E-governance and Employee Performance in the Ministry of Health Headquarters, Kampala, Uganda

Abstract

This study examined the relationship between e-governance and employee performance in the Ministry of Health (MoH) headquarters, Kampala, Uganda. Specifically, the study investigated the relationship between e-application, e-database, and e-feedback on the one hand and employee performance on the other hand. The study adopted a correlational study design, enabling the performance of both correlation and regression analysis. Data was collected from 209 MoH staff using questionnaires and an interview guide. Quantitative data were analyzed using SPSS software (SPSS V25), while qualitative data were analyzed using thematic analysis. The multiple regression results indicated a positive but not significant relationship between e-application and employee performance (β=0.132, t = 1.838, P=0.067). On the other hand, e-database had a positive significant relationship with employee performance (β = 0.286, t = 4.133, P <0.001). Similarly, the results found a strong positive significant relationship between e-feedback and employee performance (β =0.460, t = 5.798, P <0.001). Whereas all three variables were associated with employee performance, the relationship was significant for e-database and e-feedback. Further, multiple regression results showed that duration on the Job had a significant negative relationship with employee performance (β =-0.366, t =-5.482, P<0.000) and a non-significant negative relationship was observed with the level of education (β = -.165, t = -2.384, P=018). Therefore, it was concluded that e-database and e-feedback systems significantly enhance employee performance at MoH, while e-application showed a positive but not statistically significant relationship. This suggests that the potential of e-applications requires further investigation and enhancement. It is recommended that the MoH revise the National e-Health Policy and National Human Resources for Health policy to incorporate strategies for e-database and e-feedback systems. Additionally, the MoH should advocate for increased investment in technological infrastructure, conduct training and capacity-building programs for staff, and engage stakeholders to ensure the successful implementation and utilization of e-governance technologies. Lastly, further research should be conducted to explore the impact of e-application systems on employee performance and address any factors hindering their effectiveness.