Lira University Institutional Repository

Preserving and sharing the scholarly, academic, research, and institutional output of Lira University for local and global access.

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The Lira University Institutional Repository is a digital platform for collecting, preserving, and disseminating the intellectual and scholarly output of the University.

It provides access to theses, dissertations, journal articles, conference papers, learning materials, reports, university publications, and other research outputs produced by the Lira University community.

Through this repository, Lira University strengthens visibility, knowledge sharing, long-term preservation, and worldwide access to its academic contributions.

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Recent Submissions

Rethinking the Nexus between Workplace Romance and Conflict-of-Interest in a Public University
(East African Journal of Law and Ethics, 2026) Mwesigwa, David; Auma, Morine
Workplace romance is not a new subject, seeing it from a relationship between two or more colleagues serving in the same organisation that is professed by others to be considered a sexually-motivated lure. Workplace romance generates from increased interactions between co-workers on a daily basis at the workplace, on social media channels like WhatsApp groups, email, and Facebook. Workplace Romances deal with issues originating from hierarchical relationships, including sexual harassment like bad touches, inappropriate eye contact, inappropriate body gestures, favouritism and discrimination based on gender, colour, body size, and age, which further impacts job productivity and morale. We adopted a systematic review of the literature on the subject. Our review suggests that to manage conflicts of interest resulting from workplace romance, universities should take several steps, including developing policies, providing training, counselling, and monitoring workplace relationships. University employees and managers who fail to manage their romantic behaviours when at work should be subjected to coercion, counselling, or separation from the university. From this analysis, it has been revealed that University policy on workplace romance may take either the laissez-faire stance or the hybrid stance. The link between workplace romance and conflict of interest presents a complex challenge for university managers and employees. It is important for universities to respect employees engaging in consensual relationships while addressing the potential risks associated with such scenarios. Universities, be they public or private, should develop clear guidelines to guide workplace relationships, aware that they are dealing with adults.
Shaping University Organisational Culture in Uganda: A Systematic Review of Visible and Invisible Leadership Actions and Values in Public Universities
(East African Journal of Education Studies, 2026) Angela, Geoffrey; Muwees, Charles; Ibore, Christine Margaret Okurut
Public universities in Uganda face significant pressure to improve organisational effectiveness, foster staff commitment, and meet rising societal expectations. Leadership actions and values, both visible and invisible, play a key role in shaping university organisational culture, yet existing evidence remains scattered and fragmented. Methods: This study employed a systematic literature review to synthesise knowledge on how leadership actions and values influence organisational culture in Ugandan public universities and similar higher education contexts. Electronic databases and institutional repositories were searched using predefined keywords related to leadership styles, organisational culture, institutional culture, values, and Ugandan public universities. Inclusion criteria targeted empirical and conceptual studies examining leadership practices, cultural dimensions, and organisational outcomes. Data were extracted into a matrix and analysed thematically. Results: The review indicates that visible leadership actions, such as communication patterns, decision-making processes, structural arrangements, and performance management, significantly affect organisational climate, communication, and perceived effectiveness. Espoused beliefs and values, alongside fundamental assumptions, are positively associated with organisational effectiveness and staff engagement. Adaptive, participatory, servant, transformational, and socially responsible leadership styles are linked to more inclusive, collaborative, and committed cultures, whereas bureaucratic, top-down, and passive-avoidant approaches hinder engagement and innovation. Misalignment between official values and everyday leadership behaviour can erode trust and weaken culture-building efforts. Conclusion: Leadership actions and values fundamentally shape the culture of Ugandan public universities. When visible practices align with shared values and deeper cultural assumptions, they promote commitment, effectiveness, and innovation; misalignment, however, can lead to dysfunction and low morale. Recommendations: University leaders should intentionally align structures, communication channels, human resource systems, and governance processes with clearly defined institutional values. Leadership development should focus on adaptive, participatory, servant, and socially responsible approaches. Governance frameworks must foster collaboration, transparency, accountability, and inclusive decision-making. Areas for further research: Future studies should adopt longitudinal and mixed-method designs to explore how visible and invisible leadership actions embed or transform culture over time, compare institutions with varying leadership profiles, and investigate the links among culture, academic quality, and student outcomes.
Leveraging District Service Commissions to Enhance Local/Urban Government Management in Uganda
(East African Journal of Arts and Social Sciences, 2026) Mwesigwa, David; Acanga, Alfred; Okuna, Victor
