdl.handle.net/20.500.12493/2816 |
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| author | Kaziro, Nicholas |
| author_facet | Kaziro, Nicholas |
| author_sort | Kaziro, Nicholas |
| collection | KAB-DR |
| description | This study focused on examining the relationship between employee retention and organizational performance in Centenary Bank – Kigezi Region (Kisoro, Kanungu, and Kabale Branches). The study was guided by the following specific objectives; to find out the effect of work-life balance on organizational performance, to determine the effect of working environment on organizational performance, and to establish the relationship between career growth opportunities and organizational performance. The study focused on the period 2018-2022. The study targeted 97 respondents who constituted branch managers, departmental heads, committee members, audit officers, compliance officers, and support staff. Using a quantitative cross-sectional survey, the study realized a response rate of 100% (97 respondents) for both quantitative and qualitative studies. All categories of respondents were administered a questionnaire and in addition to the questionnaire, 3 branch managers were further interviewed. The data was analyzed using Statistical Package for Social Scientists (SPSS) with a focus on descriptive statistics, Pearson’s correlation coefficient, and regression analyses version 24. The correlation coefficient results revealed a significant positive relationship between work-life balance and organizational performance; work environment and organizational performance, and career growth opportunities and organizational performance. In the multiple regression analysis, the study established the predicted power of the work environment on organizational performance. Also, career growth opportunities significantly and positively predicted organizational performance. However, work-life balance turned out to be an insignificant predictor of organizational performance. The overall model comprising of work-life balance, work environment, and career growth opportunities was significant in predicting organizational performance and the overall model explained 76.3% variation in organizational performance of Centenary Bank – Kigezi region (R Square = .763), meaning that 76.3% change in the organizational performance of Centenary Bank – Kigezi region is explained by the three exogenous latent variables. The study recommends Centenary Bank proactively develop and implement comprehensive work-life balance initiatives to enhance their overall performance. The bank should prioritize the development of a strong psychological work climate characterized by inclusion, autonomy, and effective communication. This involves implementing targeted training programs aimed at enhancing leadership skills and improving internal communication channels. |
| format | Thesis |
| id | oai:idr.kab.ac.ug:20.500.12493-2816 |
| institution | KAB-DR |
| language | English |
| publishDate | 2025 |
| publisher | Kabale University |
| record_format | dspace |
| spelling | oai:idr.kab.ac.ug:20.500.12493-28162025-01-17T00:00:35Z Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. Kaziro, Nicholas Employee Retention Organizational Performance Centenary Bank Kigezi Region Uganda This study focused on examining the relationship between employee retention and organizational performance in Centenary Bank – Kigezi Region (Kisoro, Kanungu, and Kabale Branches). The study was guided by the following specific objectives; to find out the effect of work-life balance on organizational performance, to determine the effect of working environment on organizational performance, and to establish the relationship between career growth opportunities and organizational performance. The study focused on the period 2018-2022. The study targeted 97 respondents who constituted branch managers, departmental heads, committee members, audit officers, compliance officers, and support staff. Using a quantitative cross-sectional survey, the study realized a response rate of 100% (97 respondents) for both quantitative and qualitative studies. All categories of respondents were administered a questionnaire and in addition to the questionnaire, 3 branch managers were further interviewed. The data was analyzed using Statistical Package for Social Scientists (SPSS) with a focus on descriptive statistics, Pearson’s correlation coefficient, and regression analyses version 24. The correlation coefficient results revealed a significant positive relationship between work-life balance and organizational performance; work environment and organizational performance, and career growth opportunities and organizational performance. In the multiple regression analysis, the study established the predicted power of the work environment on organizational performance. Also, career growth opportunities significantly and positively predicted organizational performance. However, work-life balance turned out to be an insignificant predictor of organizational performance. The overall model comprising of work-life balance, work environment, and career growth opportunities was significant in predicting organizational performance and the overall model explained 76.3% variation in organizational performance of Centenary Bank – Kigezi region (R Square = .763), meaning that 76.3% change in the organizational performance of Centenary Bank – Kigezi region is explained by the three exogenous latent variables. The study recommends Centenary Bank proactively develop and implement comprehensive work-life balance initiatives to enhance their overall performance. The bank should prioritize the development of a strong psychological work climate characterized by inclusion, autonomy, and effective communication. This involves implementing targeted training programs aimed at enhancing leadership skills and improving internal communication channels. 2025-01-16T16:48:14Z 2025-01-16T16:48:14Z 2024 Thesis Kaziro, Nicholas (2024). Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. Kabale: Kabale University. http://hdl.handle.net/20.500.12493/2816 en Attribution-NonCommercial-NoDerivs 3.0 United States http://creativecommons.org/licenses/by-nc-nd/3.0/us/ application/pdf Kabale University |
| spellingShingle | Employee Retention Organizational Performance Centenary Bank Kigezi Region Uganda Kaziro, Nicholas Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title | Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title_full | Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title_fullStr | Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title_full_unstemmed | Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title_short | Employee Retention and Organizational Performance: A Case Study of Centenary Bank in Kigezi Region Uganda. |
| title_sort | employee retention and organizational performance a case study of centenary bank in kigezi region uganda |
| topic | Employee Retention Organizational Performance Centenary Bank Kigezi Region Uganda |
| url | http://hdl.handle.net/20.500.12493/2816 |
| work_keys_str_mv | AT kazironicholas employeeretentionandorganizationalperformanceacasestudyofcentenarybankinkigeziregionuganda |