ROLE OF REMUNERATION AND RECOGNITION PRACTICES ON PERFORMANCE OF MIDDLE LEVEL MANAGERS: EMPIRICAL EVIDENCE FROM KENYATTA UNIVERSITY, KENYA

In Kenya, the human resource elements impact employee performance in public universities. This study therefore looked into of remuneration and recognition practices on middle level managers at Kenyatta University Nairobi, Kenya. Agency theory, Reinforcement Expectancy Theory, Efficiency Wage Theory were used research. The findings clearly indicated that employees moderately satisfied with their monthly remuneration, wages, bonuses, salaries. management allowed staff to participate decision making activities provided financial rewards job well done. According findings, should examine raise salary perks, as give additional advantages employees. Workers' work-life harmony is strengthened, organization’s competitive pay packages persuade not quit basis remuneration. report recommended suitable initiatives be developed implemented order promote individual organizational performance. It closed by recommending reward system Keywords: Reward Management, Performance, Middle-Level Managers, CITATION: Mugo, E. W., Makhamara, F. (2022). Role managers: empirical evidence from University, Kenya . Strategic Journal Business & Change 9 (2), 1342 -1354.