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Journal articles on the topic 'Performance Reward System'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 September 2023

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1

Noorazem, Nurul Asyiqin, Sabiroh Md Sabri, and Eliy Nazira Mat Nazir. "The Effects of Reward System on Employee Performance." Jurnal Intelek 16, no. 1 (2021): 40–51. http://dx.doi.org/10.24191/ji.v16i1.362.

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Reward system which consists of financial rewards and non-financial rewards has become essential to an organization in managing employees’ performance. Motivated employees can be a significant factor in organizational success. When employees are motivated to work at higher levels of productivity, the organization as a whole will run more efficiently and is more effective at reaching its goals. Literature review on the previous studies has proven that the reward system can motivate and subsequently increase employees’ performance. Reward system comes in many forms, for example, intrinsic reward

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Andriani, Dewi. "Reward System Analysis on Employee Performance Improvement." Eduvest - Journal of Universal Studies 2, no. 6 (2022): 1102–7. http://dx.doi.org/10.59188/eduvest.v2i6.464.

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This research is motivated by the phenomenon of giving rewards that are not evenly distributed. The purpose of this study is to analyze the importance of the reward system in improving employee performance. This research uses a qualitative method with a literature review approach. The results of this study indicate that one form of reward is the provision of incentives. Incentives will enhance employee motivation in an effort to achieve the goal of improving performance. Motivation is an indicator that affects performance because it is an important driver that causes people to work is the need

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Momanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi, and Dennis O. Mokua. "Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya." Global Journal of Health Science 9, no. 1 (2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.

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BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on perfor

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TUMER, KAGAN, and ADRIAN AGOGINO. "MULTIAGENT LEARNING FOR BLACK BOX SYSTEM REWARD FUNCTIONS." Advances in Complex Systems 12, no. 04n05 (2009): 475–92. http://dx.doi.org/10.1142/s0219525909002295.

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In large, distributed systems composed of adaptive and interactive components (agents), ensuring the coordination among the agents so that the system achieves certain performance objectives is a challenging proposition. The key difficulty to overcome in such systems is one of credit assignment: How to apportion credit (or blame) to a particular agent based on the performance of the entire system. In this paper, we show how this problem can be solved in general for a large class of reward functions whose analytical form may be unknown (hence "black box" reward). This method combines the salient

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Francis, Felix, Clifford Tizhe Oaya Zirra, and Mambula I. Charles J. "Reward System as a Strategy to Enhance Employees Performance in an Organization." Archives of Business Research 8, no. 6 (2020): 156–64. http://dx.doi.org/10.14738/abr.86.8403.

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This research paper is about reward system as a strategy to enhance employee’s performance in an organization. The research means this needs of an organization and its employee, their low productivity behavior and therefore the way this behavior are often change through reward to enable their performance boost the organization needs. The research was administered through constructive analysis from different articles that base on reward system. Descriptive and exploratory research designs were used for the purpose of this research work. The study observed that there is positive relationship bet

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Mehmood, Sufyan. "Managing Performance through Reward System." IOSR Journal Of Humanities And Social Science 15, no. 2 (2013): 64–67. http://dx.doi.org/10.9790/0837-1526467.

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Purohit, Neetu. "Reward encourages beast.....oops, best!" Emerald Emerging Markets Case Studies 8, no. 4 (2018): 1–17. http://dx.doi.org/10.1108/eemcs-07-2017-0188.

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Learning outcomes: The reading and discussion on case will enable participants to appreciate importance of reward management in performance management system for both employee and organizational good; to develop insight on the effect of perceived discrimination on the motivation of employees; to internalize the effect of perceived unjust, subjective, non-communicative, non-transparent policies on the behavior and productivity of employees and overall organizational culture and climate; and to comprehend the importance of HR and OB issues with respect to performance management system for the be

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Pradhan, Gopal Man. "Impact of Reward Systems on Employee Performance of Service Sector Institutions in Nepal." Batuk 8, no. 2 (2022): 1–13. http://dx.doi.org/10.3126/batuk.v8i2.47008.

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Reward management in an organization helps to motivate and retain employees at work. It is an important element of human resource management. It is the process of creating, implementing and controlling an effective reward system in the organization that helps to maintain and improve organizational performance. It emphasizes the strategic purposes of attracting, motivating and retaining employees. Human resources are said to be the human capital that can play significant role for improving competitive advantage and sustaining business activities of all the organizations including financial inst

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Okocha, Peter Okocha, Gospel C. Emeyazia, and Christian Osakwe. "Appraising employee performance through a reward management system in the organisation." Journal of Global Social Sciences 3, no. 11 (2022): 211–26. http://dx.doi.org/10.31039/jgss.v3i11.75.

