Role of Financial Rewards in Enhancing Academic Staff Performance in Public Universities in Uganda
This article examined the financial reward practice implemented by universities to improve on the performance of lecturers in Uganda’s public universities. The main objectives of the research were to investigate the relationship between financial reward and teaching and research outputs of academic staff in selected public universities. A mixed method design using convergent parallel approach was employed to collect and analyse data obtained from the study. A sample of 299 participants was drawn from academic staff, directors of human resources, and Vice chancellors. Results indicated a weak positive relationship between financial reward and academic staff teaching output in public universities (r=0.282, p<0.01). There existed further a weak positive relationship between financial reward and academic staff research output (r=0.211, p<0.01). It would suffice to effect appropriate financial rewards to academic staff based on a living wage.
Agwu, M. (2013). Impact of fair reward system on employees’ job performance in Nigerian Agip Oil Company Limited Port-Harcourt. British Journal of Education, Society & Behavioural Science, 3, 47-64.
Akhter, M., Siddique, Nur, E. A., & Alam, A. (2013). Human Resource Management Practices and its impact on Employee Performance: A Study of the Cement Industry in Bangladesh. Global Disclosure of Economics and Business, 2(2), 125 - 132.
Akinfolarian, A. V., & Ehinola, G. B. (2014). Motivation and Effective Performance of Academic Staff in Higher Education. A Case study of Adekunle Ajasin University, Ondo State, Nigeria. International Journal of Innovation and Research in Educational Sciences, 1, 157-163.
Akter, G., & Husain, M. (2016). Effect of compensation on job performance: An empirical study in Bangladesh. International Journal of Engineering Technology, Management and Applied Sciences, 4(8), 103-116.
Al-Nsour, M. (2012). Relationship Between Incentives and Organisational Performance for employees in the Jordanian Universities. International Journal of Business and Management, 7(1), 78-89.
Aslam, A., Ghaffar, A., Talha, T., & Mushtaq, H. (2015). Impact of compensation and reward system on the performance of an organisation. An empirical study on banking sector of Pakistan. European Journal of Business and Social Sciences, 4 (8), 319-325.
Balakrishnan, S. (2013). Methods to increase research output: Some tips looking at the MENA region. International Journal of Emerging Markets, 3, 215-239.
Barifaijo, M. K., & Nkata, L. J. (2009). Human Resource Management Related Factors Affecting Performance among Part-time Academic Staff in Ugandan Public Universities. Makerere Journal of Higher Education, 7(1).
Basheka, B. (2014). A paper presented on “The state of higher education and training in Uganda- 2013/14”. Kampala: Uganda National Council for Higher Education.
Blau, P. M. (1964). Justice in Social Exchange. Sociological Inquiry, 34, 193-206.
Chen, Y., Nixon, M. R., Gupta, A., & Hoshower, L. (2010). Research productivity of accounting faculty: an exploratory study. American Journal of Business Education (AJBE), 3(2), 101-115.
Frolich, N., & Klitkou, A. (2014). Strategic Management of Higher Education Institutions. Performance funding and research output. Research Gate Online.
Hashim, M., Rafi, S., Kazmi, A., Ullah, M., & Kee, H. (2017). Impact of Human Resource Management on perceived performance. A study of teaching faculty in Private Universities of Peshawar, Pakistan. City University Research Journal, Special issue AIC Malaysia, 120-129.
HESA. (2014). Remuneration of academic staff at South African Universities. A summary report. HESA Statistical Study of Academic Staff Remuneration. Pretoria South Africa: HESA.
Homans, G. C. (1958). Social Behavior as Exchange. American Journal of Sociology, 63: 597-606.
Horodnic, A., & Zait, A. (2015). Motivation and research productivity in a university system undergoing transition. Research Evaluation 24, 282-292.
Inspector General of Government. (2015). Report on investigations into mismanagement and corruption at Kyambogo University. Entebbe: Government Printery.
Kabasa, D. (2016). Education review road map for the reassessment of the 1992 Government White paper on Education. The Republic of Uganda: Kabasa Education Review Roadmap Team (KERR).
Kasozi, K. (2003). University education in Uganda. Challenges and opportunities for reform. Kampala: Fountain Publishers.
Kasozi, K. (2009). The Plight and Failures of the academic staff in public Universities. Kampala: University Press.
Kathombe, M. W., Kipchumba, S., & Kirui, K. (2018). Reward management strategies and employee performance in selected Universities in Nakuru County, Kenya. Journal of Human Resource Management, 6(3), 95-102.
Krejcie, R., & Morgan, D. (1970). Determination of sample size. Educational and Psychological Measurement, 3(30), 607-610.
Lew, T. (2009). Perceived organizational support: Linking human resource management practices with affective organizational commitment and turnover intention. Journal of International Management Studies, 4(2), 104-115.
Mandle, C. L., Whittemore, R., & Susan, C. K. (2001). Validity in Qualitative Research.
Mcgregor, G. P. (2007). Report of the Visitation Committee on Public Universities. Kampala: Government of Uganda.
Mugizi, W., Bukkabulindi, K., & Bisaso, R. (2015). Framework for the study of employee commitment. Makerere University Journal of Higher Education, 7 (2), 15-47.
Musenze, S., Mayendesifuna, J., Buteeme, L., & Lubega, M. (2013). Reward and organisational performance. An empirical study of private universities in Uganda. International Journal of Innovative Research & Development, 2, (8), 236-447.
Mutahi, N., & Busienei, R. (2015). Effect of Human Resource Management Practices on Performance of Public Universities in Kenya. International Journal of Economics, Commerce and Management, United Kingdom, 111 (10), 696-736.
NCHE. (2014). National Council for Higher Education. Quality Assurance Framework and Licensing Process.
NCHE. (2016/2017). National Council for Higher Education Report on accredited Higher Education Programmes in Uganda. Kampala: National Council for Higher Education.
Omuya, M. (2018). The Influence of Compensation and Rewards on employee performance in public universities in Kenya. International Journal of Economics, Commerce and Management, l VI, (3), 700-736.
Pratheepkanth, P. (2011). Reward system and its impact on employee motivation in Commercial Bank of Sri Lanka Plc in Jaffna District. Global Journal of Management and Business Research, 11(4), 85-92.
Quan, W., Chen, B., & Shu, F. (2016). Publish or Impoverish. An investigation of the monetary reward system of science in China (1996-2016).
Rasheed, M. I., Aslam, H. D., & Sarwar, S. (2010). Motivational issues for teachers in higher education: A critical case of IUB. Journal of Management Research, 2 (2), 1.
Sahoo, C. K., & Mishra, S. (2012). Performance management benefits organisations and their employees. Human Resource Management Digest, 20(6), 3-5.
Tufail, S. & Sajid, M. (2015). An empirical study of relationship between compensation, working environment and motivation of employees in Banking sector in Pakistan. Journal of Marketing and Consumer Research, 6(5), 45-56.
Uboga, R. (2019). Challenges Affecting Educational Research in Delta State Nigeria. Makerere Journal of Higher Educational, 10(2), 191 - 199.
Uganda Vision. (2016). Uganda Vision (2040). Entebbe Uganda: Entebbe Government Printery.
Copyright (c) 2020 Joseph Rwothumio, Daniel Mange Mbirithi, PhD, Wilfrida Itolondo, PhD
This work is licensed under a Creative Commons Attribution 4.0 International License.