Non-monetary incentives and teachers’ retention in private secondary schools in Mukono municipality in Uganda
Abstract
Over years, motivation is a fundamental indicator and determinant of employee
retention within an organization. However, it has remained an area of major concern for
human resource managers in organizations. This study aimed at examining the effect of
non-monetary incentives on teachers’ retention in private secondary schools in Mukono
Municipality in Uganda. The study objectives were; to examine the effect of job security
on teachers’ retention, to examine the effect of recognition on teachers’ retention and to
examine the effect of career development provision on teachers’ retention in private
secondary schools. The study employed a cross sectional research design. Quantitative
data collection was collected with the use of questionnaires that were administered to a
sample of 355 respondents. Qualitative data was collected with the support of an
interview guide on the sample of 20 key informants within the schools. Findings on the
effect of job security on teachers’ retention revealed that majority of the respondents
perceived the school administration to be interested in mentoring their staff. In addition,
the findings on the objective of recognition on teachers’ retention revealed that; the
statement of whether if a teacher is appreciated by the school, it would make him or her
work harder had the 1st Rank. The study therefore established that job security,
recognition and career development have a significant effect on teachers retention. It is
therefore concluded that generally non-monetary incentives significantly contribute to
teachers’ retention within private secondary schools. The study in this case recommends
private secondary schools to provide adequate non monetary incentives to teachers
especially assurance of job security, recognition of teachers with better performance if
there is a need to retain the teachers. Besides, private secondary schools should promote
maintenance (hygiene) factors which play a pivotal role in reducing dissatisfaction
among teachers. Similarly, motivators should also be enhanced to drive teachers’ job
satisfaction which is influential in retention of teachers.
Key terms: Non-monetary incentives, Job recognition, Job security, career
development and teachers’ retention.