Financial remuneration and employee productivity in public universities in Uganda: a case study of kyambogo university

Abstract

The study sought to establish the effect of financial remuneration on employee productivity at Kyambogo University. The study adopted a cross sectional survey design from which a population of 522 from which a sample of 307 was drawn. A self-administered questionnaire and an interview guide were used to collect responses. Measurement of the variables of the study were done and subjected to rigorous data processing and analysis using the relevant statistical computer software packages. The findings on financial remuneration indicated that most staff members were employed elsewhere to supplement their incomes from the University, were unable to develop themselves out of the salaries they earned from the university, staff were unhappy with the way they were remunerated by the university and therefore, felt that they needed to spend their valuable time elsewhere. The findings on employee productivity revealed that, staff members lectured what they knew best, were always available to supervise students allocated to them much as administrators in charge of registration for instance did not perform their tasks as expected sighting delays in registering students even when all the schools dues had been cleared by the students, on the other hand, there was regular cases of students' marks missing. Findings indicated that there were positive and significant relationships between financial remuneration and employee productivity. Results from regression analysis findings revealed that the model could only explain 54.5% in variance of employee productivity. In conclusion, the findings revealed that financial remuneration was significant predictors of employee productivity. This is in confirmation that financial remuneration is a key determinant of employee productivity of the university. The study recommends that the management of the university should develop strategies that foster employee productivity with emphasis on financial remuneration. Likewise, the management should put a lot of attention on financial remuneration as a determinant of employee productivity since it was the strongest predictor of employee productivity. Similarly, in order to promote desirable employee productivity, the university needs to put in place effective internal controls that support financial remuneration.