Abstract:
Modern business has learned that employee performance is one of the keys to organizational
success as a result of the establishment of human resources as a crucial discipline and a distinct
philosophy. The literature provides scholarly analysis of reward systems and employee
performance. The review of related literature permits comparison of the findings of this study and
similar pieces of research to provide a basis for accepting earlier conclusions. The design employed
for this study was a descriptive survey research design. The descriptive survey design involves the
collection of data within a short span of time from a sample of the target population and thereby
describing the characteristics of the event that pertains to the population through the selected
sample. The study aimed to investigate how Reward systems at the organization perceive
employee performance evaluation in light of the mediating role that performance of employee
plays in the development of the organization and the growth of the Ghanaian economy in general.
The study concluded that the control variables did not influence employee performance
significantly. The study identified that engineers in PSOs have high propensity to both extrinsic
and intrinsic rewards. Appropriate extrinsic and intrinsic rewards lead to increased performance
of engineers in the public sector. Although policy does not moderate the relationship between
extrinsic reward and employee performance, it plays very critical role in determining the levels
and values of extrinsic reward administered in public sector organizations.
