Influence of perceived remuneration and performance self-appraisal on work motivation among bank employees in Ibadan metropolis, Nigeria
DOI:
https://doi.org/10.61841/y7mpc202Keywords:
Perceived remuneration, Performance self-appraisal, Work motivation, Bankers, NigeriaAbstract
The purpose of the present paper is to examine the influence of perceived remuneration and performance self-appraisal on work motivation among bank employees in Ibadan metropolis, Nigeria. Therefore, this paper plans to suggest ways of increasing employees work motivation within the Nigerian banking industry, especially banks in Oyo State. The current investigation adopted a quantitative research approach as well as a cross-sectional survey research design. The empirical findings showed that although both perceived remuneration and performance self-appraisal jointly predict work motivation among the bank employees in Ibadan metropolis, Nigeria, only perceived remuneration was found to have a significant influence on work motivation among the bank employees in Ibadan metropolis, Nigeria. Also, the research showed that among the three demographic factors (sex, educational qualification, and religion) that significantly jointly influence work motivation among bank employees in Ibadan metropolis (Nigeria), only educational qualification showed a significant independent (main) influence on work motivation. Furthermore, this paper concluded that the Nigerian bank employees perception of the remuneration system under which they work is a factor of how old they are and how much work experience they have, and that their work motivation increases with a favorable perception of their remuneration system. In addition, the present study has shown that the Nigerian bank employee's age leads to an increase in their work experience.
Consequently, these findings have major implications for good human relationships, positive employee behavior management, employee motivation, as well as economic growth and excellent job performance within the Nigerian banking industry.
Downloads
References
1. Ajila, C. (1997). Job motivation and attitude to work as correlates of productivity among workers in manufacturing companies in Lagos State, Nigeria. Unpublished
PhD Dissertation). OAU Ile-Ife Osun State, Nigeria.
2. Akintayo, D. (2012). Working environment, workers‟ morale and perceived productivity in industrial organisations in Nigeria. Education Research Journal, 2(3), 87-
93.
3. Akintoye, I. (2000). The place of financial management in personnel psychology. Paper presented at the A Paper Presented as Part of Personnel Psychology Guest
Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria.
4. Awosusi, O. O., & Jegede, A. O. (2011). Motivation and job performances among nurses in the Ekiti state environment of Nigeria. Int J Pharma and BioSciences, 2(2),
B583-B595.
5. Babbie, E., & Mouton, J. (2001). The practise of social science research. Belmont, CA: Wadsworth.
6. Boyd, B. K., & Salamin, A. (2001). Strategic reward systems: A contingency model of pay system design. Strategic Management Journal, 22(8), 777-792.
7. Cahyanugroho, A., Hubeis, M., & Wijayanto, H. (2016). The effect of remuneration on motivation that implicates Employee‟s performance in XYZ company.
Indonesian Journal of Business and Entrepreneurship (IJBE), 2(2), 112.
8. Chen, J., & Eldridge, D. (2010). Are “standardized performance appraisal practices” really preferred? A case study in China. Chinese Management Studies, 4(3), 244-
257.
9. Colvin, G. (1998). What money makes you do. Fortune, 138(4), 213-214.
10. Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behaviour. Psychological Inquiry, 11(4), 227-
268.
11. Druskat, V. U. (1994). Gender and leadership style: Transformational and transactional leadership in the roman catholic church. The Leadership Quarterly, 5(2), 99-
119.
12. Fox, W. M. (1987). Improving performance appraisal systems. National Productivity Review, 7(1), 20-27.
13. Giancola, F. L. (2009). Is Total Rewards a Passing Fad? Compensation & Benefits Review, 41(4), 29-35.
14. Gomez‐ Mejia, L. R., Makri, M., & Kintana, M. L. (2010). Diversification decisions in family‐ controlled firms. Journal of Management Studies, 47(2), 223-252.
15. Harrington, J. R., & Lee, J. H. (2015). What drives the perceived fairness of performance appraisal? exploring the effects of psychological contract fulfilment on
employees‟ perceived fairness of performance appraisal in US federal agencies. Public Personnel Management, 44(2), 214-238.
16. Hitt, D. D., Marriott, R. G., & Esser, J. K. (1992). Effects of delayed rewards and task interest on intrinsic motivation. Basic and Applied Social Psychology, 13(4),
405-414.
17. Itzhaky, H., & York, A. S. (2000). Empowerment and community participation: Does gender make a difference? Social Work Research, 24(4), 225-234.
