Abstract
This article examined the financial reward practice implemented by universities to improve on the performance of lecturers in Uganda’s public universities. The main objectives of the research were to investigate the relationship between financial reward and teaching and research outputs of academic staff in selected public universities. A mixed method design using convergent parallel approach was employed to collect and analyse data obtained from the study. A sample of 299 participants was drawn from academic staff, directors of human resources, and Vice chancellors. Results indicated a weak positive relationship between financial reward and academic staff teaching output in public universities (r=0.282, p<0.01). There existed further a weak positive relationship between financial reward and academic staff research output (r=0.211, p<0.01). It would suffice to effect appropriate financial rewards to academic staff based on a living wage.
Highlights
Most public universities offer a wide range of financial rewards and benefits in order to enhance academic staff performance in public universities
The first objective of the study examined the relationship between financial reward and academic staff teaching output in selected public universities in Uganda
The objective to examine the relationship between financial reward and academic staff teaching output in selected public universities in Uganda established a weak positive relationship (r (2) = 0.282, p
Summary
Most public universities offer a wide range of financial rewards and benefits in order to enhance academic staff performance in public universities. Aslam and Sarwar (2010) argue that increased salary packages and revised teaching compensation packages have been used to enhance the performance of teaching staff in academic institutions. In Uganda, Barifaijo and Nkata (2009) report that failure by universities to ensure equitable rewards has negatively affected the performance of academic staff. A considerable effort has been made to increase the financial rewards of teaching staff in Ugandan public universities. Financial rewards involve remuneration of staff as provided for in their employment contracts. Financial reward is critical in rewarding staff for their effort and innovation, and has a determining effect on the level of performance of employees. Employees focus on financial reward because they use the package to solve their daily survival demands
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