Title: The DNA Determinism Hypothesis in Workplace Performance: A Critical Examination and Case Study at Metropolitan International University, Uganda
Authors: Dr. Arinaitwe Julius, Musiimenta Nancy
Volume: 9
Issue: 10
Pages: 183-191
Publication Date: 2025/10/28
Abstract:
Background: Genetic determinism narratives have increasingly permeated organizational discourse, attributing workplace performance differences to innate DNA characteristics rather than environmental factors, potentially undermining evidence-based human resource development and legitimizing performance inequalities as biologically immutable. Main Objective: To critically examine the DNA determinism hypothesis in workplace performance through a case study at Metropolitan International University, Uganda. Methods: A mixed-methods explanatory sequential design was employed between January and June 2024, utilizing stratified random sampling to recruit 384 employees across academic and administrative units (80% power, 95% confidence, 5% margin of error). Statistical analyses included descriptive statistics with normality testing, Pearson correlations and ANOVAs for bivariate relationships, hierarchical multiple regression with rigorous assumption testing (VIF, Durbin-Watson, homoscedasticity), and structural equation modeling using maximum likelihood estimation Key Results: Genetic belief scores showed no significant correlation with performance outcomes (r=-0.09, p=0.089) and contributed negligible explanatory variance in regression models (?Rē=0.001, p=0.503), refuting genetic determinism validity. Environmental factors-training hours (?=0.26, p<0.001), managerial support (?=0.35, p<0.001), resource adequacy (?=0.19, p<0.001), and organizational culture (?=0.14, p<0.01)-collectively explained 40.5% of performance variance beyond demographics. Conclusion and Recommendations: This study conclusively refuted DNA determinism as a valid explanatory framework for workplace performance at Metropolitan International University, establishing instead that performance differences stemmed primarily from modifiable environmental conditions including training access, managerial quality, resource availability, and organizational culture. The university should dismantle deterministic attribution systems in performance management documents, establish equitable training infrastructure with mandatory minimums,