18. Jabeen, M. (2011). Impact of performance appraisal on employee‟s motivation. European Journal of Business and Management, 3(4), 197-204.
19. Kirtley, M. D., & Weaver III, J. B. (1999). Exploring the impact of gender role self-perception on communication style. Women's Studies in Communication, 22(2),
190-209.
20. Leithwood, K., & Jantzi, D. (1997). Explaining variation in teachers‟ perceptions of principals‟ leadership: A replication. Journal of Educational Administration,
35(4), 312-331.
21. Linz, S. J. (2003). Job satisfaction among Russian workers. International Journal of Manpower, 24(6), 626-652.
22. Lips, H. M. (2000). College students' visions of power and possibility as moderated by gender. Psychology of Women Quarterly, 24(1), 39-43.
23. Mani, B. G. (2002). Performance appraisal systems, productivity, and motivation: A case study. Public Personnel Management, 31(2), 141-159.
24. Maurer, T. J. (2001). Career-relevant learning and development, worker age, and beliefs about self-efficacy for development. Journal of Management, 27(2), 123-140.
25. Maxwell, G., & Farquharson, L. (2008). Senior managers' perceptions of the practice of human resource management. Employee Relations, 30(3), 304-322.
26. Mullins, J.L. (2002). Management and organisational behaviour, Prentice-Hall.
27. Nwachukwu, C. C. (1994). Effective leadership and productivity: Evidence from a national survey of industrial organisation. African Journal for the Psychological
Study of Social Issues, 1(1)
28. Ojo, J. (2008). Effect of bank frauds on banking operations in Nigeria. International Journal of Investment and Finance, 1(1), 103.
29. Okurame, D. (2002). Influence of psychosocial factors and the mediatory role of informal mentoring on career outcomes of first-line bank managers in Nigeria.
Unpublished Doctoral Dissertation.
30. Olajide, A. (2000). Getting the best out of the employees in a developing economy. A Personnel Psychology Guest Lecture Series. Department of Guidance and
Counselling, University of Ibadan, Nigeria, 45(3), 253-262.
31. Onyeukwu, P. E., & Ekere, N. E. (2018). Evaluation of staff motivation strategies on the productivity of the Nigerian banking industry. International Journal of
Innovation and Economic Development, 4(1), 51-59.
32. Ovidiu-Iliuta, D. (2013). A study on the cultural differences between public and private hospitals from Bucharest. Annals of the University of Oradea, Economic
Science Series, 22(1), 1469-1478.
33. Rosener, J. B. (1990). Ways women lead. Harvard Business Review, 68(6), 119-125.
34. Sohail, A., Safdar, R., Saleem, S., Ansar, S., & Azeem, M. (2014). Effect of work motivation and organisational commitment to job satisfaction:(a case of the
education industry in Pakistan). Global Journal of Management and Business Research.
35. Stevens, G. (2010). „Monetary Policy and the Regions‟, Address to Foodbowl Unlimited Forum Business Luncheon, Shepparton, 20 September 2010.
36. Thacker, R. A. (1995). Gender, influence tactics, and job characteristics preferences: New insights into salary determination. Sex Roles, 32(9-10), 617-638.
37. Thompson, W. D. (2000). Can you train people to be spiritual? Training & Development, 54(12), 18-18.
38. Ushus, M., & Johney, J. (2015). Impact of performance appraisal and work motivation on work performance of employee: With special reference to A multispeciality hospital in Kerala.„. IOSR Journal of Business and Management, 17(6).
39. Van Engen, M. L., Van der Leeden, R., & Willemsen, T. M. (2001). Gender, context and leadership styles: A field study. Journal of occupational and organizational
psychology, 74(5), 581-598.
40. Williams, E. S., Konrad, T. R., Scheckler, W. E., Pathman, D. E., Linzer, M., McMurray, J. E., Schwartz, M. (2001). Understanding physicians: Intentions to
withdraw from practice: The role of job satisfaction, job stress, mental and physical health. Advances in health care management (pp. 243-262) Emerald Group
Publishing Limited.
41. Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organisational commitment as predictors of organisational citizenship and in-role behaviours. Journal
of
Management, 17(3), 601-617.
42. Williamson, O. E. (2000). The new institutional economics: Taking stock, looking ahead. Journal of Economic Literature, 38(3), 595-613.
Downloads
Published
Issue
Section
License
Copyright (c) 2024 Author
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
