Remuneration and employee retention in private health units in Jinja municipality
| dc.contributor.author | Odongo, Okello Charles | |
| dc.date.accessioned | 2019-11-21T12:45:08Z | |
| dc.date.available | 2019-11-21T12:45:08Z | |
| dc.date.issued | 2010-09 | |
| dc.description | In partial fulfillment of the requirement for the degree Masters of Arts in human resource management | en_US |
| dc.description.abstract | This study was set out to establish the extent to which remuneration affect employee retention in private health units in Jinja municipality. Specifically the study wanted to establish the effect of (i) financial remuneration and (ii) non financial remuneration, on employee retention in Jinja municipality. The study was done by developing a conceptual frame relating remuneration and employee retention. The study employed a descriptive correlational design; data were collected from 254 respondents using self administered questionnaires as the main data collection instruments. Data were analyzed at univariate level using frequency counts and summary statistics and Pearson Linear Correlation coefficient at bi-variate level. The study revealed that both financial and non financial remuneration affect employee retention. From the above findings appropriate conclusions and recommendations including those for further research were made. Recommendations from the study were (i) there is need for management of the private health units in Jinja to remunerate employees a scale similar to that given in public units as well as ensuring that the employees are paid in time, (ii) there is a need to institute or put in place different forms of financial remuneration since such as piece rate pay, incentives, bonuses and the like since the findings indicated that employees believed they can be motivated in different way using different means (iii) Employees should go for further training in their respective areas of specialization to improve on their skills and knowledge to become indispensible which ability can help them negotiate for a better pay as well as helping them improve their performance hence retention, (iv) on the second hypothesis, the researcher recommends that management of private health units in Jinja municipality should establish and give employees remuneration in forms which employees give value such as sponsoring them for further studies, recognizing their efforts and allowing them to work according to their abilities and conscience, and (v) Employee and employers in the private health unit in Jinja should put in place a cordial working relationship since the success of any organization depends on staff members who enjoy their jobs and feel rewarded by their efforts. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/3984 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University,school of Postgraduate studies and research | en_US |
| dc.subject | Remuneration | en_US |
| dc.subject | Employee retention | en_US |
| dc.subject | Private health units | en_US |
| dc.subject | Jinja municipality | en_US |
| dc.title | Remuneration and employee retention in private health units in Jinja municipality | en_US |
| dc.type | Other | en_US |