Effect of Financial Incentive on Employee Performance among Independent National Electoral Commission (INEC) Staff in Nigeria

N.A. Yongo¹ , E.U. Oki²

Section:Research Paper, Product Type: Journal-Paper
Vol.9 , Issue.3 , pp.8-17, Sep-2021

Online published on Sep 30, 2021

Copyright © N.A. Yongo, E.U. Oki . This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
 

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Abstract :
Employee performance in the public sector of Nigeria is still perceived with a lot of complexities, especially when evaluated on workplace motivational factors. When employees fully understand how their financial incentives are tied to work responsibility (particularly, risky tasks), they are expected to put effort commensurate with what they get as take-home packages. To put this under perspective, this study purportedly examined the individual effect of basic salary, hazard allowance and NHIS enrolment on employee task performance. The study adopted a quantitative survey approach, with a sample size of 293 INEC employees in Nigeria and the AMOS package was used to analyse the data. The results showed that there was a positive and significant relationship between basic salary and employee task performance in INEC; hazard allowance had the greatest positive and significant relationship with employee task performance in INEC; and NHIS enrolment was negatively and not significantly related to employee task performance in INEC. Based on these, recommendations were made that: basic salary of employees needs to be undergoing regular review to able them take care of the basic necessities of life/demand for money like food, shelter, health, family care and savings in line with current economic realities, as an addendum to the new minimum wage and consequential adjustments; hazard allowance should be re-evaluated to give more reward to INEC staff on field work than those in the office irrespective of the position occupied, and NHIS would need serious reinforcement through effective policy review and improved practices by the Health Maintenance Organisations (HMOs) based on users’ complaints.

Key-Words / Index Term :
Financial Incentive, Basic Salary, Hazard Allowance, NHIS, Employee Task Performance

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