Influence of Remuneration on Academic Staff Performance in Public Universities in Machakos and Kitui Counties, Kenya

Abstract

This study examined the relationship between remuneration and academic staff performance in public universities in Machakos and Kitui Counties, Kenya. Specifically, it sought to establish the influence of remuneration on academic staff performance at Machakos University (MksU) and South Eastern Kenya University (SEKU). The study adopted a descriptive-correlational research design. The target population comprised 343 academic staff, including 144 from MksU and 199 from SEKU. Using Yamane’s formula at a 5% margin of error, a sample of 185 academic staff was obtained, comprising 78 respondents from MksU and 107 from SEKU. Stratified random sampling was used to select respondents according to academic designation. Data were collected using a structured questionnaire and 168 usable responses were obtained representing a response rate of 90.8%. The reported Cronbach’s alpha coefficient was 0.882. Data were analyzed using descriptive statistics, Pearson product-moment correlation and multiple regression analysis. Remuneration recorded a composite mean of 3.26, SD = 1.09, indicating moderate agreement regarding the adequacy and motivational value of remuneration. Timely payment of salary had the highest rating (M=3.85, SD= 0.92), fair rewards for employee contributions had the lowest rating (M=3.05, SD=1.14). Pearson correlation analysis indicated a positive and statistically significant relationship between remuneration and academic staff performance. In the multiple regression model incorporating perceived equity, training and development and work environment, remuneration had a positive and statistically significant association with academic staff performance (B=0.268, SE=0.058, β=0.281, p<.001) controlling for perceived equity, training and development and work environment. The model indicated that the four predictors jointly explained 47% of the variance in academic staff performance (R2 = .470) and adjusted (R2 = .457). These findings indicate that remuneration is an important correlate of self-reported academic staff performance in the two universities. Although timely salary payment was rated relatively favourably, concerns remained regarding the fairness of rewards, salary adequacy, allowances for additional responsibilities and financial incentives for research and publication. The study recommends transparent remuneration and recognition arrangements that are consistent with collective bargaining agreements, public-sector regulations and institutional financial capacity. Given the cross-sectional design and reliance on self-reported data, the findings demonstrate statistical associations rather than causal effects.