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This study investigated direct compensation management and task performance of teachers in the Public Secondary Schools in Imo State, Nigeria. The purpose was to determine the influence of direct compensation management on the teachers’ task performance in public secondary schools. Three research questions and two hypotheses guided the study. A sample of 664 teachers was selected from three education zones by proportional stratified sampling. Systematic sampling was used to identify the individual sample subjects. Data was collected with a researcher constructed questionnaire titled, “Direct Compensation Management and Teacher Task Performance Questionnaire (DCMTTPQ)”, with a reliability coefficient of 0.816. The research questions were analyzed using weighted means and standard deviation while Pearson’s Product Moment Correlation was used to analyze the hypotheses. The results revealed that irregular payment of teachers’ salaries and allowances reduced to a great extent the teachers’ task performance. It also revealed that there is a high and negative correlation between direct compensation management in Imo State public schools and the teachers’ task performance. Based on the findings and conclusion, it was recommended that Imo State Government should be more committed to the welfare of teachers by paying their salaries and allowances as at when due in order to enhance their task performance. The paper also recommended the immediate implementation of 26% of annual budget allocation to education as recommended by UNESCO at both the Federal and State levels to meet up with the demands of teachers’ direct compensation management.
2013 •
This study investigated the influence of compensation and teacher supervision on teacher work performance. A total of 103 selected private basic school teachers in the Ashaiman community of Tema, Ghana completed the questionnaire, comprising 23 close-ended items related to forms of compensation, teacher’s job satisfaction, teacher supervision and teacher work performance constructs derived from the literature. The instrument used for the study was a five-point scale questionnaire. The Cronbach’s alpha was used to test for the reliability of the instrument. The reliability coefficient was 0.86. Data for the study were analysed using Pearson Product Moment correlation and multiple regression. It was found out that compensation and teacher supervision relate positively to teacher work performance; however, the two variables do not directly predict work performance. They do so only if teachers are satisfied with the forms of compensation available to them. Thus, teachers work performanc...
This work examined the relationship between monetary rewards and teachers’ performance in selected public secondary schools in Kano State. The study is quantitative in nature, and used survey research design. A total of 475 copies of survey questionnaire were distributed to teachers and 352 copies were retrieved and used for the study. Both cluster sampling and random sampling techniques were used. Using the SPSS version 17, descriptive statistics and regression analyses were employed in the analysis of the data for this study. The study found that there is significant positive relationship between salary, allowances and benefits (monetary rewards), and teachers’ performance in public secondary schools in Kano State. Generally, it is recommended that monetary reward for teachers in public secondary schools should be adequately provided. Specifically, it is recommended that teachers’ allowances should be given priority because it accounts for more variation in teachers’ performance than any other dimension of monetary rewards (salary and benefits) used in the study.
2017 •
The issue of compensation is a very essential one for organizations. Whether an organization attracts high quality or retains them highly depend on its compensation package. This study was motivated by the desire to find out about teacher perception of compensation and whether compensation affects teacher job satisfaction at the basic level since they laid the foundation for the future leaders of a country, which means that their ability to give off their best went a long way to affecting the caliber of persons that are brought up in our society. A convenience sampling procedure was used to select 100 basic school teachers for the study. Primary data were gathered through the administration of questionnaires. Statistical tools employed to analyze the data were frequencies, means and standard deviation. Pearson correlation and regression analysis were also adopted for hypotheses testing. The results revealed that teachers have anegative perception about compensation practices of the ...
This is a conceptual study that intends to examine the relationship between monetary reward and teachers' performance in Some Selected Kano State public secondary schools. Secondary schools are the bridge between primary education and higher institutions in Nigeria. The need for students to acquire more knowledge and skills beyond primary level in Nigeria has become imperative and hence the need for secondary school education. Therefore, teachers performance is of utmost concern since improvement of teachers' performance can lead to effective performance of students and the education sector at large. The study is going to be quantitative and will adopt survey research design. Cluster sampling technique will be used to obtain responses from the sample of 375 teachers. Regression analysis will be used for Data analysis through SPSS version 17. 1.0 Background to the Study The need for individuals to perform for the organization to function effectively is very important. Job performance is carrying out an activity expected from an employee largely influenced by the reward in place. When an employee does what is prescribed as the content of his job, he performed. Individual job performance is of high relevance for the existence and well being of organizations (Sonnentag, Volmer & Spychala, 2010). Armstrong (2010) argued that one of the most important, if not the most important, of the responsibilities undertaken by managers of organisations is to ensure that members of their entities achieve high levels of performance. These arguments justify the fact that performance of an organization is a reflection of the performance of employees and that the better the employees perform, the better the organization perform and vice versa. Therefore, there is the need for both government and private organizations to employ appropriate reward mechanism for compensating employees' contributions and ginger them towards higher performance. Monetary reward is a measure of influencing individual's drive to act towards desired direction. Monetary rewards comprised all rewards that have a monetary value and add up to total remuneration such as base pay, pay contingent on performance, contribution, competency or