Vol. 4 No. 1 (2024)
Articles

COMPENSATION MANAGEMENT AND EMPLOYEE COMMITMENT

Aniedi Michael James
Department of Business Administration, Faculty of Management Sciences, Akwa Ibom State University, Obio Akpa Campus, Oruk Anam, Akwa Ibom State, Nigeria.
Christabel D. Brownson
Department of Business Administration, Faculty of Management Sciences, Akwa Ibom State University, Obio Akpa Campus, Oruk Anam, Akwa Ibom State, Nigeria.
Anietie Efi
Department of Business Administration, Faculty of Management Sciences, Akwa Ibom State University, Obio Akpa Campus, Oruk Anam, Akwa Ibom State, Nigeria.

Published 2024-01-22

Keywords

  • Compensation Management,
  • Employee’s Commitment,
  • Motivation,
  • Pay-for-Performance,
  • Skill-Based Pay

How to Cite

Aniedi Michael James, Christabel D. Brownson, & Anietie Efi. (2024). COMPENSATION MANAGEMENT AND EMPLOYEE COMMITMENT. Research Journal of Management Practice, 4(1), 13-25. https://www.openjournals.ijaar.org/index.php/rjmp/article/view/392

How to Cite

Aniedi Michael James, Christabel D. Brownson, & Anietie Efi. (2024). COMPENSATION MANAGEMENT AND EMPLOYEE COMMITMENT. Research Journal of Management Practice, 4(1), 13-25. https://www.openjournals.ijaar.org/index.php/rjmp/article/view/392

Abstract

Hiring experienced and qualified workers is critical, but of greater importance is the organization’s ability to create a committed workforce. As such, this study examined the relationship between compensation management and employee’s commitment in Ibom Power Company (IPC) in Ikot Abasi Local Government Area of Akwa Ibom State, Nigeria. A cross-sectional survey design was used and the entire two hundred and seven (207) populations of IPC were purposefully adopted for the study. The major instrument for data collection was structured questionnaire administered to the respondents. The data collected were analyzed using simple percentage and Pearson’s product moment correlation through SPSS package. The findings revealed that pay-for-performance has positive and significant relationship with employee’s commitment in IPC (r = 0.892, p=0.000<0.05); and skilled-based pay has positive and significant relationship with employee’s commitment in IPC (r = 0.856, p=0.000<0.05). It was concluded that compensation management has positive and significant relationship with employee’s commitment in IPC. The study recommends that organization should be fair and consistent in its compensation management so as to create a committed workforce.

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