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The study looked at appraising employee performance using a reward management system. Two objectives are the degree to which profit sharing affects and the reward system motivating employees to improve in organizational performance. Two hypotheses were raised to guide the study. The survey research design was used with a population of 150 with a sample size of 109 using the Taro Yamani formula. Findings revealed a significant relationship. Recommendations were that both intrinsic and extrinsic rewards should be enhanced to drive commitment from employees. It was recommended that administering

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Ibrar, Muhammad, and Owais Khan. "The Impact of Reward on Employee Performance (A Case Study of Malakand Private School)." International Letters of Social and Humanistic Sciences 52 (May 2015): 95–103. http://dx.doi.org/10.18052/www.scipress.com/ilshs.52.95.

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Purpose: The aim of this study is to investigate how to employee performance impact on reward in private school. The study also aims to show how to employee improve the performance has in reward system. Design/methodology/approach: Questionnaire is used as instrument and 100 questionnaires were used to check the respondent’s opinion. Findings: descriptive analysis, correlation and multiple regression tests were applied for data analysis. Conclution: Study concludes that there is positive relationship between rewards (extrinsic and intrinsic) and employee’s job performance. Most of the organiza

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Hayat, Hayat, Sumartono Sumartono, Choirul Saleh, and Ratih Nur Pratiwi. "Religiosity Moderation on the Effect of Reward System and Motivation on Work Performance." IJEBD (International Journal Of Entrepreneurship And Business Development) 3, no. 02 (2020): 152–67. http://dx.doi.org/10.29138/ijebd.v3i02.976.

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The purpose of this study is to analyze the reward system on work motivation of the state civil apparatus and work performance, the effect of religiosity moderation on the influence of motivation on the work performance of the state civil apparatus and the effect of religiosity moderation on the effect of the reward system on the work performance of the civil apparatus country. The research method used quantitative research using WarpPLS 0.6 analysis. The results of research and discussion show that the reward system has a positive and significant effect on work motivation. More rewards given

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Emilia James, Oyira, Regina Ella, Nkamare S.E, Felicia E. Lukpata, Sylvia Lazarus Uwa, and Partric Awok Mbum. "Effect of reward system among health care workers performance: a case study of university of Calabar teaching hospital Calabar, Nigeria." Journal of Hospital Administration 4, no. 3 (2015): 45. http://dx.doi.org/10.5430/jha.v4n3p45.

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The study investigated the effect of reward system on health care workers performance in Teaching Hospital. It examined the relationship among monetary and non-monetary rewards and employees’ performance in University of Calabar Teaching Hospital (UCTH). Desk survey was used in gathering relevant information. Primary sources were questionnaire, observation and interview, while secondary data were gathered from internet, textbooks, journals and libraries. Chi-square statistical tool was used and the findings revealed the monetary reward had a positive impact on employees’ performance while non-

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Haryanto, Hanny, Umi Rosyidah, Acun Kardianawati, Erna Zuni Astuti, Erlin Dolphina, and Ronny Haryanto. "Fuzzy Smart Reward for Serious Game Activity Design." Scientific Journal of Informatics 10, no. 3 (2023): 271–86. http://dx.doi.org/10.15294/sji.v10i3.44051.

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Purpose: Serious game has been widely considered to be a potential learning tool, due to its main advantage to provide a fun experience in learning. The experience is supported mainly by in-game activities, where feedback is given in the form of rewards. However, rewards often don't work well due to various factors, for example, rewards are always the same, so they are monotonous. We use Appreciative Learning as underlying concept for activity design and fuzzy logic to create the reward behavior, called Fuzzy Smart Reward.Methods: We use Appreciative Learning as underlying concept for activity

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Emmanuel, Noko, and Joseph Nwuzor. "Employee and Organisational Performance: Employees Perception of Intrinsic and Extrinsic Rewards System." Applied Journal of Economics, Management and Social Sciences 2, no. 1 (2021): 26–32. http://dx.doi.org/10.53790/ajmss.v2i1.5.

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The study aimed to evaluate the perception of employees on both intrinsic and extrinsic reward system and whether reward system impact their performance and the organization performance at large. To achieve the objective, the study employed Structural Equation Modelling (PLS-SEM) approach to test six hypothesis. The study sampled 400 employee of Zenith Bank Plc using questionnaire send to the respondent emails. PLS-SEM result revealed that both extrinsic and intrinsic rewards have positive and significant impact on employee performance, although, extrinsic appear more potent than intrinsic rew

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Duru, Innocent U., Millicent Adanne Eze, Abubakar Yusuf, Akpan Aaron Udo, and Abubakar Sadiq Saleh. "Effect of reward systems on workers' performance at the university of Abuja." Asian Journal of Social Sciences and Management Studies 10, no. 1 (2023): 9–18. http://dx.doi.org/10.20448/ajssms.v10i1.4391.

