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.