Salary and employee performance in Isingiro District Local Government. A cross-sectional study.

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Background The study aimed to establish the influence of salary on employee performance in Isingiro District Local Government. Methodology The study adopted a cross-sectional mixed-methods research design, incorporating quantitative and qualitative approaches. The target population comprised 232 staff of Isingiro District Local Government, from whom 144 respondents were selected using the Krejcie and Morgan (1970) table. Simple random and purposive sampling techniques were used. Data were collected using structured self-administered questionnaires and interview guides. Quantitative data were analyzed using SPSS version 25, descriptive statistics, and Pearson correlation, while qualitative data were analyzed thematically and through content analysis. Results Analysis was based on 117 completed responses. Age distribution showed 42 respondents (35.9%) aged 40-49 years, 33 (28.2%) aged 50 years and above, and 21 (17.9%) each aged below 30 and 30–39 years. Salary attracted and retained skilled employees (M=4.38, SD=.763), improved job satisfaction and wellbeing (M=4.28, SD=.829), encouraged skills development (M=4.38, SD=.808), reduced distraction from financial concerns (M=4.32, SD=.806), and linked performance with incentives (M=4.42, SD=.768). Thematic findings emphasized motivation, perceived salary fairness, retention, non-monetary benefits, and limited salary budgets. Pearson correlation established a strong positive, statistically significant relationship between salary and employee performance (r=.618, p=.000, N=117), indicating that higher salary was associated with better performance. Overall, salary influenced employee performance through motivation, satisfaction, retention, concentration, professional development, and performance-related incentives. Conclusion Salary was found to have a strong and consistently positive influence on employee performance across the study findings. Recommendation The District Local Government should implement performance-based salary enhancement mechanisms that appropriately recognize and reward employees for improved performance.

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