Abstract
This study examined the relationship between non- financial benefits and the performance of employees in tertiary institutions, taking Ramat Polytechnic, Maiduguri as the focus point. The study identified the key non-financial benefits to include: promotion, job satisfaction, career advancement, research and control, and recognition which served as the independent variables while employee job performance served as the dependent variable. Appropriate research questions and hypotheses were formulated in line with the objectives of the study. A survey research design was employed. The population size was 1000 as gotten from the school registry and its sample size of 250 was determined, using Taro Yamane (1967) formula. Accordingly, 250 copies of questionnaires were administered to the respondents in order to collect data but however, 240 were retrieved. SPSS version 23 was deployed to aid analysis of the data of the 240 questionnaires retrieved using ANOVA analysis statistical method. The results showed that there is 100% relationship among the variables tested. The research hypotheses were tested using Chi-square statistics at the 0.05 level of significance. The results of the five formulated hypotheses were indicated that non-financial benefits have significant positive effects on employees’ performance in the tertiary institution. Therefore, promotion, job satisfaction, career advancement, research and control and recognition are the vital predictors of motivation for employee performance. The study recommends that the management in tertiary institutions should cultivate the culture of using non – financial benefits to motivate the employees in order to put in their best in the jobs. The study was anchored on Herzberg’s two- Factor theory (Motivator-Hygiene) .
Introduction
Background to the study It is a well-known that human resource management is the key function in an organization. According to Saheema and Saeed (2021), organizational performance depends on a motivated and talented workforce. A motivated and talented workforce can effectively deal with a difficult task and perform with zeal. The motivation level of an employee has a direct association with performance. Motivated employees have a positive attitude towards work, due to which they achieve the company objectives more efficiently compared to others. The human resource department, develops and implements policies related to organizational values and the external business environment. Sheema et-al (2021), further stated that, employee cannot be performed when no actual policy is existed to make their identification in the front of employer which makes them demotivated. An HR department ‘s primary function is to provide financial and non-financial reward opportunities for employees. According to Gerald (2020), employees expect humane and impartial treatment from management and the management in return expects undivided loyalty and effective performance from the employees so that at the end, common objective of achieving organizational goal may be obtained.
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