Abstract:
This study examines the moderating effect of remuneration on the relationship between Work life policies and employee work outcomes among lecturers in public universities in Kenya. The target population comprised of 6299 full time lecturers, where a sample of 391 lecturers was chosen using multi-stage sampling. The Correlational survey design was used. Primary data was collected using 5 scale Likert questionnaire. Data was subject to descriptive and inferential statistics where correlation analysis and linear regression were used. Analysis of Variance was used to determine the suitability of the models used. The study found that work-life policies are available in the public universities and they enhanced positive attitudes towards work. However, the availability of the work life policies did not automatically lead to improved performance. Lecturers did not also consider their compensation as adequate and they took additional work when they had time off work to supplement their income. Remuneration was also found to have a moderating effect on the relationship between HR policies and Employee work outcomes. The researcher recommends that the lecturer’s pay to constitute of performance based incentives.A
