The influence of rewards on turnover intention among other ranks officers in Uganda Police Force: a case of Field Force Unit

Abstract

The purpose of this study was to examine the influence of rewards on turnover intention among other ranks Police officers in Uganda Police force. The study was guided by the following specific objectives: to establish the underlying intrinsic motivations for turnover intentions among other ranks Police officers in Field Force Unit; to analyze the relationship between extrinsic rewards (salary levels, promotion prospects and benefits structure) and turnover intentions among other ranks Police officers in Field Force Unit. The study adopted correlational and cross-sectional research designs. The mixed sampling techniques were used when selecting respondents. Simple random sampling and purposive sampling techniques were used to draw a sample of 58 Other ranks Police officers and 10 human resource management administrators from the population. Data was collected from respondents using self-administered questionnaires and interview guide. Quantitative data was analyzed using Statistical Package for Social Scientists, version 22. The overall average mean for all the turnover intention-related statements combined is 2.004. This indicates a moderate level of agreement on average among the respondents regarding various aspects of turnover intentions. The standard deviation of 1.09 implies that while there is a central tendency toward agreement, there's also a significant degree of variability in individual responses. This suggests diverse viewpoints regarding the perception of turnover intentions. The overall average mean of 2.004 suggests a moderate level of agreement in perceptions related to turnover intentions. The variability in responses indicates varying degrees of intention to leave among the officers. The findings collectively underscore the intricate relationship between intrinsic and extrinsic factors shaping officers' job engagement and turnover intentions within the Uganda Police Force. While certain aspects, such as the perception of promotions, appear more positive, areas such as salary and benefits present negative intentions and have significant effect on the turnover intentions of the other ranks officers. This study underscores the urgency of addressing these challenges to enhance officers' satisfaction, commitment, and retention, ultimately contributing to reduced turnover intensions and also to consolidate efforts towards the realization of a safer and crime-free society.