Corporate Social Responsibility and Employee Performance of Mugmwa Petrol Stations in Western Region, Uganda

ABSTRACT This study was set out to establish the extent to which corporate social responsibility affect employee performance of Mugmwa petrol stations in western Uganda; specifically the study intended to establish the (i) profile of the respondents, (ii) level corporate social responsibility, (iii) level employee performance and (iv) whether there is a significant relationship in the level of which corporate social responsibility and employee performance of Mugmwa petrol stations in western uganda and (v) test the null hypothesis. The study used a survey quantitative descriptive correlation design; data was collected from 109 respondents using self administered questionnaires as the key data collection instruments. Data were analyzed using frequency counts and summary statistics and Pearson Linear Correlation coefficient at bi-variate level. The findings revealed that there was a moderate level of which corporate social responsibility, there was also moderate level of employee performance, the level of corporate social responsibility and employee performance significantly differed among petrol stations in western region and that corporate social responsibility in Mugmwa petrol stations in western Uganda is significantly correlated with employee performance. Conclusions and recommendations including those for further research were made. The study concurred with theory Z of professor Ouchi. Recommendations from the study were (i) According to the findings transport facilities that are friendly were found to be good at (mean=3.03). This could be to weak government rules and regulations that aim at allowing employees to used old vehicles. Thus there in need to improve on better transport facilities by resorting to other means of transport that do not consumer fuel, (ii) Better relations where found to be good (mean=3.00) thus need to be revised to keep employees in strong relations through involving them in daily activities of the organization. Make employees feel vital and keep reviewing relationships of employees and find ways of keeping employees happy to avoid costly attrition, (iii) Poor incentives are given to employees witnessed in scholarship facilities with (mean=3.07) and low leave packages with (mean=2.94) and thus need to be improved so that employees become convinced with they are remunerated that in the long run moral boost them and (iv) Reliability of the employees was found to be low at (mean=2.50) which was fair thus organization need to improve their reliability through proper treatment and motivation them as well. And these employees can be entrusted with the organization resources while assured of better employee performance and hard work.