The success of decentralised governance, since its rebirth in the late 1980s, required the localisation of the Public Service Commission (DSC), through the DSC, as a means to effectively actualise administrative decentralisation. To constitute the DSC, demands approval of the local/urban council upon recommendation by the executive committee. However, there remains a constant dissatisfaction from every stakeholder regarding the impartiality and efficient operations of the DSCs across the country. This study employs a systematic literature review methodology grounded in the PRISMA framework to analyse 60 scholarly papers concerning DSCs and Local Governments in Uganda. The outcomes reveal that the quality of service, including human resource functions, delivered has little or no relevance to the socio-economic needs of communities they claim to serve. Also, DSCs have lost confidence among the communities they ought to serve, attributed to the missing link between DSCs and effective local/urban government management, as well as systemic corruption. Therefore, Uganda continues to perceive DSCs as politically-driven local/urban structures. Access to employment for local applicants appears to be muddled with a number of challenges throughout the country. There is thus a need for deliberate interventions to reduce socio-political biases engulfing the local/urban government recruitment process. A number of factors inhibiting the DSCs from executing their role appear to be widespread, and most of which are evolving around the issue of high levels of unemployment, which, unfortunately, have global and regional roots. Given the few job openings, it is highly impractical to think of a fair process since everyone is interested in having their close members get employed. In a bid to insulate DSC from political dominance, the members should not be appointed by the district executive committees but by the public service commission, seeing that it serves as an extension of it at the lower level.
Multiculturalism and Multicultural Teams: A Historical and Theoretical Review
(East African Journal of Arts and Social Sciences, 2026) Mwesigwa, David; Aria, James Okwel
This conceptual review paper examines the effective management of multiculturalism and multicultural teams in modern organisations, with particular reference to public universities in Uganda. The paper adopts a narrative review methodology based on the synthesis of recent scholarly literature on multiculturalism, diversity management, cultural intelligence, and multicultural team performance. Multiculturalism emerged prominently in the mid-twentieth century in response to globalisation, migration, decolonisation, and civil rights movements, and has increasingly become central to organisational studies and public sector governance. The review identifies major theoretical foundations underpinning multicultural team management, including Social Identity Theory, Cultural Dimensions Theory, Cultural Intelligence, Contact Theory, and Intersectionality Theory. The paper further highlights key challenges affecting multicultural teams in Ugandan public institutions, including communication barriers, ethnic identity politics, leadership dynamics, and inclusion concerns. The study concludes that effective diversity management, inclusive leadership, and cultural intelligence are critical for improving innovation, collaboration, and service delivery in multicultural public organisations.
Associated factors with nutrient intake and nutritional status of HIV positive breastfeeding mothers in apac district: a cross-sectional study
(Nature, 2026) Atim, Sharon Victoria; Opio, Bosco; Omoko, Jasper; Aloka, Bonny
Undernutrition among HIV/AIDS patients impedes the achievement of sustainable development goals by placing additional strain on healthcare systems. HIV causes nutrient loss and malabsorption, increasing nutritional requirements, particularly in lactating women. HIV-infected breastfeeding mothers are at greater nutritional risk than their non-HIV counterparts. Although global studies have addressed maternal undernutrition, few in Uganda have focused on factors affecting nutrient intake and nutritional status among HIV-positive breastfeeding women. This study aimed to explore these factors in Apac District. A cross-sectional study involving 220 HIV-positive breastfeeding mothers was conducted. A pre-tested 24-hour recall questionnaire, using the dietary diversity score for women (DDS-W), was used to collect data. Nutritional status was assessed using body mass index (BMI), while nutrient intake was determined by entering actual intakes into an Excel sheet to calculate total nutrient intake per individual, from which mean nutrient intake and mean adequacy ratio (MAR) were calculated. Data were analysed using Stata version 15 at univariate, bivariate, and multivariate levels. The level of significance was set at 5%, with a 95% confidence interval; the null hypothesis was rejected when p-values were less than 0.05. A total of 10.6% of participants were undernourished, with a dietary diversity score of 4.3 food groups, while 21% had a poor dietary diversity score. Participants met 61% of their recommended micronutrient intake, with energy, lipid, zinc, calcium, and vitamins A, C, B6, and B12 intakes below recommendations. Factors associated with nutritional status included maternal age [AOR = 1.94, 95% CI (1.05–3.59)], presence of a market [AOR = 0.42, 95% CI (0.223–0.784)], means of obtaining food [AOR = 0.55, 95% CI (0.234–0.94)], and presence of cultural food taboos [AOR = 0.44, 95% CI (0.136–0.998)]. Factors associated with nutrient intake were presence of a market [p = 0.018, 95% CI (0.010–0.104)], income [p = 0.010, 95% CI (0.007–0.048)], DDS [p < 0.001, 95% CI (0.022–0.058)], and household head [p = 0.049, 95% CI (–0.095–0.001)]. There is a prevalence of undernutrition among HIV-positive breastfeeding mothers in Apac District, accompanied by poor dietary diversity scores and low micronutrient intake. Interventions to increase dietary diversity scores, provide nutrition education, and improve income should be promoted.