1 Methodology
The methodology of this study was designed to systematically examine the
role of financial and non-financial compensation in motivating academic
employees of higher educational institutions. Because the research
objectives required both measurable evidence and contextual interpretation,
a mixed-method approach was adopted. Quantitative survey data enabled
hypothesis testing regarding demographic factors, compensation types, and
motivation levels, while qualitative interviews provided explanatory depth.
This methodological triangulation ensured both reliability and validity of
results.
Population and Sample
The population consisted of academic employees of higher educational
institutions, including assistant professors, associate professors, professors,
and administrative staff. Purposive sampling was employed to capture a
diverse distribution of respondents across age groups, qualifications,
designations, and years of experience. A total of 250 valid responses were
obtained, which was considered sufficient for inferential testing.
Data Collection
A structured questionnaire was used to collect primary data. Part I focused
on demographic information such as gender, age, qualification, years of
experience, and designation. Part II measured perceptions of financial
compensation (salary, bonuses, allowances) and non-financial compensation
(recognition, career advancement, autonomy, work-life balance). Responses
were recorded on a five-point Likert scale ranging from 1=¿ "Strongly
Disagree" to 5=¿ "Strongly Agree." To supplement survey responses, semi-
structured interviews were conducted with a subset of participants to gather
qualitative insights.
Statistical Tools
Two inferential statistical methods were used: the Chi-Square test of
independence and one-way Analysis of Variance (ANOVA). Descriptive
statistics were also applied to sum-
marize demographic characteristics.
The Chi-Square test of independence examined whether demographic
variables were associated with compensation preferences. The test statistic
is defined as
2
( O i j − Ei j )
χ =∑ ∑
2
,
i j Ei j
(1)
where O i j is the observed frequency in the i , j-th cell and Ei j is the expected
frequency, computed as
Ei j=¿ ¿
¿
The null hypothesis ( H 0 ) stated that demographic factors and compensation
preferences are independent. Rejection occurred if the calculated χ 2
exceeded the critical value at α =0.05 .
To test for differences in motivation based on the type of financial
compensation, one-way ANOVA was applied. The test statistic is defined as
M SB
F= ,
M SW
(3)
where the mean squares are given by
S SB S SW
M S B= , M SW =
dfB dfW
(4)
Here, S S B and S S W represent the between-groups and within-groups sums of
squares, with d f B=k − 1 and d f W =N −k , where k is the number of groups and
N the total sample size. The null hypothesis ( H 0 ) assumed no significant
difference between group means, and was rejected if the calculated F
exceeded the critical value at the 5 % significance level.
Qualitative Analysis
Qualitative data from semi-structured interviews were analyzed
thematically. Open coding identified patterns related to recognition,
autonomy, professional development, and work-life balance. These codes
were then grouped into themes that directly complemented the quantitative
findings. The thematic analysis provided deeper insights into how academic
employees perceive compensation mechanisms and how these perceptions
translate into motivational outcomes.
