Exploring Relationship between Intrinsic Rewards, Extrinsic Rewards, and Employee Performance in University Academics

Abstract

This study investigates the relationship between employee performance at private universities in Lahore, Pakistan, and the extrinsic and intrinsic benefits that their employers provide them with. The empirical findings confirm that both intrinsic and extrinsic rewards have a positive and significant impact on employee performance for academic staff in private universities located in Lahore, Pakistan. The method of primary data study that we use allows us to collect the data using a questionnaire in a variety of private universities. Based on what we found, we think that it would be good for universities to offer incentives to their academic staff. These incentives could be either intrinsic or extrinsic, or they could be both.

Human talent management and job performance: a non-experimental study in an interregional clinic

“…The rewarding of people, all kinds of recognition is well seen everywhere by individuals, they make them feel valued for their work, this makes rewarding and recognizing makes them feel satisfied and manages to stimulate in a productive way, these rewards can be as fair wages, benefits, bonuses and others. The indicators are: remuneration and incentives (Muhammad, 2022) The development of people, this process is linked to the development of capabilities through continuous improvement with a view to achieving better professionals and people. Indicators: development and admiration of knowledge (Li, 2022) The retention of people, this dimension deals with the way workers are retained for long periods in the company, through ways of attracting talents, developing satisfactory psychological conditions and appropriate climates for them to perform their activities in the best possible way, with order, discipline, excellent personal relationships and risk forecasts, among others.…”