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This study examined the effect of reward systems on workers' performance at the University of Abuja. It utilized descriptive and inferential statistics on a sample of 337 workers’ derived from 2145 workers through the random sampling technique. The results showed that employees are contented with the recognition accorded to them for executing good works, supervisors are open to assist or direct employees, supervisors encourage the ideas of employees’ and their styles of accomplishing things, supervisors’ expectations from employees in terms of job done are unclear to them and promotions and pa

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Wasiman, Wasiman. "THE INFLUENCE OF ORGANIZATIONAL CULTURE AND REWARDS SYSTEM ON THE PERFORMANCE EMPLOYEES OF HOTEL IN BATAM CITY WITH ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLES." Jurnal Apresiasi Ekonomi 6, no. 3 (2018): 305–13. http://dx.doi.org/10.31846/jae.v6i3.95.

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The purpose of this study was to determine the Influence of Organizational Culture and Rewards System, on the Performance of Hotel Employees in Batam City with Organizational Commitment as Intervening Variables. Respondents used in this study were employees of four-star hotels in Batam City with a total of 205 respondents. The method used in this research is observation, field, data collection by distributing questionnaires to employees of four-star hotels in Batam city. Data analysis uses multiple linear data analysis using SEM Amos program. Validi test results for organizational culture vari

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Regina Nursedima Marpaung, Shinta, Achmad Hizazi, and Wiralestari Wiralestari. "Pengaruh total quality management terhadap kinerja manajerial dengan sistem pengukuran kinerja dan sistem penghargaan (reward) sebagai variabel intervening (studi empiris pada perusahaan BUMN di Kota Jambi)." Jurnal Paradigma Ekonomika 17, no. 1 (2022): 137–48. http://dx.doi.org/10.22437/jpe.v17i1.16327.

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This study aims to prove empirically (1) the effect of total quality management on managerial performance, (2) the effect of quality management (3) The effect of performance measurement systems on managerial performance. (4) The effect of total quality management on the reward system (reward) (5) The effect of the reward system on managerial performance (6) The effect of total quality management on managerial performance is mediated by the performance measurement system (7) The effect of total quality management on performance managerial mediated by the reward system. The sample used as many a

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Sakwa, Suleiman Eshikumo, Mary Chui Mugwe, and Susan Macharia. "Principal’s Teacher Reward Strategies on Teacher Performance in Public Secondary Schools in Mumias East Sub-County, Kenya." East African Journal of Education Studies 6, no. 1 (2023): 38–55. http://dx.doi.org/10.37284/eajes.6.1.1050.

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This study unearths how school principals’ teacher reward strategies influence teacher performance in public secondary schools in Mumias East, following variations in teacher performances. That was accruing to the fact that there was global deterioration in teacher performance, and so was the case with Mumias East Sub-County, Kenya. The study applied a mixed methodology study design that utilized numerical measures and in-depth explorations in data collection. The measures of central tendency, comprising averages, percentiles, and Measures of dispersion comprising standard deviation were used.

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Petrick, Efraim, Kemala Rita Wahidi, and Rina Anindita. "Analysis of the Management the Head of Nurse Management and Reward System and Organizational Commitment as Mediation Variables at RSUP Dr Sitanala." European Journal of Business and Management Research 8, no. 1 (2023): 252–58. http://dx.doi.org/10.24018/ejbmr.2023.8.1.1744.

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Background: Hospitals as one of the health facilities are required to be able to provide quality services according to standards and run function by comprehensive, curative, and preventive to society. Source power existing human - at home sick almost more of 50% is nurse. Evaluation of one's performance nurse is quality nursing care. The determinant of performance is organizational commitment, nurses in her job need skill management for help cooperation to achieve desired goal. For increase performance achieved to the maximum need existence gift system rewards or compensation work. Research pu

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Rahim, Ramita Abdul, Noor Azrin Mohammad Nasir, Marlita Mat Yusof, and Nor Lela Ahmad. "Reward and Employee's Creativity: Case of Manufacturing Organization." Global Journal of Business and Social Science Review (GJBSSR) Vol. 1(4) 2013 1, no. 4 (2013): 10–17. http://dx.doi.org/10.35609/gjbssr.2013.1.4(2).

