THE RELATIONSHIP BETWEEN REMUNERATION AND WORKPLACE PERFORMANCE OF TVET GRADUATES IN UGANDA’S MINERAL WATER PRODUCTION INDUSTRY

Abstract

TVET graduates in Uganda’s mineral water industry are frequently subjected to low remuneration. They are often employed on casual or short-term contracts with minimal job security. This study aimed at investigating the relationship between remuneration and workplace performance of TVET graduates in Uganda’s mineral water production industry. The study objectives were; to assess the relationship between monetary remuneration and workplace performance of TVET graduates in Uganda’s mineral water production industry, to evaluate the relationship between non-monetary remuneration and workplace performance of TVET graduates in Uganda’s mineral water production industry and to establish the workplace performance of TVET graduates in Uganda’s mineral water production industry. A quantitative methodology and a descriptive research design were utilized. The investigation was guided by the Human Capital Theory in conjunction with Maslow's Hierarchy of Needs. It embraced a positivist research paradigm, concentrating on the gathering of empirical data to uncover causal relationships. The research focused on a demographic of 90 graduates from TVET currently employed in the mineral water production industry. A sample of 73 individuals was chosen for the research. The stratified sampling technique was employed, and quantitative information was gathered through closed-ended surveys. The data gathered was examined through SPSS software. The results indicated a robust positive link between financial incentives and immediate performance. Conversely, non-financial rewards were shown to significantly influence employee engagement and long- term job satisfaction, underscoring their crucial role in boosting workplace morale and loyalty. The research established that a notable correlation is present between both financial and non-financial incentives and the performance levels of employees within Uganda's mineral water production sector, especially among graduates of TVET. As a result, it was recommended that companies adopt an integrated reward system to improve both employee contentment and overall productivity.