Effects of Reward System on the Performance of Engineers in Ghana: Evidence from Selected Public Sector Organisations in Tarkwa

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.