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Objective - The main objective of this study is to investigatestrategic reward systems that are intrinsic and extrinsic reward for employees. The rewards address four areas that consist of compensation, benefits, recognition and appreciation. This study discussed whether the reward system gives more benefit to the organization and employees such as improving the employee level of creativity or vice versa. Methodology/Technique - This study is a correlational study where the researchers examined the relationship between reward system and employee's creativity among administrative support person

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Jatmiko, Udik. "Management Accounting Information Systems, Performance Measurement Methods and Reward Systems in Influencing Managerial Performance." International Journal on Social Science, Economics and Art 11, no. 4 (2022): 180–89. http://dx.doi.org/10.35335/ijosea.v11i4.67.

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The problem that is the indication of management accounting information system policies, performance measurement methods, and reward systems that are less effective, so that they are felt to affect managerial performance. The number of samples obtained from the total population in as many as 32 people. Data analysis techniques using validity and reliability tests, multiple linear regression tests, t tests and F tests. The results of the research carried out obtained that partially the application of management accounting information systems to managerial performance. The performance measuremen

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Webb Day, Jillian, Courtney L. Holladay, Stefanie K. Johnson, and Laura G. Barron. "Organizational rewards: considering employee need in allocation." Personnel Review 43, no. 1 (2014): 74–95. http://dx.doi.org/10.1108/pr-09-2012-0156.

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Purpose – The purpose of this study is to investigate how employee need relates to rewards and employee perceptions of fairness within an organization in the USA using a pay-for-performance system. Design/methodology/approach – To evaluate the presence of a relationship between employee need and reward allocation in a pay-for-performance system, a questionnaire was administered to a sample of 292 employees from two departments at an academic medical center. Findings – The findings highlight the positive relationship between employee need and reward allocation that remains when controlling for

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Agustin, Ismar, Muliyadi Muliyadi, and Mutia Nadra Maulida. "Analisis Sistem Penghargaan dan Beban Kerja terhadap Kinerja Perawat Pelaksana Rumah Sakit pada Masa Pandemi COVID -19." Jurnal Keperawatan Silampari 5, no. 2 (2022): 1249–58. http://dx.doi.org/10.31539/jks.v5i2.3289.

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This study aims to determine whether rewards and workload affect the performance of nurses in inpatient services at a hospital in Palembang City. This research is included in the category of ex-post-facto study and is also causally associative. The results showed that most of the nurses had vocational education (D III Nursing) with 100 nurses (74.6%), female 116 (86.6%), married 112 (83.4%), and permanent employment status 40 ( 29.9%) followed by Honor/contract/non-permanent 39 (29.1%). The analysis results obtained a p-value of 0.048 for the nurse workload variable with nurse performance and

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Saputri, Berlian Yuli, and Shulhan Arief Hidayat. "Development of a Performance-Based Reward System Model for Job Satisfaction of Nurse." Fundamental and Management Nursing Journal 4, no. 1 (2021): 7. http://dx.doi.org/10.20473/fmnj.v4i1.21469.

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Introduction: a reward system is one of the motivators that managers can use to improve performance, but this is often overlooked. This research was conducted to develop a performance-based reward system model to increase nurse job satisfaction.Method: the design of this study used observational analytic, with a sample of 237 nurses from all nursing service units. Sampling using cluster random sampling. Data were analyzed using partial least square (PLS). Indicator variables namely reward, performance, reward system (intrinsic reward and extrinsic reward) were independent variables while job s

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LAWLER, EDWARD E. "Reward Practices and Performance Management System Effectiveness." Organizational Dynamics 32, no. 4 (2003): 396–404. http://dx.doi.org/10.1016/j.orgdyn.2003.08.007.

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Kolluru, Mythili. "Association between rewards and employee performance: An empirical research on Omani banks." Corporate Governance and Sustainability Review 5, no. 1 (2021): 15–21. http://dx.doi.org/10.22495/cgsrv5i1p2.

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The current paper aims to explore the association between rewards and employee performance in the Oman banking sector. This study evaluates data of 500 bank employees across 18 listed banks in the Sultanate of Oman. A theoretical framework is discussed to assess the effects of rewards on employee performance. According to this literature review, it is proven that rewards influence employee performance. Güngör’s (2011) study shows that organizations develop reward strategies to motivate and increase employee performance. Salah (2016) proves that rewards have a strong influence on employee perfo

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Tolero, Josue Alburo, and Jessie S. Echaure. "The Relationship of Learning Motivation, Reward and Achievement in Science of Secondary Students in The District of Botolan." International Journal of Multidisciplinary: Applied Business and Education Research 2, no. 9 (2021): 712–22. http://dx.doi.org/10.11594/ijmaber.02.09.01.

