Compensation system and employee performance in public sector organizations, a case study of Uganda industrial research institute (UIRI), Kampala-Uganda

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Kampala International University, College of Humanities and Social Sciences
The research was carried out in Uganda Industrial Research Institute about the Compensation systems and employee performance. The purpose of the study was to investigate whether there is a relationship between compensation system and employee performance in Uganda Industrial Research Institute. The research objectives were; i) to examine compensation system in Uganda industrial Research Institute, ii) to determine the level of employee performance in UIRI; iii) to establish the relationship between compensation system and employee performance . The research was guided by a conceptual frame work and supported by motivational theories like Abraham Maslow,Expectancy theory. The methods that were used to collect the data included questionnaires and secondary data. The frequency and distribution tables were used to determine the demographic characteristics of the respondents. To ensure the validity and reliability of the instruments, the researcher employed the expert judgment method. After constructing the questionnaire. the researcher contacted experts in the study area to go through it to ensure that it would measure what it is designed to measure and necessary adjustments was made after consultation and this ensured that the instrument is clear, relevant, specific and logically arranged. The results from the reliability test using SPSS; The researcher made conclusions in terms of strength and weaknesses. For the case of strengths; The level of compensation sy stems in UTRI was high. Me~tning that UIRI’s compensation systems can be regarded as good. The employees revealed that the compensation system is high. Rewards of workers are based on employees’ skills applied to the organization and also UTRI rewards and recognizes individual efforts and contribution very high. The results therefore the results indicate that rewards among the employees in UTRI are as a result of skills. Skilled employees are rewarded highly than those who are not. Also there are recognitions and rewards for individual contributions towards the growth of UIRI.
A research report submitted to the college of higher degrees and research in partial fulfillment of the requirements for the award of Masters Degree in Human Resource Management of Kampala International University
Compensation system, Employee performance, public sector, Kampala-Uganda