Employment terms and motivation among contract administrative staff: a case study of Mbarara University of Science and Technology

Abstract

The focus of this study was to analyse the effect of employment terms on the motivation of contract staff in Mbarara University of Science and Technology. The study sought to achieve three specific objectives namely: To analyse the effect of contract terms on the morale of contract staff at MUST; To analyse the effect of contract terms on productivity of contract staff at MUST and; To analyse the effect of contract terms on employee willingness to accept extra responsibilities among contract staff at MUST. This study was consequently guided by the following specific research questions: (1) How do contract terms affect morale of contract staff at MUST? (2) How do contract terms affect productivity of contract staff at MUST? (3) How do contract terms affect willingness to accept extra responsibilities by contract staff at MUST? The researcher adopted a qualitative approach following a case study design leading to collection and analysis of qualitative data from both primary and secondary sources. A sample of 38 respondents was selected using stratified, convenience and purposive sampling techniques from two administrative units; the Office of the Academic Registrar and the Library to participate in the study. The study revealed overwhelming evidence from both the contract staff and their immediate supervisors pointing to low morale. The study also that contract staff were moderately productive. Lastly, the study revealed that contract staff are not willing to take on extra responsibilities. The study conclusions were that the morale of contract staff is low majorly because of job insecurity and workplace ostracism; being employed on contract terms never affected levels of productivity greatly; and contract employees are not willing to take on extra responsibilities outside their contracts because of limited motivational rewards accompanying these responsibilities. The researcher recommended that policy makers at MUST should work out strategies for improving morale of contract staff as well as enhancements for inducing productivity to the required levels. Equally, modest rewards should be formalized to accompany the extra responsibilities assigned to contract workers. By doing so, the motivational levels of this category of employees will be boosted proportionately