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ABSTRACT The study aimed to determine the effect of learning motivation and reward to the achievement in Science among junior high school students of Botolan District, Division of Zambales during SY 2018-2019. The study revealed that the respondent is a typical female. The respondents “strongly agree” on extrinsic, intrinsic and task value while “agree” on views about learning, self-efficacy and belief of achievement as dimensions of learning motivation. The respondents “agree” on tangible and intangible as dimensions on rewards system. The respondents “strongly agree” on indicator

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Taba, Muhammad Idrus. "Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction." Journal of Management Development 37, no. 1 (2018): 65–75. http://dx.doi.org/10.1108/jmd-11-2016-0256.

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Purpose The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Design/methodology/approach The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling. Findings Based on the analysis results, it can be concluded that the extrinsic reward system

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Mahato, Shikha, and Jaspreet Kaur. "The Impact of Compensation and Reward System on the Performance of Employees." Shanlax International Journal of Management 10, no. 4 (2023): 10–16. http://dx.doi.org/10.34293/management.v10i4.6177.

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This study is meant to ascertain the relationship between compensation and employees’ performance. The study aims to find out how satisfactory compensation enhances employee performance. The impact of reward administration on worker performance can be appropriate to those who develop their inspiration from it. Consequently, to say that reward influence workforces to perform may be fictitious and overstatement. Human requirements are dynamic in nature. For the sustainability, a compensation strategy should also illuminate the connexion between remunerations, salaries and reimbursements to the c

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Widmer, Mario, Jeremia P. O. Held, Frieder Wittmann, et al. "Reward During Arm Training Improves Impairment and Activity After Stroke: A Randomized Controlled Trial." Neurorehabilitation and Neural Repair 36, no. 2 (2021): 140–50. http://dx.doi.org/10.1177/15459683211062898.

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Background Learning and learning-related neuroplasticity in motor cortex are potential mechanisms mediating recovery of movement abilities after stroke. These mechanisms depend on dopaminergic projections from midbrain that may encode reward information. Likewise, therapist experience confirms the role of feedback/reward for training efficacy after stroke. Objective To test the hypothesis that rehabilitative training can be enhanced by adding performance feedback and monetary rewards. Methods This multicentric, assessor-blinded, randomized controlled trial used the ArmeoSenso virtual reality r

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Pikitda, Bulus. "Assessment of Technical and Supporting Staff Reward Systems during COVID-19 Pandemic in Jos University Teaching Hospital (JUTH), Plateau State, Nigeria." TEXILA INTERNATIONAL JOURNAL OF MANAGEMENT 7, no. 2 (2021): 71–83. http://dx.doi.org/10.21522/tijmg.2015.07.02.art008.

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The aim of this study was to assess the reward system for technical and supporting staff in Jos University Teaching Hospital (JUTH) in Plateau State. The study was guided by two objectives and one hypothesis. The study used a descriptive design approach, while a self-developed structured questionnaire titled Covid-19 Pandemic and Reward System Questionnaire (CARS-Q). The data were analyzed using simple percentages, mean rating standard deviation, and independent t-statistics. The results revealed that covid-19 allowances, access to palliatives, provision of personal protective equipment, payme

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Caudill, Helene L., and Constance D. Porter. "An Historical Perspective of Reward Systems: Lessons Learned from the Scientific Management Era." International Journal of Human Resource Studies 4, no. 4 (2014): 127. http://dx.doi.org/10.5296/ijhrs.v4i4.6605.

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This paper reveals how similar the reward systems prevalent during the scientific management era are to the rewards systems in use today. Systems popular today, such as profit sharing, gain sharing, skill/knowledge-based pay, merit-based pay/pay for performance, and variable-based pay, were also advocated during the reign of scientific management. The ideas expressed by several key scientific management contributors, including Frederick W. Taylor, Henry L. Gantt, Harrington Emerson, and Frank B and Lillian M. Gilbreth, are detailed. These ideas are compared and contrasted with existing reward

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Agustin, Wiwin Rosmiyanti, Faizal Mulia Z, and Dicky Jhoansyah. "Pengaruh Sistem Penilaian Kinerja Dan Reward Terhadap Kinerja Karyawan." Journal of Economic, Bussines and Accounting (COSTING) 5, no. 2 (2022): 1521–27. http://dx.doi.org/10.31539/costing.v5i2.2462.

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This study aims to determine the effect of performance appraisal system variables and rewards on employee performance. This study uses quantitative methods. The population in this study are employees of PT. Paragon Technology And Innovation DC Sukabumi and the sample used was 100 respondents. The data analysis technique used is multiple linear regression analysis and the sample technique used is probability sampling. The results of this study indicate that simultaneously and partially the variables of the performance appraisal system and reward have a positive and significant effect on employe

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Javed, Aisha, and Noor Muhammad. "Teachers Perceptions about Reward Systems in Classroom." Journal of Education and Social Studies 2, no. 2 (2021): 59–62. http://dx.doi.org/10.52223/jess.20212204.

