1 / 6100%
Results and Findings on Employee Compensation
BUSI 240-Organizational Behavior 1
Liberty University
2022
Employee Compensation
The respondents were required to indicate their level of agreement or disagreement with a
series of statements on compensation offered by their respective corporations. The means
and standard deviations were computed from the responses and summarized in table 4.5.
Table Means and Standard Deviations for measures of Employee Compensation
Employee compensation Mean Std. Deviation
The rewards and benefits offered are commensurate with the
amount and quality of work done.
2.37 1.414
The rewards and benefits offered are comparable with what
the market offers.
2.92 0.968
Employees are satisfied with the number of annual leave
days given by the organization.
3.49 1.253
The employees are satisfied with the educational subsidies
given by the organization.
3.51 1.162
Average Total
3.07 1.199
From the results presented in table 4.5 above, the respondents showed moderate
disagreement with the statement that rewards and benefits offered were commensurate with
the amount and quality of work done as indicated by mean of 2.37. As to whether the
rewards and benefits offered were comparable with what the market offered, the
respondents agreed moderately as indicated by mean of 2.92. Asked if employees were
satisfied with the number of annual leave days given by the organization, the respondents
were moderately satisfied as shown by mean of 3.49 and when further asked whether they
were satisfied with the educational subsidies given by the organization, the respondents
agreed as indicated by mean of 3.51.
Performance Appraisal
The study further sought to establish respondents’ level of agreement or disagreement with
the following statements regarding Performance Appraisal. Table 4.6 presents the findings.
Table Means and Standard Deviations for measures of Performance Appraisal
Performance Appraisal Mean Std. Deviation
The organization has an effective and transparent
performance appraisal process in place.
3.72 1.183
Employees’ career goals are established and supported by
the performance appraisals.
3.19 1.174
Feedback from performance appraisals leads to enhanced
employee development.
3.87 0.914
Performance appraisal system encompassing mentoring and
coaching of employees is in place.
3.51 1.343
Average Total
3.57 1.154
From the results in table 4.6, when asked whether the organization had an effective and
transparent performance appraisal process in place, majority of the respondents agreed as
indicated by mean of 3.72. On whether employees’ career goals were established and
supported by the performance appraisals, the respondents agreed moderately as indicated
by mean of 3.19. When asked whether the feedback from performance appraisals led to
enhanced employee development, the respondents agreed as shown by mean of 3.87. They
equally agreed that performance appraisal systems encompassing mentoring and coaching
of employees were in place as indicated by mean of 3.51.
Employee Commitment
The study also sought to find the level of respondents’ agreement or disagreement with on
the following statements regarding employees’ commitment. Table 4.7 below presents the
findings.
Table Means and Standard Deviations for measures of Employee Commitment
Employee Commitment Mean Std. Deviation
Employees are committed to work in the organization because
they don’t want to lose their benefits (e.g. retirement benefit)
2.29 1.231
Employees are committed to work for the organization until
they retire.
3.14 1.211
There is job security which encourages employee to remain in
the organization.
3.38 0.962
Employees are recognized and rewarded for their commitment
and dedicated service to the organization.
2.91 1.133
Employees are proud to tell others that they are part of the
organization.
3.51 1.092
Employees’ intention to continue working with the organization
is influenced by their commitment.
3.26 0.814
Average Total
3.08 1.074
As evident from table 4.7, respondents moderately disagreed that employees were
committed to work in the organization because they did not want to lose their benefits (e.g.
retirement benefit), as shown by mean of 2.29. On the statement that employees were
committed to work for the organization until they retire, the respondents agreed moderately
as indicated by a mean of 3.14. On the statement that job security encouraged employees to
remain in the organizations, the respondents again moderately agreed as indicated by mean
of 3.38. The respondents moderately disagreed with the statement that employees were
recognized and rewarded for their commitment and dedicated service to the organizations,
as indicated by mean of 2.91. The findings also established that respondents were in
agreement with the statement that employees were proud to tell others that they were part
of the organizations as indicated by mean of 3.51. The findings further established that the
respondents were in agreement with the statement that employees’ intention to continue
working with the organization was influenced by their commitment as shown by mean of
3.26.
Summary of the Relative Importance of Factors influencing Employee
Retention in the State Corporations in Kenya
A summary of the relative importance of the factors influencing employee retention in the
state corporations in Kenya is depicted in table 4.8 below.
Table Summary of the Relative Importance of Factors influencing Employee Retention
in the State Corporations in Kenya
Factor Influencing Employee Retention Average Total Mean Rank
Employee Training and Career Development
3.65
1
Performance Appraisal
3.57
2
Employee Empowerment
3.10
3
Employee Commitment
3.08
4
Employee Compensation
3.07
5
As evident from the summarized findings in table 4.8, employee training and career
development ranked first as the most important factor influencing employee retention in
state corporations in Kenya as shown by an average total mean of 3.65, followed by
performance appraisal as indicated by an average total mean of 3.57, employee
empowerment as indicated by an average total mean of 3.10, employee commitment as
shown by an average total mean of 3.08 and lastly employee compensation as shown by an
average total mean of 3.07.
Students also viewed