REMUNERATION ON EMPLOYEE MOTIVATION AND PERFORMANCE: A SURVEY OF GLOBAL COMMUNICATION LIMITED, LAGOS NIGERIA.

F. M. Azeez, A. R. Balogun, O. O. Omotoye, A. E. Ajimotokan

Abstract


The study investigated the contribution of remuneration to employee motivation and performance in global communication limited, Lagos Nigeria. The descriptive research design was adopted. The questionnaire format was employed for data collection, which was made into several sections and 120 copies were distributed for data collection. Regression analysis was used to test the formulated hypothesis through the use of Statistical Packages for Social Sciences (SPSS). The findings revealed that remuneration significantly contributes to employee motivation and employee performance at a 0.05 level of significance. The study concluded that there is a significant influence of remuneration on employee motivation and performance in global communication limited, Lagos Nigeria. The study recommended that Global communication limited should show greater interest in the remunerations and welfare of their workers to make them more valuable and see themselves as contributors to the success of the organization through effective use of non-monetary rewards.


Keywords


Remuneration, Employee performance, Employee Motivation, GLO.

Full Text:

PDF

References


Abayomi, O.A. (2019). Compensation management and employees’ motivation in the insurance sector: Evidence from Nigeria. Journal of Economic and Organizational Journal 16(1)31-47.

Adewale, O, O., Adenike, A. A., Hezekiah O F. & Heirsmac, P. T. (2014). Compensation packages: a strategic tool for employees’ performance and retention. Leonard Journal of Science. 25 65- 84

Balogun, A.R & Omotoye, O.O. (2020). Remuneration and Employee Performance in Global Communication Limited, Lagos Nigeria. IOSR Journal of Business and Management (IOSRJBM), 22(2),15-21.

Ojeleye, Y.C. (2017). Impact of remuneration on employees’ performance Abdul Gusau polytechnic and state college of education both in Zamfara state. Arabian Journal of Business and Management Review, 4(2), 34-43.

Onuorah, A. N., Okeke, M. N., & Ikechukwu, I. A. (2019). Compensation Management and Employee Performance in Nigeria. International Journal of Academic Research in Business and Social Sciences, 9(2), 384–398.

Onyekwelu, R.U., Dike, E.E., & Muogbo, U.S. (2020). Remuneration as a tool for increasing Employee Performance in Nigerian. International Journal of Social Sciences and Humanities Invention 7(01), 5782-5789.

Osibanjo A.O., Aiodun A.J., & Fadugba, A.O. (2012). Executive perception of the impact of flextime on organizational performance: evidence from the Nigeria Private Sector, International Journal of Applied Behavioural Economics, IJABE,1(3), 16-27.

Sonnentag & (2001 Sonnentag, S. &Frese, F. (2001). Work, recovery activities, and individual well-being: A diary study. Journal of Occupational Health Psychology, 6(3), 196–210.

Ugwu, U. &Coker M.A. (2012). Incentive schemes, employee motivation, and productivity in organizations in Nigeria: Analytical linkages. Journal of Business and Management, 1(4), 32-39.

Van Scotter, J., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systemic rewards. Journal of Applied Psychology, 85(4), 526–535.

Wade, C., & Tavris, C., (2013). The Nine Secrets of Learning Psychology (11th ed.). Upper Saddle River, N.J.: Pearson Education, Inc.


Refbacks

  • There are currently no refbacks.