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A Reward system is used to influence the people in any organization. In education, teachers are used rewards to influence students learning outcomes. Therefore, the present study was conducted to find out the teacher's perceptions about rewards in the classroom. All the teachers of the public primary school of district Toba Tek Singh were considered for the population of the study. A questionnaire was used as a research tool for collecting the opinion of respondents, including a five-point rating scale. A total of 200 teachers (100 male and 100 female) were selected as a sample from 100 public

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Etalong, Thomas Alama, Francis Okechukwu Chikeleze, and Afam Onyeka Chukwunyelum. "Evaluation of the Use of the Performance Appraisal and Reward System in Improving Employee Performance: A Survey of Selected Public Sector Organizations." International Journal of Management Technology 9, no. 1 (2022): 48–53. http://dx.doi.org/10.37745/ijmt.2013/vo9n1pp4853.

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To fulfil their fundamental obligations, public sector organisations are required to offer the population high-quality services. To carry out these duties, these organisations must have a qualified workforce (personnel). As a result, the workforce of the organisation needs to be sufficiently motivated to maintain pace with the organisational goal. This is accomplished through performance evaluation, which assesses the performance to ensure that employees are keeping up with their tasks and the reward system, which serves to maintain employee motivation. This study's main goal is to investigate

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VIRAY-CASTILLEJOS, BENILDA. "Teachers’ Use of Reward System: Inputs for Students Motivation Enhancement." AIDE Interdisciplinary Research Journal 3 (April 24, 2023): 169–79. http://dx.doi.org/10.56648/aide-irj.v3i1.61.

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This study determined the teacher’s perception of the reward system in the classroom. The study made use of the descriptive quantitative research design. The study was conducted in the School Division of Cauayan City in San Fermin Elementary School, San Isidro Elementary School, and North Central School for the academic year 2021-2022. This paper facilitated a researcher-made questionnaire to gather data on the teachers’ profiles, motivation forms, and perceptions of using the strategy. A Likert Scale was used to analyze the perception of the respondents. Also, the researcher used Spearman’s R

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Noor, Zaha, Nishatnaz Nayaz, Vrushabh Solanki, Adarsh Manoj, and Arti Sharma. "Impact of Rewards System on Employee Motivation: A Study of a Manufacturing Firm in Oman." International Journal of Business and Management Future 4, no. 2 (2020): 6–16. http://dx.doi.org/10.46281/ijbmf.v4i2.692.

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This paper illustrates the importance of employee motivation and the influence of reward and recognition program on the motivation and performance of the manufacturing and production workers of a manufacturing firm situated in the Sultanate of Oman. The goal of the report is to depict the predominant effect of reward and recognition on overall productivity, performance, and motivation. The data gathered for the research was through an exploratory research design wherein the survey questionnaire was distributed to a population of 30 respondents through a stratified sampling technique. Both the

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Siagian, Nancy Florida, Ambo Enre, and R. Elfrida Panjaitan. "Pengaruh Kepemimpinan dan Sistem Penghargaan terhadap Kinerja Pegawai dengan Kepuasan Kerja sebagai Variabel Media." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 2, no. 2 (2021): 453–61. http://dx.doi.org/10.36778/jesya.v2i2.113.

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The purpose of this study was to determine the effect of leadership and reward systems on Employee Performance with job satisfaction as a mediating variable. With a sample of 70 respondents. The tool used is a questionnaire. The results of this study are that leadership has a positive and significant effect on employee performance. The reward system has significant and significant effect on employee performance, leadership and reward systems have a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee performance, and leadership

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Fanggidae, Rolland Epafras, Ni Putu Nursiani, and Allen Bengngu. "The Influence of Reward on Organizational Commitment towards Spirituality Workplace as a Moderating Variable." GATR Journal of Management and Marketing Review (JMMR) Vol. 4 (4) Oct-Dec 2019 4, no. 4 (2019): 260–69. http://dx.doi.org/10.35609/jmmr.2019.4.4(5).

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Objective – Expectations for good performance from employees are inseparable from how companies determine certain systems or strategies to provide a balance between expected contributions and what has been given in the form of certain rewards or rewards to their employees. For that, the company must implement a system to improve employee performance, one of which is to implement a reward system. On the other hand, strategic changes in managing human resources leads to a holistic approach, in which organizational management not only emphasizes economic benefits or responsibilities, but also has

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Goet, Joginder, and Kiran Kharel. "The Effect of Performance Rating Systems on Employee Motivation of Nepalese Insurance Companies." Dristikon: A Multidisciplinary Journal 13, no. 1 (2023): 97–110. http://dx.doi.org/10.3126/dristikon.v13i1.56058.

