Staff Compensation Strategies and School Administrators Performance in Secondary Schools in Rulindo District, Rwanda

ABSTRACT 

This study determined the relationship between staff compensation strategies and school administrators’ performance in secondary schools in Rulindo District, Rwanda. As a way of achieving the research purpose, four specific objectives were formed and these included: to determine the level of compensation strategies; to determine level of school administrators’ performance; to establish difference in: (a) compensation strategies between private and public secondary schools; (b) school administrators’ performance between private and public secondary schools; and finally, to establish the relationship between compensation strategies and school administrators’ performance in secondary schools in Rulindo district. Descriptive comparative and correlation were the design used in this study. The research sample was 110. Respondents were sampled using universal sampling. Data was collected from the field using selfadministered questionnaires with four Likert scale. Data on respondents profile was analyzed using frequencies and percentages while mean ranges were used to determine the level of research variables. So as to establish the difference in research variables between private and public secondary schools, ANOVA, involving mean ranges and F-test were established. Correlation was used together with regression coefficient analysis. The research findings indicated that the level of compensation strategies in the selected secondary schools in Rulindo district was generally high (mean=2.51); school administrators’ performance was also high (mean=2.70); the study also found out that there is a significant difference in compensation strategies and school administrators performance between private and public secondary schools. A significant relationship between compensation strategies and school administrators’ performance was also found at r. value 0.887, Beta value of 0.887 and sig. value of 0.000). It was concluded that effectiveness in compensation strategies can significantly boost the performance of secondary schools in Rulindo district. This study recommended that both the government and private school owners should seriously take into consideration issues regarding compensation so that administrators’ can perform to their best.

TABLE OF CONTENTS

DECLARATION A 

DECLARATION B .................................. II

DEDICATION ..................... III

ACKNOWLEDGEMENT IV

ABBREVIATIONS AND ACRONYMS ................V

TABLE OF CONTENTS  VII

LIST OF TABLES  X

LIST OF FIGIJRES  ~XI

OPERATIONAL DEFINITIONS OF KEY TERMS ~~ xii

ABSTRACT ............................XIII

CHAPTER ONE: INTRODUCTION ..................... 1

1.1 Background of the Study 1

1.1.1 Historical Perspective 1

1.1.2 Theoretical Perspective 2

1.1.3 Conceptual Perspective 2

1.1.4 Contextual Framework 3

1.2 Statement of the Problem 4

1.3 Purpose of the Study 5

1.4 Specific Objectives 5

1.5 Research Questions 6

1.6 Research Hypotheses 6

1.7 Scope of the Study 7

1~71 Geographical Scope 7

1.72 Content Scope 7

1.73 Time Scope 7

1.8 Significance of the Study 8

CHAPTER TWO: LITERATURE REVIEW

2.1 Introduction ..~......10

2.2 Theoretical Review 10

2.3 Conceptual Framework 11

2.4 Related Literature 25

CHAPTER THREE: METHODOLOGY. .............. 30

3.1 Introduction 30

3.2 Research Design 30

3.3 Research Population 30

3.4 Sample Size 31

3.5 Sampling Procedures 31

3.6 Research Instrument 32

3.7 Validity and Reliability 32

3.8 Data Gathering Procedures 33

3.9 Data Analysis 34

3.10 Ethical Considerations 35

3.11 Limitations of the Study 36

CHAPTER FOUR: PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA ...... 37

4.1 Introduction 37

4.2 Respondents’ Profile 37

4.3 Level of Compensation Strategies in Secondary Schools in Rulindo 38

4.4 Level of School Administrators’ Performance in Secondary schools in Rulindo District 42

4.5 Difference in Compensation Strategies and School Administrators Performance between Private and Public Secondary School 46

4.6 Relationship between Compensation Strategies and School Administrators’ Performance 47

CHAPTER FIVE: DISCUSSION OF FINDINGS, CONCLUSIONS

AND RECOMMENDATIONS................. 50

5.1 Introduction 50

5.2 Discussion of Findings 50

5.2.1 Compensation Strategies at Secondary Schools in Rulindo 50

5.2.2 Administrators Performance 51

5.2.3 Difference in Compensation Strategies 52

5.2.4 Relationship between Compensation strategies and school administrators’ performance in Rulindo district 53

5.3 Conclusions 54

5.4 Recommendations 55

REFERENCES .......................... 57

APPENDICES ,,,,,,.,........................ 61

APPENDIX IA: TRANSMITTAL LETTER.............................. . 61

APPENDIX IB: TRANSMITTAL LETTER FOR THE RESPONDENTS    62

APPENDIX II: CLEARANCE FROM ETHICS COMMITTEE ......... 63

APPENDIX III: INFORMED CONSENT....... .....,~.. 64

APPENDIX IV (A): PART I: FACE SHEET: PROFILE OF

RESPONDEN1S........ 00 65

APPENDIX IV (B)~ .~ 66

APPENDIX IV (C) 0 00 68

APPEN DIX V: NATIONAL RESULTS IN THE SELECTED

SECONDARY SCHOOLS IN RULINDO DISTRICT..................... 70

APPENDIX VI: RESEARCHER’S CURRICULUM VITAE ............. 71