Contribution of non-financial motivation in influencing retention of workers in higher learning institutions in Dodoma: a case of LGTI and UDOM.
| dc.creator | Mushi, Joyce T. | |
| dc.date | 2020-03-04T10:00:46Z | |
| dc.date | 2020-03-04T10:00:46Z | |
| dc.date | 2015 | |
| dc.date.accessioned | 2022-10-20T12:07:52Z | |
| dc.date.available | 2022-10-20T12:07:52Z | |
| dc.description | Dissertation (MA Public Administration) | |
| dc.description | The study was focused on the assessment of the contribution of non-financial motivation in influencing retention of workers in higher learning institutions specifically in UDOM and LGTI. The study was aiming to identify non-financial incentives provided by Higher Learning Institutions to academic staffs, to analyse workers perception towards the effectiveness of the rules governing workers’ performance and to examine the workers’ perception towards the financial factors influencing workers Retention. The methodological approaches used include probability and non-probability sampling method whereby a sample size of 70 respondents were drawn through proportional sampling, 53 respondents from UDOM and 17 workers from LGTI were included in a sample. Personal Interview and social survey were used as data collection methods while questionnaire, interview guide and documentary review employed as tools for data collection. Data analysed in both qualitative and quantitative methods with the help of computer software statistical packages for social scientists (SPSS Version 21) and Microsoft Excel. The study revealed that, the non-financial motivation influencing retention of workers in high learning institutions are; promotion, academic advancement and recognition. Promotion has strongly influenced retention to all workers regardless of their education levels, age groups or occupational positions at their working stations. In addition, the study found that some factors like recognition has strongly influenced workers of higher calibres than junior staff. Findings also depict that not only non financial motivation but also motivation factors have influence on workers performance and retention. Following the study findings, the study recommends that employers need to take care of various social aspects as they plan to enhance workers retention especially for those with desirable qualification. Moreover; in order to ensure workers retention employers should consider both motivation factors since it has positive contribution to employee’s retention hence achievement of organization goals. | |
| dc.identifier | Mushi, J. T. (2015). Contribution of non-financial motivation in influencing retention of workers in higher learning institutions in Dodoma: a case of LGTI and UDOM (Masters dissertation). The University of Dodoma, Dodoma. | |
| dc.identifier | http://hdl.handle.net/20.500.12661/1945 | |
| dc.identifier.uri | http://hdl.handle.net/20.500.12661/1945 | |
| dc.publisher | The University of Dodoma | |
| dc.subject | LGTI | |
| dc.subject | UDOM | |
| dc.subject | University of Dodoma | |
| dc.subject | Local Government Training Institute | |
| dc.subject | Higher learning institutions | |
| dc.subject | Dodoma | |
| dc.subject | Workers retention | |
| dc.subject | Non Financial motivation | |
| dc.title | Contribution of non-financial motivation in influencing retention of workers in higher learning institutions in Dodoma: a case of LGTI and UDOM. | |
| dc.type | Dissertation |