Employee rewards, turnover intentions, deviant workplace behaviors among secondary school teachers in Wakiso district

Abstract

Organizations have a number of employees, including teachers, exhibiting deviant workplace behavior. This may be due to the low rewards that teachers receive which cause them to develop turnover intentions and, consequently, behave in ways that are not in line with proper Teachers’ Professional Code of Conduct and organizational rules. The ever-rising prevalence of uncouth behavior among teachers in secondary schools poses a threat to the health of these organizations. Therefore, this study investigated employee rewards, turnover intentions, and deviant workplace behaviors. The study used 234 respondents from different public and private schools in Wakiso. A cross-sectional study design was used to examine employee rewards, turnover intentions, and deviant workplace behaviors. Data was collected using standardized questionnaires and was analyzed using a Pearson Product Moment Correlation Coefficient and Multiple Regression analysis in process macro. The results of the study indicated that there’s a significant negative relationship between employee rewards and turnover intentions, a significant positive relationship between turnover intentions and deviant workplace behaviours, a negative relationship between employee rewards and deviant workplace behaviours, and that turnover intentions partially mediate the relationship between employee rewards and deviant workplace behaviours. Therefore, the study recommended that employee rewards should be dealt with sensitively since they greatly influence turnover intentions and engagement in deviant workplace behaviors. Also, all deviant behaviors must be mitigated since presence of one form implies that another is likely to manifest which harms the organizational health of schools.