skill, pay related to service, financial recognition schemes, and benefits such as pensions, sick pay and health insurance (Armstrong, 2010). The importance of monetary reward cannot be over emphasized. Guajardo (2011) found that monetary rewards are the strongest incentive in Africa, especially salary increase or performance based rewards. Armstrong (2010) argued that monetary rewards are the core element in total reward. Similarly, a study conducted by Narsee (2012) in South Africa found that monetary reward is the most important reward category. These findings cannot be far from the fact that people work so that they can satisfy their various needs and wants from the reward they get. Therefore, a good monetary reward package attracts not only competent workers and retain them, but also determine their commitments and attitudes towards work, and teachers in Kano State are not exception. Teachers' performance is very vital such that poor performance by teachers (lateness, absenteeism, laziness) can seriously compromise teaching quality, learning outcomes, and social development (Bennell & Akyeampong, 2007). Akiri and Ugborugbo (2009) opined that the quality of education depends on teachers as reflected in the performance of their duty. A study by Salman, Mohammed, Ogunlade, and Ayinla (2012) has found that majority of teachers and students have agreed that payment of poor remuneration, in terms of salary and allowances for teachers, affects their performance which as a result contributed greatly to students' mass failure in Ondo State, Nigeria. Thus, what is the effect of salary, allowances, and benefit as monetary reward package on teachers' performance in Public Secondary Schools in Kano State? Furthermore, extant literatures on the relationship between monetary reward and teachers/job performance reported mixed conclusion. For example, a study by Engellandt and Riphahn (2004) in Switzerland found that surprise bonus payments is an effective incentives for employee effort. Ahn and Vigdor (2010) concluded that monetary incentives (bonus) lead teachers to try harder in USA. Similar study by Charity and Timinefere (2011) found that monetary reward has significant positive effect on employees' performance in Nigeria. A study by Gungor (2011) in Turkey revealed that financial rewards have positive effects on employee performance. Similarly, a study by Yamoah (2013) reported a significant relationship between teachers' rewards and job performance in Ghana. Lack of motivational factors such as salary, rent allowances and transport allowances negatively affect teachers' work performance in Ethiopia (Negussie, 2014). On the other hand, a study on teacher performance pay conducted by Adkins (2004) in Florida, USA found that most teachers and other instructional respondents disagree that teacher performance pay provides an
Compensation is a systematic approach to providing value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Wage and salary administration is concerned with designing and implementing total compensation package. The purpose of this research was to ascertain the impacts of compensation on the job satisfaction of teachers in Lakes State. The problem of the study revolved around teachers' dissatisfaction with their compensation before and in the aftermath of the South Sudanese civil war which started in December 2013, whereby the economic situation deteriorated badly, this further exacerbated the already dire situation of civil servants of various government ministries both at national and at sub-national levels. The economic downturn affected people's livelihood as cost of goods which are basically imported from the neighboring East African Countries of Kenya and Uganda soured. As prices continue to increase daily, staff salaries remained fixed. The research question was: what are the impacts of all forms of compensation on job satisfaction of teachers in Lakes State? The research was carried out in four schools within Rumbek Township and 42 teachers were reached out of the targeted population of 47 teachers. Purposive sampling was used to identify respondents and pretested questionnaires were shared with them. The resultant data was tabulated and analyzed. The findings showed lack of appropriate compensation which is embodied in the three predictor indicators (remuneration, supportive organization factors, demographic factors) and has caused unprecedented level of dissatisfaction among teachers. The predictor variables work in tandem to achieve a better job satisfaction for teachers or otherwise.
World Journal of Educational Research
The (Non) Influence of Monetary Incentives on Teacher Job Performance in Edo Central Senatorial District, NigeriaIn many developing countries Performance-Based Pay rewards (PBP) are a solution for improving teacher motivation. This study tested examines how teachers in Edo State, Nigeria felt about monetary incentives to increase job performance. Random sampling was used selecting a 20% sample of 164 of 820 teachers. Participants completed a questionnaire, and the data were analyzed using the Pearson Product Moment Correlation Coefficient. The study confirms no significant relationship between monetary incentives and teacher performance. Some possible explanations are provided and conclude that the use of monetary incentives in education in the state of Edo, Nigeria should be further reviewed.
Kuwait Chapter of Arabian Journal of Business and Management Review
Reward System and Employees Performance in Lagos State : A Study of Selected Public Secondary Schools2014 •
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Effects of Compensation on Job Satisfaction Among Secondary School Teachers in Maara Sub - County of Tharaka Nithi County, Kenya2015 •
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Effects of Compensation Practices on Academic Staff’s Job Performance in Federal University of Agriculture, Abeokuta, Ogun State, NigeriaThe study examined the effect of compensation practices on academic staff’s job performance in Federal University of Agriculture, Abeokuta, Ogun State, Nigeria. Multi stage sampling technique was used to purposively select 3 Agricultural base colleges followed by proportionate stratified sampling technique where respondents were randomly selected. One hundred and three (103) respondents from the three colleges of agriculture of the university were selected of which 92 questionnaires were retrieved. Data obtained was analyzed using descriptive and inferential statistics such as mean, standard deviation, chi-square and Pearson Product Moment Correlation. Finding revealed that the mean age of the respondents was 42.71 years, 71.7% of the respondents were male, 81.5% of them were married and 79.3% of the respondents were PhD holders. The mean years of experience was 10 years while their mean income was ₦217447.29. Most (79.4%) academic staff perceived that there is a pressing need to re...
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