Performance Management Practices and Managed Performance: The Moderating Influence of Organisational Culture and Climate in Public Universities in Uganda

Purpose - The purpose of this article is mainly to explore and explain the existence and implementation of performance management practices in four public universities in Uganda. Design/methodology/approach - A mixed- method study approach (Qualitative and Quantitative) was adopted. A sample of 900 employees was drawn using a disproportionate stratified purposive sampling approach that yielded a 53 % response rate. Twelve participants were purposively selected from top management members and interviewed using a semi-structured interview guide. Using Nvivo software and Miles and Huberman (1994) approaches, interview data was managed and analysed. Findings - Qualitative data results revealed that employees in public universities built relationships, utilised available resources, adapted to external environment, set goals and targets. This was made possible through planning, mobilising resources, problem solving, evaluating performance for the delivery of cost-effective quality services/products. The hypotheses were tested and revealed a significant positive relationship between performance management practices and managed performance(r = .25, rho < .001). A moderating influence of organisational culture and climate on performance management practices and managed performance was also established and confirmed (Delta R-2 = .012) significantly above zero (rho = .015). Limitations - Cross-sectional studies by their nature are subjected to common method variances; further refinement of the instrument and a replication of the study using a longitudinal approach was recommended. Also, the additional studies should be supplemented with in-depth interviews or case studies where possible to tap salient issues from the respondents. Practical implications - Public universities should have visionary managers who should manage strategic barriers, attract and retain thinkers, also create result-oriented relationships to make a dynamic contribution to the development process of Uganda. Originality/value - Mass university education in Uganda today calls for new approaches to managing employees in order to balance cost, quality and education access.