Employee Well-Being: Recognition and Non-Academic Staff Performance in Select Federal Universities, South-South Geo-Political Zone, Nigeria (Published)
Employee recognition has become essential aspect of employee well-being in work place worldwide. This is so, as it affects performance of employees in organisations. The researcher investigated, the extent which employee well-being variable, recognition affect performance of non-academic staff (PNAS) in select Federal Universities, South-South geo-political zone, Nigeria. A survey research design was employed for this study. Hypothesis was developed to guide the study. The population of 19649 non-academic staff was used. Sample size of 392 was determined from Taro Yamane method. Data were collected from structured questionnaire. Stratified and random sampling technique were adopted. Useable instruments of 380 were returned. This was analysed using descriptive statistics and linear regression. The findings indicated that a relationship existed between employee recognition and performance in terms of commitment. The results also revealed that positive and significant relationship existed between employee well-being: recognition with Beta coefficients (β) value of 0.444, at P<0.000). In conclusion, employee well-being and recognition had significant and positive effect on staff performance. It is recommended that universities should establish and maintain work culture that acknowledges employees’ achievement openly among peers, to motivate employees for superior performance.
Keywords: Employee well-being, Performance, Recognition, and non-academic staff.
Factors Influencing Motivation Level of Academic Staff in Education Sector of Pakistan (Published)
The aim of the research was to determine the relationship between rewards and work motivation of Public Sector College teachers of Pakistan. A Questionnaire was used to collect information from 200 respondents. It was composed of 37 items that measured rewards and overall motivation of academic staff. Rewards were measured using five dimensions namely: pay, working conditions, job security, work itself and recognition. Data analysis was done using correlations and regression techniques. Work itself and recognition had statistically strong positive and significant association with motivation of teachers. However weaker relationship was found with working conditions and pay. This study conducted upon college/university teachers can also be conducted upon school teachers and other sector organizations. Dimensions of rewards, other than the five, used in this study can also be taken to determine their association with motivation as well as impact of demographics on motivation.
Keywords: Job Security, Motivation, Pay, Recognition, Work Itself, Working Condition