A Study on the Effect on Employee job performance on Rewarding employees on XYZ Company

Abstract

This research aims to investigate the relationship between employee rewards and job performance within XYZ Company. The study objectives are to examine the effect of rewarding employees on their job performance, identify the key variables influencing this relationship, and determine the most effective rewards in enhancing performance. A mixed-methods approach combining quantitative and qualitative data was utilized to provide a comprehensive understanding of the phenomenon. The main variables under investigation are employee job performance and employee rewards. Employee job performance was assessed through supervisor ratings, self-evaluations, and objective performance metrics, such as sales figures and productivity measures. Employee rewards encompassed both Extrinsic and Intrinsic rewards, including bonuses, promotions, recognition programs, autonomy, and professional development opportunities. The hypothesis proposed that employees who receive substantial rewards will demonstrate higher levels of job performance compared to those who receive minimal or no rewards. Additionally, it was hypothesized that certain factors, such as job motivation, organizational commitment, and perceived fairness of rewards, would moderate the relationship between Intrinsic, Extrinsic rewards and job performance. The study aimed to explore these potential moderating variables to gain deeper insights into the dynamics of the rewards, employee motivation and employee job performance link. A pragmatic research design was employed, involving a survey questionnaire administered to a sample of employees to collect quantitative data on rewards, job performance, job motivation, and organizational commitment. In addition, semi-structured interviews were conducted with a subset of participants to obtain qualitative data, allowing for a richer understanding of the employees' perspectives and experiences regarding rewards and job performance. Preliminary results from the quantitative analysis indicate a positive correlation between employee rewards and job performance, supporting the hypothesis that rewarding employees has a beneficial impact on their performance and their motivation. Furthermore, the qualitative findings shed light on the specific rewards that employees perceive as most motivating and impactful, such as opportunities for skill development and recognition for exceptional performance. The study's findings have important implications for XYZ organization in similar contexts, emphasizing the significance of implementing effective reward systems to enhance employee job performance. The research methodology utilized a combination of quantitative and qualitative approaches, providing a comprehensive understanding of the rewards-performance relationship. Future research could explore the long-term effects of different types of rewards and further investigate the role of individual and contextual factors in this dynamic.