The purpose of the paper was to examine the relationship that exists between Reward Management Practices and Employee Performance in selected Public Universities in the South-East Nigeria. The paper was anchored on Equity Theory. A descriptive survey research design was adopted by the study. Stratified sampling techniques were used to obtain a sample of 365 out of a target population of 7411 using Krejcie and Morgan (1970) formula. Data were collected using a structured questionnaire. The questionnaire was tested for reliability by using Split half test to determine the internal consistency of the items. The paper used expert judgment method to determine content validity. Data were analyzed using Pearson’s Product Moment Correlation Coefficient (PPMCC) at .05 level of significance. The findings revealed that there was a significant positive relationship existing between distributive justice and employee commitment (cal. r .893 > crit. r 0.098) and there was a significant positive relationship existing between employee recognition and job satisfaction (cal. r .942 > crit. r 0.0980). It was hence recommended among other things that the focused public universities need to ensure that employees are rewarded justly and fairly and that they need not rely solely on the base pay employee earn but also inculcate several recognition programs into their reward systems.
This study explored academic staff perception of organisational climate and organizational citizenship behaviour private universities in Southeast, Nigeria. Five specific objectives, research questions and hypotheses were formulated with the decomposed variables of the study. The study was anchored on Social Exchange Theory (SET). A survey design was carried out using the sampled academic staff in the selected private universities. The study population was 4654 while the sample size was 355 arrived. Data were collected using self-administered questionnaire from the random sample of academic staff of the selected private universities in Southeast Nigeria. The data using descriptive statistics and inferential statistics were used in this study. The results revealed that there is a positive significant relationship between organizational climate and organizational citizenship behaviour. The results showed that there is a significant relationship between the organizational climate dimensions and organizational citizenship behaviour dimensions. This implied that the success of an institution is dependent upon the effective management of organisational climate, which is an important path to the success of employee’s citizenship behaviour. The study recommended that equity and fairness should be entrenched during appointments and promotions so as to reduce incidence of service sabotage among academic staff of private universities. In the spirit of harmony, management of private universities should score collaborative works more than individual outputs in order to encourage teamwork among academic staff
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