Incentives as correlates of employees loyalty towards management in organisation

Abstract

The study investigates the effects of incentives on employees' loyalty towards organisational management. It considers the types of incentives structure implemented for employees, and its probable effects on the performance and loyalty of employees to the management of an organisation. Data were collected through the administration of questionnaire to one hundred and twenty respondents, comprising thirty respondents; they were selected using convenience sampling from four organizations namely Sumal Foods Limited, Yale Foods Limited, Coca Cola Bottling Company, and Zartech, all located within Ibadan South west Local Government Area of Oyo State. Data collected were analyzed using descriptive statistics such as frequency counts, percentages, means and standard deviation. The findings revealed that the core of the respondents was within their active ages, with majority (65.8%) being married, (63.3%) having a household size of 3-5, and (79.2%) having postsecondary education. Majority (75%) were full time workers (53.3%), with 11 to 20 years of work experience, while 63.3% earned between ₦19,000 and ₦54,000 per month. The organisations provided tangible and intangible financial incentives to their employees with mean between 2.5-3.5. Respondents indicated that non-availability of all types of incentives will negatively affect loyalty and performance (mean between 3.0 and 3.3). Therefore, for sustained employees' loyalty and increased performance, adequate incentive packages should be available for workers of all categories.

The Role of Financial Incentives on Employees’ Performance in Tanzania: A Case of Iringa Municipal Council

“…The descriptive results showed that the mean values of all financial incentives and measures of employees' performance were above the scale's centre point (3) and an indication of their relative contributions to employees' performance at the Iringa Municipal council. These results are comparable to those of Idowu et al [32] who also established that both tangible and intangible financial incentives at different large-scale industries in Ibadan, Nigeria had means ranging from 2.5-3.5. A separate study by Njiraine [33] also established a comparable mean of 3.95 for percentage bonuses offered to employees at the University of Nairobi, Kenya.…”

Influencia de los incentivos laborales en el compromiso afectivo del personal financiero de cajas municipales

“…Incentivos económicos. Idowu et al (2019) expresan que los incentivos económicos están relacionados con los incrementos dinerarios sobre la remuneración base que percibe el empleado. De igual manera, Madero (2010) sostiene que este tipo de incentivos se otorgan en función al desempeño y cumplimiento de metas, además, su propósito es estimular al trabajador por el esfuerzo y dedicación que realiza para ella (Alnsour y Kanaan, 2021).…”