In this study, we explored the mediating effect of affective commitment on the relationship between human resource management practices (HRMPs) and the turnover intentions of university employees in Uganda using the theoretical lens of social exchange theory. The study was instigated by reportedly persistent increase in the cases of employee attrition in higher education institutions in Uganda in spite of Government’s attempts to improve the working conditions of the university employees. Using the cross-sectional survey research design, data were collected with the use of an adapted self-administered questionnaire from a sample of 722 academic and non-academic employees of three public and three private universities in Uganda. The results of structural equation modelling (SEM) indicated that HRMPs were significant positive predictors of affective commitment (rewards: β =.225; p<.001), promotions: β =.228; p<.001; and job security: β = .141; p<.001). However, HRM practices were negative predictors of turnover intentions (rewards: β = -.228; p<.001; promotion, β = -.215; p<.001; job security, β = -.138; p<.001). Furthermore, affective commitment was indeed a significant mediator of the relationship between HRMPs and turnover intentions of university employees. These findings made us draw the conclusion that when university employees perceive the institution’s HRMPs to be favourable, they will not only become committed to the organisation but also desire to remain working longer for it. Therefore, we recommend that the university managers in Uganda and similar countries should formulate and practise human resource management styles that do not only spur employee commitment but also enhance staff retention.

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In recent years, the combined effects of inflation, recession, high-interest rates, new investment media and technological advances in information processing have made “Cash Management” an increasingly important and complex subject (IMF, 2001; Ter-Minassian and Parente, 1995). At times, the desire and effort to squeeze out the most from every dollar and to minimise idle cash balances has become an obsession with many organisations and countries. Therefore, effective and efficient Cash Management has become a “sine qua non” for the success of any business organisation (Horcher, 2006a; White, 2006). And Countries, “as Corporate Entities”, are no exceptions to this basic fundamental business principle (Wood & Sangster, 2012). The Theoretical Framework of this study was underpinned by the Stakeholder Theory (Freeman, 1984), the Financial Management Theory (Hayes and Nolan, 1974; Kingston, 1973), and the Modern Money Theory (Friedman, 1964; Keynes, 1930; Mitchell-Innes, 1914). We conducted a cross-sectional research through non-probability and purposive sampling with 200 respondents. Our face-to-face interviews, structured closed-ended and open-ended Questionnaires which were administered online through email application via Google Forms (as a result of the novel, dreaded, and disruptive Covid-19 pandemic), coupled with PETS (Khan and Pessoa, 2010; Reinikka and Svennson, 2006) resulted in startling revelations. Our major finding was that a government lacking an efficient and effective control over its cash resources will definitely pay for its institutional deficiencies in multiple ways (Ahmed, 2016).

In recent years, the combined effects of inflation, recession, high-interest rates, new investment media and technological advances in information processing have made “Cash Management” an increasingly important and complex subject (IMF, 2001; Ter-Minassian and Parente, 1995). At times, the desire and effort to squeeze out the most from every dollar and to minimise idle cash balances has become an obsession with many organisations and countries. Therefore, effective and efficient Cash Management has become a “sine qua non” for the success of any business organisation (Horcher, 2006a; White, 2006). And Countries, “as Corporate Entities”, are no exceptions to this basic fundamental business principle (Wood & Sangster, 2012). The Theoretical Framework of this study was underpinned by the Stakeholder Theory (Freeman, 1984), the Financial Management Theory (Hayes and Nolan, 1974; Kingston, 1973), and the Modern Money Theory (Friedman, 1964; Keynes, 1930; Mitchell-Innes, 1914). We conducted a cross-sectional research through non-probability and purposive sampling with 200 respondents. Our face-to-face interviews, structured closed-ended and open-ended Questionnaires which were administered online through email application via Google Forms (as a result of the novel, dreaded, and disruptive Covid-19 pandemic), coupled with PETS (Khan and Pessoa, 2010; Reinikka and Svennson, 2006) resulted in startling revelations. Our major finding was that a government lacking an efficient and effective control over its cash resources will definitely pay for its institutional deficiencies in multiple ways (Ahmed, 2016).

The salary payment of government workers constitute a significant percentage of total government expenditure in developing economies, simply because the government remains the largest or biggest employer. The Government Payroll system, therefore, requires a robust control mechanism to detect and prevent the occurrence of “payroll fraud”, as the irregularity denies the state of huge sums of monies going down the drain and into private pockets, and which could have otherwise been channelled into some critical sectors of the economy; and to minimise the excessive borrowing by government to fill the gap. The several efforts and reforms by the Controller and Accountant-General’s Department (CAGD) and the Ghana Audit Service (GAS) in particular; and the Ministry of Finance (MoF) in general, to clean the Government Payroll of these “payroll frauds” consistently over the years have not yielded the desired results. The various studies conducted on “payroll fraud” in Ghana did not address themselves to the introduction of the “Electronic-Salary Payment Voucher (E-SPV) system since 2014, which was hailed by many as the final panacea to the “annual ritual of ghost workers on the government payroll”. To fill the gap, we conducted this empirical cross-sectional research on “payroll fraud” based on the “fraud triangle theory” and the “graft estimation model”. We employed non probability purposive, but convenient, sampling methodology by means of structured questionnaires and face-to-face interviews to arrive at our conclusion. Our major finding was that “payroll fraud” can never be eliminated (but only minimised), and must therefore be treated and necessarily managed to the barest minimum (between 1% and 5%), just as normal “bad debts” in Financial Statements. Policy makers will have to revisit the issues about “Ghost Workers”, in the midst of the novel and dreaded, and disastrous Convid-19 pandemic.