Effect of Remuneration on Employees Performance in the Ministry of Internal Security: A Case of Kisii County

Abstract

Despite the fact that the Kenyan government had made efforts, achievements and remarkable developments in the Ministry of Internal Security for its success, the performance of the workforce was still poor and this could be due to poor remuneration of employees, whereby the salary scale had remained constant for a long time despite of the increasing cost of living in the country. And this had also demoralized the employees leading to poor performance in the Ministry which in the end could result into loss of the credibility of the government. When the cost-of-living rose, there was enormous pressure on employers to raise wages and salaries by the rate of inflation. The problem therefore was how to improve productivity of employees by providing the pay which could enable them to cope up with their purchasing power. It was therefore important for the organization to consider the salary system as a mechanism by which an organization could plan how to attract, retain, reward and motivate its salaried employees in order to enhance good performance in the Ministry. The human resource factor (particularly remuneration) lied at the very heart of the reform program. Subsequently, the need arose to undertake an empirical study to determine the effect of remuneration on employees' performance at the Ministry of Internal Security.

Relationship between Allowances and Performance of Civil Servants: A Case of President's Office – Constitution, Legal Affairs, Public Service and Good Governance in Zanzibar

“…The results of this study are supported by the results of the study conducted by Onyancha et al (2014), which examined the effect of remuneration on employee performance in the ministry of internal security: a case of Kisii County in Kenya. They found that the salary system is a mechanism by which an organization could plan how to attract, retain, reward, and motivate its salaried employees to enhance good performance in the Ministry.…”

Occupational Stress and Academic Staff Job Performance in Two Nigerian Universities

“…This result agrees with Babagana and Dungus's (2015) results that staff remuneration strongly and positively affected job performance. Similarly, other studies (e.g., Akter & Husian, 2016;Onyancha et al, 2014;Ojeleye, 2017) have also submitted a nexus between staff remuneration and performance of their jobs at all levels of education.…”

“…There seems to be a general agreement among studies on remuneration and job performance of employees. This is because the bulk of studies in the literature has found a strong positive correlation between remuneration and job performance (e.g., Akter & Husain, 2016;Babagana & Dungus, 2015;Ojeleye, 2017;Onyancha et al, 2014;Yamoah, 2013). This suggests that the job performance of academic staff in universities increases with remuneration and vice versa.…”

Work-Life Balance, Take Home Pay and Workplace Environment: Which One has the Most Influence toward Employee Performance on Gen Z?

“…Third, take home pay is a company mechanism to encourage employees to remain loyal to their jobs. When employees' salaries are sufficient, they are less likely to seek better job opportunities elsewhere (Wilfred et al, 2014). This reduces the risk of employee turnover and the costs associated with recruiting and training new employees.…”