Reward Structures and Employee Retention in Public Legal Institutions in Nigeria (Published)
Employee retention remains a critical challenge in Nigeria’s public sector, where rigid administrative structures and limited reward flexibility continue to weaken workforce stability. This study examines how three dimensions of reward structures (benefits, promotion, and incentives) influence employee retention in selected judicial and legal institutions. Using a quantitative cross-sectional design, data were collected through structured questionnaires from 354 employees across seven public institutions: The Supreme Court, Court of Appeal, Federal High Court, National Judicial Council, Federal Judicial Service Commission, National Judicial Institute, and Federal Ministry of Justice. Structural Equation Modeling (SEM) was employed to test the hypothesized relationships. Model fit indices demonstrated acceptable fit (χ²/df = 2.18, CFI = 0.952, TLI = 0.943, RMSEA = 0.061, SRMR = 0.047). Findings revealed that benefits (β = 0.16, p = 0.005) and incentives (β = 0.33, p < 0.001) significantly and positively influenced employee retention, while promotion showed no significant effect (β = 0.08, p = 0.094). The model explained 58% of variance in retention outcomes. These findings suggest that incentive systems constitute the most powerful retention mechanism in Nigeria's public sector, followed by benefits administration. The non-significant effect of promotion highlights structural challenges in public sector career advancement systems. The study contributes to public sector human resource management literature by providing empirical evidence on the differential effects of reward structure components in a non-Western context, offering practical insights for policymakers seeking to enhance workforce stability through targeted reward system reforms
Keywords: Benefits, Employee Retention, Incentives, Nigeria, Promotion, Public Sector, reward structures, structural equation modeling