Remuneration and employee commitment a case of infectious diseases institute (IDI), Kampala Uganda
| dc.contributor.author | Kanziga, Priscila | |
| dc.date.accessioned | 2020-01-08T07:50:56Z | |
| dc.date.available | 2020-01-08T07:50:56Z | |
| dc.date.issued | 2015-08 | |
| dc.description | A research report submitted to the college of humanities and social sciences in partial fulfilment of the requirements for the award of a bachelor’s degree in public administration of Kampala International University | en_US |
| dc.description.abstract | The study examined how remuneration affects employee commitment in organizations taking a case study of Infectious Diseases Institute (IDI) in Kampala. Three main objectives guided the study which included; to identify the forms of remuneration in Infectious Diseases Institute, to assess how remuneration lead to employee commitment in Infectious Diseases Institute and to examine the effects of poor remuneration in IDI. The descriptive survey design was employed to harmonize both quantitative and Qualitative data. In a population of over 150 employees, a sample size of 108 respondents was determined and used for data collection using both interviews and questionnaires. Data was analyzed using Statistical Package for Social Scientist (SPSS) and presented in tables in which information was interpreted using themes, explanations, simple percentages and frequencies. The study established that both direct and indirect forms of remuneration are used at IDI where by employees are entitled to monthly salaries and allowances as direct forms and medical insurance, holiday packages, annual bonuses, provision of drinking water among others. Such remuneration packages directly influence employee commitment by motivating their level of teamwork, improved time management, low level of absenteeism, desire to work for extra time and low staff turnover which all leads to high commitment and efficiency within the organization. Generally, findings established that IDI’s system of remuneration is objectively good hence its consistency in service delivery. On the other hand, it was established that poor remuneration can lead to unprofessionalism, employee turnover and delayed schedules among others. This can eventually lead to skimpy delivery of services and inefficiency in management of the organization. The study recommended that In addition to the present remuneration packages at IDI, there should be applicability of other intangible benefits like direct appreciation from a boss, likelihood for promotion and a much better or attractive working environment. In addition, the organization should match monthly salaries with the prevailing inflation rates in the country and to ensure that salaries match with the employee’s level of education, creativity and experiences. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/6529 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Humanities and Social science | en_US |
| dc.subject | Remuneration | en_US |
| dc.subject | Employee commitment | en_US |
| dc.subject | Infectious diseases institute (IDI) | en_US |
| dc.subject | Uganda | en_US |
| dc.title | Remuneration and employee commitment a case of infectious diseases institute (IDI), Kampala Uganda | en_US |
| dc.type | Other | en_US |