Browsing by Author "Shakira Namale"

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    Psychological Wellbeing and Employee Engagement in Organisations: A Case Study of "Welcome Home" Organisation in Jinja District, Uganda
    (Uganda Christian University, 2026-04-08) Shakira Namale
    The study was conducted at Welcome Home Ministries Africa, a children's home serving young orphans in Jinja District, Uganda. The aim of the study was to examine the relationship between psychological wellbeing and employee engagement at Welcome Home Ministries Africa (WHMA). The specific research objectives were to: determine the influence of psychological wellbeing on employee engagement at WHMA; assess the levels of employee engagement among employees; investigate the relationship between psychological wellbeing and employee engagement; and identify factors influencing psychological wellbeing and employee engagement in the organization. Data was collected from a sample of 44 employees including caregivers, engaged for their response through survey and administrators, and support staff engaged through interviews. Quantitative data from the survey were analysed using SPSS software to generate Descriptive statistics including means, variance, standard deviations, mode and frequences and presented in tables and charts. Conversely, qualitative data arising from the interviews were analysed thematically using NVivo software and presented narratively. The study established that Psychological wellbeing among employees at WHMA is high across all measured dimensions; Employee engagement was exceptionally high, particularly in dedication and Vigor; There was strong descriptive evidence of a positive relationship between psychological wellbeing and employee engagement; and that, Organisational culture, positive relationships and growth opportunities are key drivers of wellbeing and engagement, while workload and stress variability represent areas for monitoring. In general sense, WHMA demonstrates characteristics of a psychologically healthy and highly engaged organisations, with minor areas requiring strategic reinforcement. The study thus recommended as follows: WHMA should establish or strengthen employee support initiatives to help employees cope with emotional demands associated with caregiving roles; Implement strategies to improve work-life balance to reduce potential stress and sustain employee wellbeing; Continue expanding training and professional development opportunities for employees to strengthen their competence and career growth; Introduce structured recognition programmes to reinforce employee motivation and engagement; nurturing a supportive and collaborative culture that encourages teamwork, open communication and mutual respect among staff members.