What Retains Academics in Underfunded Systems? A Multivariable Analysis of Compensation and Staff Retention in Ugandan Public Universities

This study investigated the influence of compensation factors on retention intentions among academic staff in Uganda's public universities. Quantitative data were collected from 316 academic staff members at five public universities, while qualitative data were obtained through semi-structured interviews with top university administrators, including the Deputy Vice Chancellor (DVC), Human Resource officers (HR), and Academic Staff Union Association (AUSA) representatives. The predictor variables demonstrated moderate to strong intercorrelation, with the strongest being between Promotion and Recognition (r = .662). Each of the five job factors was significantly correlated with retention, with recognition (r = .547) and Security (r = .534) showing the strongest bivariate relationships. According to the multiple regression analysis, recognition, promotion prospects, and job stability all predicted intentions for retention, which accounted for 39.6% of the variation. Moderation results showed that designation of staff did not significantly influence the relationship between compensation dimensions and retention. The findings challenge salary-centric compensation models and underscore the importance of non-financial and structural incentives in resource-constrained contexts. Therefore, this study concludes that improvements in job security, promotion, and recognition mechanisms in institutions may offer more sustainable retention strategies for academic staff than salary increments alone in Ugandan public universities.