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This study explores the effects of employee motivational elements, such as training and development (TD), communication (CO), commitment (CT), reward and recognition (RR), and feedback systems (FS) in listed insurance businesses in Nepal. The impact of motivational elements on employee motivation was investigated using the primary data from 405 observations of 24 Insurance Companies. This study examined the link and impact of the aforementioned elements on employee motivation in Nepalese insurance businesses using a correlational and causal research technique. This study identified a relations

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Nugraha, Randy Teguh Waluya, Budi Arifitama, and Yaddarabullah Yaddarabullah. "Decision Support System for Rewarding Courier Employees in North Jakarta Using Profile Matching." JURNAL INTEGRASI 13, no. 1 (2021): 26–31. http://dx.doi.org/10.30871/ji.v13i1.2535.

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Courier employees in an expedition company are an important asset for the company. Each Courier has a daily productivity performance to aim with a perfect score (100%) to gain a reward. However, an assessment based only on productivity performance cause problems, where it is impossible to achieve a perfect productivity score to get a reward. This research focus to improve the rewarding system using a decision support system by adding other aspects than productivity which is the behavioral aspect. Absentee, successful delivery, cash on delivery, status update, attendance, and lateness are the b

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Ari Pramesti, Putu Nadira, and IGAM Asri Dwija Putri. "Total Quality Management, Partisipasi Anggaran, Sistem Penghargaan, Budaya Organisasi dan Kinerja Manajerial." E-Jurnal Akuntansi 31, no. 3 (2021): 551. http://dx.doi.org/10.24843/eja.2021.v31.i03.p03.

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The purpose of this study is to analyze the research of Total Quality Management (TQM), Budget Participation, Reward System and Organizational Culture of Managerial Performance. The population in this study is the General Manager and Department Managers in 5 hotels sheltered by Grandmas Hotels Group, with a sample of 60 people. Data collection method used is a survey method with a questionnaire technique. The regression model in this study uses multiple linear regression analysis. The results in this study indicate that TQM has a positive effect on managerial performance at Grandmas Hotels Gro

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Zukarnain, Ismail Abdurrazaq, Fajar Harianto, and Sugianti Sugianti. "SISTEM PENDUKUNG KEPUTUSAN PEMBERIAN REWARD TENAGA KURIR DI SICEPAT EKSPRES DENGAN METODE PROFILE MATCHING." KOMPUTEK 6, no. 2 (2022): 57. http://dx.doi.org/10.24269/jkt.v6i2.1480.

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Humans in this life will work to survive or fulfill their needs and survival. Likewise, for the expedition employee for shipping goods at Sicepat Ekspres, this additional reward income is to motivate couriers to perform better. However, the problem that occurs in the process of giving employee rewards at the Sicepat Ekspres Madiun Mejayan branch is still manual, so that giving rewards is inefficient and the subjectivity factor tends to be high due to the absence of integrated and less effective supporting data. With this problem, the author has an idea to create a decision support system for g

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Sharon, Chisango, Manuere Faitira, and Muranda Zororo. "AN INVESTIGATION INTO THE RELATIONSHIP BETWEEN REWARD MANAGEMENT STRATEGIES AND ORGANIZATIONAL PERFORMANCE IN ZIMBABWEAN LOCAL AUTHORITIES (LA): A CASE STUDY OF MUTARE TOWN COUNCIL." International Journal of Research in Commerce and Management Studies 05, no. 02 (2023): 01–11. http://dx.doi.org/10.38193/ijrcms.2023.5201.

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The importance of aligning an organisation’s Reward Management system to the overall business strategy cannot be overemphasized. Tshukudu (2022) in his latest article acknowledges that, Reward system is a vital tool for driving business growth and boosting staff morale. The increasingly volatile business environment have seen most Company executives constantly demanding evidence that reward systems produce changes in performance. Therefore, this research paper sought to examine the relationship between reward systems and performance using Mutare City Council as a case understudy. The study foc

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Putra, Aditya Halim Perdana Kusuma, and E. Elpisah. "Effect of Internal Control System and Reward System on Managerial Performance with Locus of Control as Moderating Variable in Banking." Golden Ratio of Data in Summary 3, no. 1 (2023): 01–06. http://dx.doi.org/10.52970/grdis.v3i1.218.

