Incentives, organizational culture and employee performance among the academic staff of Makerere University

Abstract

The main purpose of the study was to investigate the relationship between incentives, organizational culture and employee performance among the lecturers of Makerere University. The specific objectives were to examine the relationship between Incentives and employee motivation, to find out whether occupational rewards are related to employee performance. And to examine the relationship between organizational culture and performance. A sample 60 lecturers were interviewed. Data was collected from the using a self administered questionnaire, then data was entered in SPSS for analysis. Univariate statistics were presented using percentages, bivariate were done using correlation. Findings from the study indicated that most of the lecturers were aged between 31 years40 (41.7%), males(60%), most of them were masters holders(41.7%) and lastly majority had spent between 510 years in teaching(60%). Results indicated that there is moderate correlation between incentives and meeting daily tasks(r=0.505). there is no positive statistical significant relationship (p>0.001). There is a non significant high positive correlation between incentives and receiving specialized trainings (r=0.609, p>0.001)). This implies that providing outside specialized trainings highly motivates workers. The findings concluded that there was positive relationship between incentives and employee performance, organizational culture and employee performance. It also revealed that some specific organizational cultures had a stronger relationship with employee performance than others. Academic institutions should endeavor to adopt cultures that stimulate motivation within employees and enhance their performance.

Academic organizations should implement and only give incentives that motivate employees to Therefore, future research can focus on national wide academic institutions culture and its effect on employee performance work harder.