Compensation fairness, employee engagement, and turnover intentions. a case of Uganda Bureau of Statistics

Abstract

The study set out to examine the relationship between perception of compensation fairness, employee engagement and turnover intentions of employees at Uganda Bureau of Statistics (UBOS). The research was quantitative and used a cross-sectional survey research design on a sample of 240 randomly picked from a population of 582 employees using a stratified random sampling technique. A self-administered questionnaire was used to collect data from the employees. Data collected was analyzed using IBM SPSS ver.24 using Pearson correlation coefficient and multiple linear regression analysis. Results revealed that there was an insignificant relationship between compensation fairness and employee engagement and an insignificant relationship between compensation fairness and retention. It was also found that employee engagement had an insignificant relationship with retention. Both compensation fairness and engagement had an insignificant combined predictive effect on turnover intentions, compensation fairness had no edge. It was thus commended that a cultural HR, and other attitude survey be periodically conducted to find which other factors that explain the variations in turnover intentions.