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This study aims to: (1) assess the effect of the internal control system on managerial performance, (2) To assess the effect of the reward system on managerial performance (3) assess the effect of the internal control system on managerial performance with the locus of control as a moderating variable; (4) To assess the effect of the reward system on managerial performance with the locus of control as a moderating variable. This study uses primary data through a survey of 36 managers divided into three groups in each pre-determined sub-branch office at Mandiri Bank, Indonesian People's Bank, St

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Iyke-Ofoedu Maureen Ifeoma, Nwankwo Ernest Chukwuebuka, and Okechukwu Stanley Chidinna. "Effect of extrinsic reward system on employee’s productivity in deposit money banks in Nigeria." World Journal of Advanced Research and Reviews 18, no. 3 (2023): 458–69. http://dx.doi.org/10.30574/wjarr.2023.18.3.1092.

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This study investigated the effect of extrinsic reward system on employee productivity in deposit money banks in Nigeria. The specific objectives of the study are to: determine the effect of fringe benefits reward system on employee turnover intension and evaluate the effect of promotion reward systems on employee productivity. Research design was descriptive survey research. Study Area was Enugu State. Sample size of 378 respondents was drawn from 503 population of the study using Taro Yamane sample technique. The research question was answered with simple percentage, mean and standard deviat

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Indrasari, Arum, Justika Citra Apriliana Rosi, and Peni Nugraheni. "The Influence Of Total Quality Management Towards Managerial Performance With Management Accounting System, Islamic Leadership Style, And Organizational Commitment As Moderating Variables." 11th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 11, no. 1 (2020): 10. http://dx.doi.org/10.35609/gcbssproceeding.2020.11(10).

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The purpose of this study was to examine and analyze the influence of Total Quality Management towards Managerial Performance in Islamic based private universities in Yogyakarta with Performance Measurement System, Reward System, Islamic Leadership Style, and Organizational Commitment as moderating variable. The data were distributed and collected by purposive sampling technique to the respondents. The subject of this study was Managers or someone who holds structural position at the Islamic based private universities in Yogyakarta with total respondents of 104. The data were obtained from que

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Irawan, Yuda, and Nella Sari. "APLIKASI SISTEM PEMBERIAN REWARD BERDASARKAN KINERJA KARYAWAN DENGAN METODE ANALYTICAL HIERARCHY PROCESS (AHP) PADA TOKO GOLDEN JAYA STAR PEKANBARU." JURNAL TEKNOLOGI DAN OPEN SOURCE 2, no. 1 (2019): 87–101. http://dx.doi.org/10.36378/jtos.v2i1.149.

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The employee system at the Golden Jaya Star Pekanbaru Shop is currently based on the store's personal opinion, so its assessment of employee performance is not believed to be valid. This study aims to determine the employee performance appraisal system that is right used as the basis for awarding employee rewards. This research is expected to be able to help or facilitate the Golde Jaya Star Pekanbaru shop leader in providing rewards based on employee performance appraisal, among others, with the existence of this application can help leaders in giving rewards based on employee performance app

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Azman, Ismail, and Abd Razak Mohd Ridwan. "Performance-based Reward Administration Enhancing Employees’ Feelings of Interactional Justice." Studies in Business and Economics 12, no. 1 (2017): 5–18. http://dx.doi.org/10.1515/sbe-2017-0001.

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AbstractThe transformation in international business landscape has changed organizational management especially reward administration. This is done in order to maintain the organization’s competitiveness in global market place. In the field of reward administration, an emerging trend can be observed whereby most organizations are moving toward the application of psychological elements in administering organizational reward system. The ultimate objective of this study is to investigate the association between performance-based reward administration and interactional justice. The proposed model

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Sari, S.K.M, Nungki Liana. "HUBUNGAN PEMBERIAN PENGHARGAAN (REWARD) DENGAN KINERJA PERAWAT DI RAWAT INAP EKSEKUTIF RUMAH SAKIT UMUM DAERAH KABUPATEN JOMBANG TAHUN 2020." Jurnal Wiyata: Penelitian Sains dan Kesehatan 10, no. 1 (2023): 63. http://dx.doi.org/10.56710/wiyata.v10i1.705.

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Nurses are health professionals who provided services in 24 hours, that a decisive role in improved quality of care through result performance has given and reward system it could affected quality of hospital services. Purpose : seen the relationship between given reward and nurse performance at Jombang Distric Hospital. Method: quantitatif studied ; cross sectional studied design ; total sampling technique. Population and sample amounted 30 nurses. Scope of this research in executive inpatient care at Jombang Distric Hospital. Research results with 0,05 sig of Spearman’s rho are : salary p va

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