Impact of Employee Compensation On Job Performance Among Selected Donor-Funded Health Organizations in Abuja, Nigeria (Published)

This study examines the impact of employee compensation on job performance in selected donor-funded health organisations in Abuja, Nigeria. The study is motivated by increasing concerns that rigid donor funding structures may limit organisations’ ability to design competitive compensation systems, thereby affecting employee motivation and performance. Grounded in Vroom’s Expectancy Theory, the study conceptualises compensation as a multidimensional construct comprising salary, fringe benefits, and recognition. A quantitative survey design was adopted, and data were analysed using regression techniques. The study finds that salary and benefits have positive but not statistically significant influence on employee performance. However, recognition exerts a comparatively stronger motivational effect in donor-constrained environments. The study concludes that non-financial compensation plays a critical role in sustaining employee performance where financial flexibility is limited. The study recommends the integration of balanced reward systems combining financial stability with structured recognition framework.

Keywords: Compensation, Fringe benefits, Job Performance, Recognition, donor-funded health organisations, salary

Compensation Practices for Firm Productivity: Empirical Study at Multinational Tea Companies in Kericho County in Kenya (Published)

Multinational organizations face challenges in firm productivity in terms of quality, quantity of work, effectiveness and employee performance. The study assessed the effect of incentives on the performance of multinational tea companies in Kericho County. Expectancy theory was adopted. A descriptive research design was appropriate for the study which targeted 99 senior, middle and lower manager of James Finlays Kenya Limited, George Williamson Limited and Unilever Limited in Kericho County. A census of 99 managers was used as respondent. Data was obtained using questionnaires. The data was analyzed using descriptive especially the mean and standard deviation. While inferential statistics was utilized to test significance. The analyzed data was presented using percentages and frequency distribution tables and chart. The study result indicated that there was significant effect of monetary pay, allowance, fringe benefit and incentive on firm productivity. The study concluded that compensation practices significantly affected on firm productivity (p<0.05). The study recommended that other incentive should be explored based on employee performance which results in firm productivity.

Citation: Rugut Hillary Bon, and Kipkorirp Sitieneip Chrisp Simon (2022) Compensation Practices for Firm Productivity:  Empirical Study at Multinational Tea Companies in Kericho County in Kenya, European Journal of Business and Innovation Research, Vol.10, No.3, pp. 54-68

 

Keywords: Compensation, Kenya, Kericho County, descriptive research design, firm productivity, multinational tea companies