Police transfers and job satisfaction in the Uganda police force, a case study of Kampala metropolitan south

Abstract

The study was about the effect of police transfers on job satisfaction in the Uganda police force. A case study of Kampala Metropolitan South. The study was guided the following objectives; to determine the effect of change in duty station on job satisfaction among police officers in Kampala Metropolitan South, to assess the effect of change in job role on job satisfaction among police officers in Kampala Metropolitan South and to examine the effect of change in rank or position on job satisfaction among police officers in Kampala Metropolitan South. The study used a mixed research approaches. A descriptive survey research design was adopted in this study. A sample size of 162 respondents was determined quantitatively using statistical tables of Krejcie and Morgan (1970) and 10 were qualitatively sampled. This study used both quantitative and qualitative data collection methods. Quantitative data was collected using questionnaires that were filled by the SPs, IPs, SGTs, and PCs and qualitative data was obtained from SSP by help of interview guides. Quantitative data was analyzed using SPSS. Qualitative data from interviews was categorized and analyzed using content analysis to ensure credibility and consistency. The study found that 75 (55.6%) officers strongly agreed and 49 (36.3%) agreed that frequent transfers negatively affect family life and job satisfaction, while 102 (75.6%) cited financial burdens from relocations as a major stressor. Additionally, 88 (65.2%) strongly agreed that job role changes tied to career advancement improve satisfaction, but 55 (40.7%) strongly agreed that unfair transitions lower morale. Promotions were viewed positively, with 83 (61.5%) strongly agreeing they boost morale, though concerns about fairness and interpersonal tension remained. The study concluded that a moderate positive correlation between duty station changes and job satisfaction (r = 0.384, p = 0.000), explaining 14.7% of the variance (R² = 0.147), with a regression coefficient of 0.353. Job role changes showed a weak but significant correlation (r = 0.178, p = 0.039), explaining only 3.2% of the variance (R² = 0.032), with a regression coefficient of 0.109. Rank or position changes had the strongest effect (r = 0.441, p = 0.000), explaining 19.4% of the variance (R² = 0.194), with a regression coefficient of 0.426. The study recommends family-friendly transfer policies, relocation support, and psychosocial programs to ease the emotional and financial burden of duty station changes. For job role changes, it suggests competency-based deployments, mandatory induction training, and transparent role assignments. Regarding rank changes, it calls for merit-based promotions, clear role definitions, and independent grievance mechanisms to enhance fairness and satisfaction.