EMPLOYEE TRAINING AND JOB SATISFACTION: A CASE STUDY OF ROOFINGS UGANDA
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Date
2026-04-17
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Uganda Christian University
Abstract
This research examined the effect of employee training on job satisfaction of Roofings Uganda Limited, which is the major producer of construction materials in Uganda. The research was guided by three objectives: to identify the effect of current training programs on job satisfaction, to identify the challenges faced in implementing training programs and their impact on employee satisfaction, and to determine the effect of on job training on employee satisfaction. The research design was cross-sectional research design with a mixed approach. A sample of 44 respondents out of a population of 50 employees was used to gather the data through structured questionnaires with a five point Likert scale with a 100 percent response rate. Descriptive (frequency, percentages, means, and standard deviations) and inferential statistics (Pearson correlation and multiple regression analysis) were used to analyse quantitative data
using SPSS version 26.0 and thematic analysis were used to analyse qualitative data. The results indicated that there was a strong positive correlation between the current training programs and job satisfaction (r = .623, p < .01; β =.312), but post-training feedback (Mean = 3.18) and recognition (Mean = 3.27) were weak. Technical issues during implementation especially lack of budgetary allocation (Mean = 3.61) and lack of training facilities (Mean = 2.89) had a negative impact on job satisfaction ( -.198 =.029). On-job training proved to be the most powerful indicator of job satisfaction (r =.715; 745 =.445, p <.001), and employees preferred mentoring and hands-on training (Mean = 3.75). The authors concluded that although formal training had a positive initial influence, the long-term effectiveness of formal training was undermined by ineffective engagement after training and system resource limitations; but on-job training proved to
be the best modality of employee satisfaction. The research suggested formalisation of on-job training into company policy, ring-fencing of training budget, adoption of Kirkpatrick model of evaluation and participatory training needs assessment. Future studies ought to take into account longitudinal studies and moderating impact of organisational culture in the East African manufacturing environment.
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Undergraduate