Remuneration systems are also often under investigation as economic levers of performance, besides being efficient symbolic carriers of institutional values concerning morality. This paper investigates remuneration within a moral economy frame, analysing its structure that links to employee commitment to ethics within the Nigerian public service sector that is replete with integrity issues. It analysed cross- sectional survey data from 114 Nigerian tax officers, and it was noted that the study found 76%, 73%, and 72% of the respondents relating basic salary, fringe benefits, and leave bonuses, respectively, to increased motivation, work ethic, and commitment. Crucially, analyses underpin theories of behaviour, equity, and agency; high remuneration per se is less important compared to procedural justice and transparency. Indeed, as findings suggest, equitable remuneration may be perceived as a moral signal in support of institutional authority and civic duty. What this research uncovers is that remuneration may be perceived to support integrity and trust in public service rather than merely being a transactional tool itself. By bridging organizational theory with public administration practice, this study offers evidence-based insights for policymakers and managers seeking to enhance integrity and performance in developing country public sectors.
Adebanjo Falaye (Thu,) studied this question.