Adeoye and Fields attested that compensation is a major factor in attracting and retaining staff. Conclution:study concludes that there is positive relationship between rewards extrinsic and intrinsic and employee's job performance. Moreover, there were no significant effect between benefits and. Job satisfaction is a concept that has been studied broadly in the field of management and organisational behaviour in the past and continues to be regarded as highly important ,. Nawab and Bhatti reported that remuneration has an influence on employee , their study further revealed that remuneration has a strong significance influence on among academic employees. The pay individual receive for the work they perform is usually the major source of personal income and financial security and hence a vital determinants of an individual economic and social well being.
. The higher education institutions play a significant role in development of skills, increased economy, therefore, high quality of staff is required. Proceedings of the 13th International Academic Conference, September 15-18, 2014, Antibes, France -. The relationship of reward management practices to employees job satisfaction in Ethiopian insurance corporation. The way the people are paid affects the quality of their work, their focus on customer needs, and their willingness to be flexible and learn new skills, to suggest innovation and improvement, and even their interest in union or legal action against their employer.
Also Artz attested that fringe benefits can affect in opposing ways. Wages one ye ar later were influenced by productivity but the effects were small. Moderating effect of compensation and benefits on : Shoaib et al. Results show that employee training and education, and employee relations and teamwork are the most dominant factors on job satisfaction. Those who do not evaluate offer a number of reasons, but the most important was lack of resources or time.
Second, fringe benefits are often desirable pieces of compensation packages and so increase. Some in society may see pay difference as a measure of justice. Improving job performance by using non- monetary reward systems to motivate low-skilled workers in the automotive component industry. Research question 1: Compensation has a positive and significant effect on. According to Tettey , dissatisfaction with salaries is one of the key factor undermining the satisfaction and commitment of the academics to their institutions and careers and it is the factor that affect their stay in their jobs. The Effect of Financial and Non- Financial Compensation to the Employee Performance. Permission was requested from respected universities.
Tabatabaei and Farazmehr study revealed that there is a positive and significant relationship between compensation and among academic staff. Education is generally very poorly funded at all levels in Nigeria which explains the level of decay in the educational system. Probes into explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies. According to Bratton and Gold , fringe benefits refer to the part of the rewards package provided to an employee in addition to the guaranteed basic remuneration. This paper analyses the functionalities and explores gamification elements of the existing blood donation apps in the mobile market. Practical implications — The differences observed between the high and average-performing cases was in the way they managed with the measures.
Exploring factors affecting employee's job satisfaction at work. The social services provided under the factories Act, 1948, in the manufacturing industries include canteen, rest shelters, crèche , storage or lockers, sitting arrangement, bathing and washing facilities and appointment of welfare officers, etc. The job satisfaction of academic staff members on fixed-term employment contracts at South African higher education institutions. Work motivation, job satisfaction and organisational commitment of library personnel in academic and research libraries in oyo state, Nigeria. Human Resource Management Journal, 13 3 , 21-36. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. Findings — It was found that older employees experienced better exchange relationships with their supervisors, and that this mediated the relationship between age and job satisfaction.
Recommendations for future research have been made. Predicting job-satisfaction among the academicians of universities in Kpk, Pakistan. Evidence from previous study seems to suggest that there is positive relationship between compensation and. Several studies have reported a positive relationship between compensation and job -. Furthermore, Artz revealed that fringe benefits make up a significant portion of employer compensation packages but their impact on worker has given much attention. Thus, it implies that when a leader sends de- partment-wise mail praising employee's contribu- tion, it increases the morale of the employees and ultimately leads to an effective employee manage- ment.
It is a measure of the general attitude to work of a specific individual rather than group of workers. Job satisfaction of academic staff: An empirical study on Turkey. Strategic Compensation: A Human Resource Management Approach. Employee churn incurs a hefty cost to the company retraining, relocating and time wasted. Higher education is influential in the development of a country, it does not only function as a provider of knowledge but as a pertinent sector for the nations grown and societal well-being. Employees will behave like owners.
Most of the organizations implement rewards system to increase the job performance and job satisfaction. Is job satisfaction mediating the relationship between compensation structure and organisational commitment? This includes both fixed and variable pay tied to performance levels. This method was appropriate to recruit participants. Thus, high will increase the productivity of an organization, in turn increasing the overall organizational performance. Management at modern-day academic institutions requires special endeavours to acquire and retain highly skilled employees to operate effectively in an extremely competitive environment. It also includes flexible benefits, medical care, work-life balance, as well as employee perks. According to Absar et al.