Impact of Non-Financial Rewards on Employee’s Job Satisfaction of Administrative Officers in Selected Universities in Sri Lanka

Abstract

In the work context, some people love their work, self- motivated and always willing or volunteer to do something. Because it is interesting and provides them with psychological satisfaction too, more than money. There are two types of motivation as originally described by Herzberg (1996), which are intrinsic motivation and extrinsic motivation. It can be categorized mainly in to two parts. That is financial and non-financial rewards. According to Armstrong and Murlis (2005), they identified two major categories of rewards like financial and non-financial rewards. Accordingly, this research was conducted and analyzed the preferences of individuals within an organization for non-financial rewards on their job satisfaction. There were some research studies done with this topic. But none of related to the Administrative officers of the Government sector universities. This study aims to demonstrate whether there is a significant relationship between non-financial rewards and job satisfaction of the administrative officers of the selected government sector universities in Sri Lanka. For this study, the selected non-financial motivators such as Achievement, Advancement, and Recognition Responsibility were identified based on the literature. A random sampling method was selected as a sample method and collecting data from the selected universities. A survey was conducted among those Administrative officers using a five point likert scale questionnaire to collect primary data. Hypotheses testing and the correlation coefficient analyses were used to analyse the collected data. According to the hypotheses testing results and the correlation coefficient analysis of this research, results show that the non-financial motivators are moderately predict with their job satisfaction. The value of the coefficient of correlation of the selected total non-financial rewards and employee job satisfactions is 0. 752 at a 0.01 significant level - (r= 0. 752, p< 0.01). It shows that all the correlation coefficients of non-financial rewards which are Achievement, Advancement, Recognition and Responsibility are shown as a significant moderate positive linear relationship. There were three of the non-financial factors which are Advancement, Recognition and Responsibility are moderately positive associated with the employees’ job satisfaction. The Achievement factor is low positive associated with the employees’ job satisfaction. Both employees and the management desire and willingness to expend effort to reach particular goals or outcomes, sufficient trainings and also both can participate in organizational decision making process are the main recommendations for improving the above motivator. Also it can be said that “reward management is not just about money”. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation to employees. So it can motivate all types of employees by providing a proper mix of financial and non-financial rewards.