Compensation Management and Employee Job Satisfaction: A Case of Nigeria

Adeoye, Abayomi Olarewaju; Fields, Ziska

doi:10.1080/09718923.2014.11893369

Cited by 46 publications

(35 citation statements)

References 15 publications

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“…This agreed with what Mwakidimi and Obwogi (2015) observed that pay has a weak influence on employee retention while work environment had a strongest influence. Also Adeoye and Ziska (2014) found a weak significant correlation between compensation management and employee job satisfaction. Mensah (2012) also support these when he observed that though management implements some of the compensation available, there are other benefits which are not satisfactorily administered and this has contributed to lack of zeal towards work (dissatisfaction).…”

Section: Discussion Of Findingmentioning

confidence: 99%

Compensation Management And Employee Retention Of Selected Commercial Banks In Anambra State, Nigeria

Chiekezie¹,

Emejulu²,

Nwanneka³

2017

ABR

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This study was necessitated due to rate of employee turnover, which is increasing in Nigeria banking system; a situation whereby employee continuously move from one bank to another in a short period of time. This paper seeks to examine the influence of compensation management on employee retention. It specifically set out to examine the relationship between Salary and Employee satisfaction in selected Commercial banks in Awka. The study employed descriptive research design. Primary source of data was the major instrument used for this study. 60 copies of questionnaire were administered to employees of selected commercial banks (First bank, Fidelity and Sterling bank); 56 were retrieved and they were all useful. Pearson's Product Moment Correlation was used for the analyses. The findings revealed that there is a positive weak relationship between salary and employee satisfaction. This shows that employees were not satisfied despite their seemingly attractive salary. In view of the finding, the study concluded that if management fail to formulate, administer and implement a good compensation policies that would allow them retain their talented employee; these employee might leave their job if they find a better offer elsewhere. The researcher recommended among others that compensation structure should include new and enticing ways to motivate and retain employee with wide range of benefits other than salary.

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Section: Discussion Of Findingmentioning

confidence: 99%

Compensation Management And Employee Retention Of Selected Commercial Banks In Anambra State, Nigeria

Chiekezie¹,

Emejulu²,

Nwanneka³

2017

ABR

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“…One of the latest study (Adeoye & Fields, 2014) recommended that insurance companies should design and implement career development programs such as promotion plans and rewards for employees to be committed to their careers and get success in the insurance sector. On the other hand, (Barley, Stephen, & K., 2001) stressed on the point that employee play key role in breaking or making of an organization.…”

Section: Literature Reviewmentioning

confidence: 99%

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

Pasha

Hamid

Shahzad

2017

Pak.j.stat.oper.res.

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The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees' career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.

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“…This necessitates the incorporation of structural capital (Gogan et al, 2015). Moreover, innovative strategies towards compensation have also reported having a substantial impact on the firms' practices (Adeoye & Fields, 2014). Reflecting upon the economy inclination towards knowledge, the development of the structural capital serves as a catalyst for increasing employee's retention.…”

Section: Introductionmentioning

confidence: 99%

The Influence of Compensation Management Strategy on Talent Retention: Exploring the Mediating Role of Structural Capital

Abou-Moghli¹

2019

IBR

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Background: Retention of the employees is recognized as one of the significant problems of the present business world. The retention phenomena are observed to be impacted by the compensation practices employed by the firm.Objective: Based on this, the study aims to assess the compensation management strategies among Jordan commercial banks using structural capital approach.Methods: The study employed a quantitative design for assessing the employee retention. For this, data collection has been done using a survey based on a questionnaire.Results: The study has found a significant and positive impact of work life balance, satisfaction, and benefits on structural capital and talent retention. Moreover, the study failed to report a significant impact of salary on opportunity and job nature.Conclusion: The structure of the compensation management in the banking sector must encourage a new design for improving its impact intensity.

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Compensation Management and Employee Job Satisfaction: A Case of Nigeria

Cited by 46 publications

References 15 publications

Compensation Management And Employee Retention Of Selected Commercial Banks In Anambra State, Nigeria

Compensation Management And Employee Retention Of Selected Commercial Banks In Anambra State, Nigeria

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

The Influence of Compensation Management Strategy on Talent Retention: Exploring the Mediating Role of Structural Capital

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