Establishing the Influence of Financial Rewards on Retention of Health Workers in Bushenyi District, Uganda
- December 30, 2021
- Posted by: RSIS
- Categories: IJRISS, Social Science
International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue XII, December 2021 | ISSN 2454–6186
Dr. Benard Nuwatuhaire, Mubehamwe Janan
Valley University of Science and Technology, Uganda
Abstract: This study sought to establish the influence financial rewards on retention of health workers in Bushenyi District. The study adopted cross-sectional and causal-comparative research designs using a questionnaire and interviews on a sample of 135 respondents. Data analysis was carried out at univariate, bivariate level and multivariate levels. Univariate analysis involved descriptive statistics that were frequencies, percentages, means and standard deviations. Bivariate and multivariate analyses involved correlation and regression analyses respectively. Descriptive results revealed that retention of health workers (mean = 3.99) was good, the financial rewards of salaries/ wages (mean = 2.84) were fair but allowances (mean = 1.87) were poor. Financial rewards of salaries/ wages programmes (β = 0.341, p = 0.000 < 0.05) had a positive and significant influence on retention of health workers but allowances (β = 129, p = 0.132 > 0.05) had a positive but insignificant influence on retention of health workers. It was concluded that salary/ wages programmes are imperative financial rewards for retention of health workers than allowances. Therefore, it was recommended that the government of Uganda should offer health workers salaries and wages that attract their retention.
Key words: Financial Rewards, Retention and Health Workers
I. INTRODUCTION
Employee retention is very paramount for organisational success. This is because hiring staff is not an easy process. Hiring new employees is time costing because it is essential to get them ready to face challenging tasks and adjust to the requirements of the organisation (Katuramu, Byarugaba & Mugizi, 2016). Therefore, the good functioning of any organisation is determined by the stay of its key employees (Das & Baruah, 2013). With healthcare which is an industry which needs 100% competency unlike any other industry, departing employees take with them the valuable knowledge and expertise gained through experience making retention of health workers very imperative (Kavita & Matta, 2013). In this study, it was conjectured that motivational strategies influence retention of health workers.
