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Effects of Quality of Working Life on Female Employees in Institutions of Higher Learning: A Case of the Catholic University of East Africa

机译：工作生活质量对高校女员工的影响：以东非天主教大学为例

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The researchers undertook a study on the effects of a total rewards system on the motivation and quality of working life of female employees in institutions of higher learning: A case of the Catholic University of East Africa. The research looked into the prevalent aspects of a total reward system in institutions of higher learning, the effects of these aspects on the motivation of the female employees, impact of these aspects have on their quality of working life and sought suggestions to improve the total reward system of institutions of higher learning. The population under study was the 127 female employees of the Catholic University of Eastern Africa. A stratified sampling design was used with instruments used in data collection being questionnaires for everyone in the sample population and interviews with some selected individuals to verify the data filled in the questionnaires. The data from this study was analyzed and presented using graphs, frequency tables and percentages to represent the data. The major findings of the study lead to the conclusion that the reward system in the institution’s reward system is perceived to be discriminative and not holistic in motivation though there is much room for improvement in meeting the gaps present. The research concludes by recommending review of the institution’s reward system and eliminating all aspects that don’t favor women and employing strategies that have holistic mechanisms of motivation of female employees.
机译：研究人员进行了一项关于总薪酬制度对高等院校女员工的工作动机和生活质量的影响的研究：以东非天主教大学为例。该研究调查了高校总奖赏制度的普遍方面，这些方面对女性雇员的动机的影响，这些方面对女性工作生活质量的影响，并寻求改善总奖赏的建议。高等学校系统。受调查的人口是东非天主教大学的127名女性雇员。使用分层抽样设计，将数据收集中使用的工具用作针对样本人群中每个人的问卷，并与一些选定的个人进行访谈，以验证填写在问卷中的数据。使用图表，频率表和百分比表示的数据对本研究的数据进行了分析和介绍。该研究的主要发现得出的结论是，该机构的奖励系统中的奖励系统被认为是歧视性的，而不是整体动机，尽管在弥补当前差距方面仍有很大的改进空间。该研究的结论是建议对机构的奖励制度进行审查，并消除所有不利于女性的方面，并采用具有女性员工激励整体机制的策略。

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