Ethical Leadership and Employees' Performance: A Study of Hoima District Local Government, Uganda
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Date
2024
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Abstract
Ethical leadership is a critical component of organizational effectiveness and employees’ performance in public sector entities. The study examined the relationship between ethical leadership and employees’ performance in the context of Hoima district Local Government, Uganda. The study was guided by three objectives: (1) To examine the effects of personal integrity on employees’ performance in Hoima district Local Government, (2) To investigate the effects of ethical decision making on employees’ performance in Hoima district Local Government and (3) To determine the impact of accountability and responsibility on employees’ performance in Hoima district Local Government. The study was guided by Self-Determination Theory (SDT) and Authentic Leadership Theory. Drawing on a descriptive correlational survey design, and utilizing a sample size of 140 which was obtained through Krejcie and Morgan formula of sample size determination, data was collected from employees at various levels within the organization through surveys and interviews. Quantitative data analysis utilized measures of central tendency, including means and standard deviations, to assess perceptions of ethical leadership and its impact on employees’ performance. Qualitative data was thematically analyzed to explore the nuances of ethical leadership practices and their influence on organizational culture and performance. The findings revealed a significant positive correlation between ethical leadership and employees’ performance, highlighting the importance of ethical values, integrity, and transparency in leadership behaviors. The study recommended the implementation of a comprehensive integrity training programs for employees’ at all levels within the organization, provision of on-going ethics education and training programs for employees to enhance their understanding of ethical principles and decision-making processes, and implementation of accountability mechanisms, such as performance evaluations, peer reviews, and self-assessments, to hold employees’ accountable for their actions and decisions.