International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue VI, June 2022 | ISSN 2454–6186
Dr. Benard Nuwatuhaire, Mubehamwe Janan
Valley University of Science and Technology
Abstract:- This study established the effects employee job orientation on job performance in the banking sector in Uganda. The study adopted a cross sectional – case study design on a sample of 82 respondents. Data was collected by use of questionnaire and interviews, and analysed quantitatively and qualitatively. Quantitative data was analysed using the Statistical Package for Social Scientists version 22.0 (SPSS). At univariate level, data was analysed basing on the frequencies, percentages, mean and standard deviation. At bivariate level, data was analysed basing on correlational analysis and at multivariate level data analysis was carried out using multiple linear regression. Qualitative data was analysed by content analysis basing on study themes. The findings of the study revealed that employee job orientation had a positive and significant effect on employee job performance. Therefore, it was concluded that employee job orientation is a prerequisite for job performance in the banking sector hence; it was recommended that managers of organisations should implement employee job orientation programmes for their employees such that all those who deserve have the opportunity.
Key words: employee job orientation and job performance.
I. INTRODUCTION
The business world is undergoing unprecedented change because of competition. These changes have elevated the importance of managing people at work, and in particular, the planning and managing of their careers (Harold & Kumar, 2011). Career development of employees plays an important role in enriching the human capital component of a company (Khan, Rajasekar & Al-Asfour, 2015).
Theoretical Review
Social Exchange Theory informed this study. The Social Exchange Theory (SET) was introduced by Homans in 1961 and further developed by Blau in 1964. Homans in 1961 sought to explain how social behaviour and forms of social organisation produced by social interaction influence one another (Cook, Cheshire, Rice & Nakagawa, 2013). Accordingly, exchanges between people are not limited to material goods like money or resources, but they also include symbolic values like respect or prestige (Holthausen, 2010). On the other hand, Blau (1964) analysed exchange processes as the micro-foundation of macro-sociological phenomena indicating that mutual bonds emerge in social interaction as persons who incur obligations reciprocate (Cook Cheshire, Rice & Nakagawa, 2013).