Salary Differentiation and Job Performance of Employees in DE concentrated Units of the Ministry of Water and Environment

Abstract

Salary is a fundamental ingredient that plays a crucial role on employees‟ job performance in an organisation. It was important to undertake this study to examine whether salary differentiation influences employees job performance in the DE concentrated units of the Ministry of Water and Environment in Uganda. The study adopted a descriptive survey design and a correlational research design for qualitative and qualitative parts. A sample of 176 respondents participated in the study. Data was collected using Questionnaires and Interview guide. Quantitative data was analysed using; descriptive statistics, correlation coefficient and regression coefficient. Qualitative data was analysed using thematic content analysis. From the findings, the major determinants of salary differentiation in the DE concentrated units of the Ministry of Water and Environment were seniority that contributes most to employees „job performance followed by different responsibilities while discriminatory differences like nepotism contributes the least to employees‟ job performance. Findings further showed that the level of employees‟ job performance relates positively with salary differentiation. Findings showed that employee‟s job performance is influenced by salary differentiation in the DE concentrated units of the Ministry of Water and Environment. The study findings indicate that the level of employees‟ job performance relates positively with salary differentiations. The study findings also indicated that employees‟ job performance is influenced by salary differentiations in De concentrated units of the Ministry of Environment. Local contract employment now accounts for 95% of total staff employed in the DE concentrated units of the Ministry of Water and Environment. It was concluded that different responsibilities contribute most to employees‟ job performance, followed by seniority while discriminatory differences like nepotism contributes the least to employees job performance. It is recommended that the Ministry of Water and Environment should foster the quality of policies to reduce inequalities in salaries