Motivation and Performance of Staff in Universities In Uganda

Abstract

The study examined the effect of motivation on the performance of university staff in Uganda. Specifically, the study established: the effect of monetary incentives on the performance of university staff in Uganda, the effect of organizational climate on the performance of university staff in Uganda, and the effect of recognition on the performance of university staff in Uganda. The study adopted a cross-sectional descriptive study design with only quantitative approaches. The sample size for the study was 313 university staff from both public and private universities in Uganda. The items/constructs used in this research were measured on a five-point Likert Scale. Kaiser-Meyer-Olkin Measure of Sampling Adequacy, factor analysis, and principle component analysis was used to extract the appropriate constructs of the study. A multiple linear regression model was used to examine the effect of predictor variables on the outcome variable. The findings revealed that monetary incentives had a positive and significant effect on the performance of university staff in Uganda (B=0.200, P-Value (0.001) <0.05). The findings indicated that organizational climate had a significant positive effect on the performance of university staff in Uganda (B=0.161, P-value (0.007) <0.05). Lastly, findings revealed that recognition had a significant and positive effect on the performance of university staff in Uganda (B=0.200, P-value (0.000)< 0.05). The study concludes that monetary incentives, organizational climate, and recognition play an instrumental role in influencing the performance of university staff in Uganda. The universities are recommended to design a well-structured and fair reward system that includes monetary incentives, such as performance-based bonuses, salary increments, and benefits that align with individual and organizational goals.