The impact of work benefit packages on the performance of academic staff members in selected private secondary schools in Kamwenge District. A cross-sectional study.
DOI:
https://doi.org/10.70572/agp.v3i9.57Keywords:
The impact of work benefit packages on performance of academic staff members in selected private secondary schools in Kamwenge district. A cross-sectional study., Work benefit packages, Academic staff performance, Private secondary schools, Kamwenge district, Employee motivationAbstract
Background:
Employers have established that tuition aid and educational assistance benefits are much liked by employees. Such programs have been established to aid the retention and satisfaction of employees. This study examined the impact of work benefit packages on the performance of academic staff members in selected private secondary schools in Kamwenge district.
Methodology:
A descriptive cross-sectional study design using both qualitative and quantitative techniques was used to collect the data. Data collection was done using self-administered questionnaires and interviews. Descriptive statistics (frequencies and percentages) were used to determine the distribution of the respondents on personal information and on the questions under each of the variables. Inferential statistics (correlation coefficient of determination and regression) were used to test the hypotheses. Qualitative data were analyzed using content analysis.
Results:
The majority (53; 67%) of the respondents had a master’s degree; 41(52%) and 24(30%) of the participants had worked for a period of 1- 3 years. There was a strong positive correlation (rho = .727) between benefit packages and employee performance. The coefficient of determination (rho2 = .522) shows that packages accounted for 52.2% of the variance in employee performance. The established significance test (p = 0.000, below the 0.05 level of significance) and the ANOVA test revealed significance (Sig F=.000) of the F-ratio (F= 21.191) below the significance level of 0.05; therefore, the results were accepted.
Conclusion:
Work benefit packages motivate staff members to improve performance. Therefore, provision of tuition fee assistance, gratuity, and health insurance will lead to improved employee performance.
Recommendations:
The school should provide health insurance benefits to all academic staff members. This will help cater for the health needs of staff members and their immediate family members, thus motivating staff members to work harder for improved performance.
References
Amin, M. (2005), ‘Social Science Research: Conception, methodology and analysis. Kamwenge: Makerere School.
Amah, E., Nwuche, C and Chukwuigwe, N. (2013). Effective Reward and Incentive Scheme for Effective Organizations. Research Journal of Finance and Accounting. Vol.4 No. 13, 2013. Pg 73-79
Kamau, H. N. (2013). Fringe benefits effects on employee productivity in the public sector (A Case of State Department of Water, Nairobi County, Kenya). A Research Project Submitted to the School of Business in Partial Fulfillment of the Requirements for the Award of the Degree of Master's in Business Administration (Human Resources Management), Kenyatta School.
Luchak, A.A. and I.R. Gellatly (2002) “How Pension Accrual Affects Job Satisfaction” Journal of Labor Research Vol. 23 No. 1 pp.145-162.
Luthans, F. (2010) Organisational Behaviour, 9th ed. Library of Congress Cataloging in Publication data.
Mathis, R. L., and John H. J. (2003). Human Resource Management. (11th ed.). Mason, OH: Thomson/South-Western.
Mugenda, A., and Mugenda, O. (1999). Research methods: Quantitative and Qualitative Approaches. ACTS Press, Nairobi.
Otuko, A. H., Chege, K., & Douglas, M. (2013). Effect of Training Dimensions on Employees’ Work Performance: A Case of Mumias Sugar Company in Kakamega County. International Journal of Business and Management Invention, 2(9), 138-149.
Sekaran, U. (2003). Research Methods for Business Skills, Approach. John Wiley & Sons, 3rd Avenue, New York.
Beavers, R., & Hampson, R. B. (2000). The Beavers Systems Model of Family Functioning. Journal of Family Therapy, 22(2), 128–143. https://doi.org/10.1111/1467-6427.00143
Forster, P. D. (1998). Pragmatism, Relativism, and the Critique of Philosophy. Metaphilosophy, 29(1–2), 58–78. https://doi.org/10.1111/1467-9973.00080
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607–610.
Najjumba, I. M. (2013). Improving Learning In Uganda, Volume 2: Problematic Curriculum Areas and Teacher Effectiveness: Insights from National Assessments. World Bank Publications.
Sahinidis, A. G., & Bouris, J. (2008). Employee perceived training effectiveness relationship to employee attitudes. Journal of European Industrial Training, 32(1), 63–76. https://doi.org/10.1108/03090590810846575
White, G. (2009). Managing Employee Performance and Reward: Concepts, Practices, Strategies – Edited by John Shields. Industrial Relations Journal, 40(2), 173–175. https://doi.org/10.1111/j.1468-2338.2008.00519_2.x
Yin, R. K. (1994). Case Study Research: Design and Methods. SAGE Publications.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Vallence Tukacungurwa, , MUHAMAD SSENDAGI
This work is licensed under a Creative Commons Attribution 4.0 International License.
The Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) license allows for the following terms:
-
Attribution: You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
-
NonCommercial: You may not use the material for commercial purposes. Commercial use is any use primarily intended for commercial advantage or monetary compensation.
-
NoDerivatives: If you remix, transform, or build upon the material, you may not distribute the modified material. The work must be shared in its original form.
-
No Additional Restrictions: You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
