International Journal of Science, Engineering and TechnologyAuthors: EKUNDAYO, Olajesu G, OGUNNIYI, Adeola D, DAPO-THOMAS, Moyinoluwa
Abstract: Compensation has to do with the receiving of benefits in various forms as an exchange for work done or service rendered. Organizations have a responsibility to compensate their employees who provide services that facilitate the goals and objectives of the organization. Employee engagement, a human resource concept, refers to the connection an employee feels towards their organization that drives their dedication and devotion to work and their organization. This paper generally seeks to assess the role of compensation in driving employees’ engagement in a selected university in the south west region of Nigeria. This paper adopted a simple random sampling technique and two theories were used for the study. A total of 220 questionnaires were randomly administered to staffs in the selected university, 200 copies of the questionnaire were retrieved, which amounted to a 91% response rate. This research shows that compensation has a positive and significant influence on employee engagement. The findings also revealed that there is a significant impact between compensation management and employee’s engagement. The findings illustrate that compensation management has a moderate relationship with a predictive capacity of R=0.522. This study recommended that employees need to be well compensated and rewarded in order to improve employees’ productivity and performance, as well as positive attitudes. This study established that individuals who are well remunerated tend to possess a high level of productivity and attitude to work. The study established that to facilitate employees’ engagement, compensation management strategies should be effectively implemented by managers of organizations for the purpose of achieving organizational productivity.
DOI: http://doi.org/10.5281/zenodo.17678790
