RELATIONSHIP BETWEEN EMPLOYEE REWARDS AND EMPLOYEE PERFORMANCE IN PUBLIC SCHOOLS IN MACHAKOS COUNTY, KENYA
Abstract
The purpose of this study was to establish the relationship between rewards and employee performance in public secondary schools in Machakos County, Kenya. The specific objectives of the study were to determine to what extent remuneration, working conditions, fringe benefits and career advancement influence employee performance. The study was based on the Equity Theory of motivation, Expectancy Theory and Two Factor Theory. The target population comprised of 175 employees in public secondary schools in Machakos County. They all participated in the study. The study adopted a descriptive survey research design. A questionnaire was used to collect data from the respondents. The collected data was analyzed and presented by use of tables. Regression analysis was used to test the relationship between rewards and employee performance. The findings were that the respondents were not adequately rewarded for the work done. The researcher's recommendation was that there was need for the school management and TSC to be trained and sensitized about the value of having performance based rewards systems and the importance of involving employees in rewards decision making. The education stakeholders should not only reward employees but also reward them based on the rewards they value. This will make them satisfied thus improving their performance.
Keywords: Remuneration, Working Conditions, Fringe Benefits, Career Advancement, Employee Performance
Full Text:
PDFReferences
Ali, R. & Ahmed, M. S. (2009). The impact of reward and recognition programs on employee’s motivation and satisfaction: an empirical study. International Review of Business Research Papers, 5(4), 270-279.
Allen, R. & Helms, M., (Fall 2002). Employee perceptions of relationships between strategy rewards and organizational performance. Journal of Business Strategies, 19 (2). 115-139.
Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page.
Babbie, E. (2007). The Practice of Social Research, Eleventh Edition., Thomas Higher Education, 10 Davis Drive USA.
Baughman, R., DiNardi, D. and Holtz-Eakin, D. (2003). Productivity and wage effects of ‘family-friendly’ fringe benefits. International Journal of Manpower, 24, 3, 247-259.
Belfied, C. & Haris, D. (2002).How well do theories of job matching explain variations in job satisfaction across education levels? Evidence for UK. Applied Economics, 34, 535-48.
Bowen, D., Ostroff, C. (2004). Understanding HRM- firm performance linkages: the role of the ‘strength’ of the HRM system. Academy of Management Review, 29, 203-221.
Bryman, A., & Bell, E. (2007). Business Research Methods (2 Ed.). New York: Oxford University Press Inc.
Chamberlin, R; Wragg, T; Haynes, G and Wragg, C (2002), Research Papers in Education, 17 (1), pp: 31-49. “Performance-related pay and the teaching profession: a review of the literature.”
Chiu, et al., (2002). Retaining and motivating employees, compensation preferences in Hong Kong and China. Personal Review, pp: 402-431.
Cooper, C.R., & Schindler, P.S. (2006). Business Research Methods (9 Ed.). New York: McGraw-Hill Irwin.
Crossman, A. & Harris, P. 2006.Job Satisfaction of Secondary School Employees. Journal of Educational Management, Administration and Leadership, 34(1), 29-46.
Danish R. Q. and Usman, A. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management.
Di Tella, R., MacCulloch, R.J., & Oswald, A.J (2001). Preferences over inflation and unemployment: Evidence from surveys of happiness. American Economic Review, 335-341 Dessler, (2003).
Ed.” Los Angeles
Djabatey, E. N. (2012). Recruitment and Selection Practices of Organisations: A Case Study of HFC Bank (Gh) Ltd (Doctoral dissertation).
Education News, (2009, March 7-21). Head employees free to join unions, p: 2 & 10.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Hansen, F., Smith, M., & Hansen, R.B. (2002). Rewards and recognition in employee motivation. Compensation & Benefits Review, 34(5), 64-72.
Harvey-Beavis, O. (2003). Performance-Based Rewards for Employees: A Literature Review. UK.
Herzberg, F., Mausner, B. and Snyderman, B. (2009). The Motivation to work. New Brunswick, NJ/London, Transaction Publishers.
Heywood, J.S. and Wei, X. (2006). Performance pay and job satisfaction. Journal of Industrial Relations, 48,543-40.
Kinicki, A. and Kreitner, R. (2007), Organizational Behavior, McGraw-Hill, New York, NY.
Kreitner and Kinicki, (2006)’’Organizational Behavior’’. New York: McGraw Hill.
Kuria E. (2011) Factors influencing the level of job satisfaction of the deputy head employees of the public secondary schools in Kenya. Un published thesis: Kenyatta University.
Lyria, R. K. (2015). Effect of Talent Management on Organizational Performance in Companies Listed in Nairobi Securities Exchange in Kenya (Doctoral dissertation
Mertler, C.A. & Vannatta, R. A. (2010). Advanced and Multivariate Statistical Methods, 4th
Mugenda, O. and Mugenda, B. (2003). Research Methods. Quantitative and Qualitative. Nairobi: Acts Press Publishers.
Münstermann, B., Eckhardt, A., & Weitzel, T. (2010). The performance impact of business
process standardization: An empirical evaluation of the recruitment process. Business Process Management Journal, 16(1), 29-56.
Novikov, A. M. & Novikov, D. A. (2013). Research Methodology: From Philosophy of Science
Nzuve, S. N. M. (2007). Management of Human Resources: A Kenyan Perspective. Nairobi: Tech & Pro Associates.
Okoth, L. (2003) A survey of factors that determine the level of job satisfaction among employees in top ranking private secondary schools in Nairobi. Unpublished MBA project University of Nairobi.
Opkara, J. O. (2002). The impact of Salary Differential On Managerial Job Satisfaction: A Study Of The Gender Gap And Its Implications For Management Education and Practice In A Developing Economy. The Journal of Business In Developing Nations, 65-92.
Rehman K.U, Zaheer.B and Sufwan .N.(2007).A Study Measuring the Effect of Pay, Promotion and Training on Job Satisfaction in Pakistani Service Industry. European Journal of Social Sciences, Volume 5, Number 3, October, 2007.
Shafiq M. M., Naseem, M. A (2011). Association between Reward and Employee Motivation: A case study Banking Sector of Pakistan.
Tella, A., Ayemi Ayeni, C.O., & Popoola, S.O. (2007). Work motivation, Job Satisfaction and Organisation Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library Philosophy and Practice E-Journal, Vol.4(16).
The Daily Nation, (2009, February 13) p.5.
to Research Design. CRC Press
Torrington, D., Hall, L., & Stephen, T. (2008). Human Resource Management (7th ed.). Edinburg, Pearson Education Limited.
Vos, A. D., Dewettinck, K. and Buyens, D. (2008). To move or not to move? The relationship between career management and preferred career moves. Employee Relations, 30, 2, 156-175.
Wright, M., Gardner, M., Moynihan, M. & Allen, R. (2005). The relationship between HR practices and firm performance: examining causal order, Personnel Psychology, 58, (2) pp: 409–46.
Zhao, W. and Zhou, X. (2008). Intra-organizational career advancement and voluntary turnover in a multinational bank in Taiwan. Development International, 13, 5, 402-424.
DOI: http://dx.doi.org/10.61426/sjbcm.v5i3.852
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.