Role of Reward Systems on Job Satisfaction of Employees in the County Government of Nyeri, Kenya

Abstract

The study sought to investigate the effect of reward systems on the job satisfaction of employees in the County Government of Nyeri. This research problem was examined using a descriptive design. Systematic sampling was used to select the sample. The target population for this study was 162 employees of Nyeri County government. Self-administered, questionnaires were used to collect data from the target respondents. A response rate of 82.1% response rate was achieved. Reliability of the data collection instrument was assessed using Cronbach alpha Coefficient. Frequencies and percentages were generated from the data and presented using frequency distribution tables while multiple regression analysis was done to establish relationship of each parameter of the independent variables in the study. The reward system influenced approximately 11.3% of job satisfaction of among employees working in the County government of Nyeri. The research found that there is a positive and statistically significant relationship between reward system and employee satisfaction. The study recommended that the County Government should review staff rewards by comparing how their counterparts are rewarded in private sector in order to increase job satisfaction in County Government. In terms of policy the County government should have in place transparent and elaborate reward systems for effective management of employee satisfaction. Nonmonetary rewards should be adopted adequately in the reward systems of the county governments including recognition and placement for training and other personal development initiatives. These together with promotions should be done in a competitive way that entrench meritocracy and eliminate the favoritisms currently existing in such activities.

Intrapreneurship of Middle-Level Managers: How to Trigger Their Achievement Motivation?

“…However, for a manager, it should be interpreted as a variety of clarity and transparency in calculating performance and achievements. Several studies reported that salary affects job satisfaction (Darma & Supriyanto, 2017;Rasmi et al, 2017;Wangechi, Kiragu, & Sang, 2018;Dehkordi, 2018;Abuhashesh, Al-Dmour, & Masa'deh, 2019;Hakim, 2020). Nazir, Khan, Shah, & Zaman (2013) reported that the feedback received by employees concerning their assigned tasks contributes positively to job satisfaction and impacts work commitment.…”

“…Nazir, Khan, Shah, & Zaman (2013) reported that the feedback received by employees concerning their assigned tasks contributes positively to job satisfaction and impacts work commitment. However, the compensation expected to boost job satisfaction is not only measured by the value offered but also needs to be a fair and adequate reward system realized on schedule (Wangechi et al, 2018). In short, a reward system, either form of intrinsic or extrinsic, makes it possible to increase job satisfaction.…”

Organizational Reward System and Workers’ Satisfaction in Vista International Limited, Lagos, Nigeria

“…More also, Wangechi, Kiragu and Sang (2018)assessed the effect of reward systems on the employees' job satisfaction in the County Government of Nyeri using systematic sampling technique. 162 employees of the studied establishment were targeted as the population of the study.…”

“…In the present time, employee's job gratification (job satisfaction) stands as a foundation for manpower development in any organization given that human element is the most important resource in the workplace and since other resources such as materials, machines and money are of no use where manpower is ignored or where it is nonexistent. Thus, requires that this should be accorded the utmost priority (Wangechi, Kiragu, & Sang, 2018).…”

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“…Furthermore, research conducted by Wangechi et al, (2018) who conducted research at the Nyeri County Government Office in Nigeria, where the results of the study showed that giving rewards can create job satisfaction and improve employee performance in the government office. Other research, carried out by Omuya (2018) also found that giving rewards and compensation had a positive effect on the performance of employees at Kenya Universities.…”