Reward Administration and Employee Productivity in the Nigerian Public Service: Evidence from the Akwa Ibom State Civil Service

This study examined the relationship between reward administration and employee job performance in the Akwa Ibom State Civil Service. The study was motivated by concerns over declining employee motivation, inadequate reward practices, delayed promotions, limited recognition, and poor welfare provisions, which have negatively affected employee commitment and performance within the public service. Specifically, the study investigated the relationship between financial rewards and employee job performance, as well as the influence of employee recognition on workers' performance in the Akwa Ibom State Civil Service. A descriptive survey research design was adopted for the study. The study population comprised 1,248 employees drawn from the Ministry of Economic Development, Ministry of Education, Ministry of Information and Strategy, and the Civil Service Commission. Using the Taro Yamane (1967) formula at a 5% level of precision, a sample size of 303 respondents was determined. A combination of stratified and simple random sampling techniques was employed to select the respondents. Data were collected through a structured questionnaire, while descriptive statistics and the Pearson Product Moment Correlation were used to analyse the data and test the hypotheses at the 0.05 level of significance. Of the 303 questionnaires administered, 290 were properly completed and returned, representing a response rate of 95.7%. The findings revealed that financial rewards have a significant positive relationship with employee job performance and that employee recognition significantly enhances workers' performance. The study further established that prompt payment of salaries and allowances, equitable reward administration, merit-based promotion, regular recognition of outstanding performance, and improved employee welfare significantly enhance employee motivation, organizational commitment, and effective service delivery. The study concluded that a comprehensive reward administration system that integrates both financial and non-financial rewards is essential for improving employee job performance in the Akwa Ibom State Civil Service. The study therefore recommended the institutionalization of transparent reward policies, timely merit-based promotions, effective employee recognition programmes, improved welfare packages, and conducive working conditions to enhance employee motivation, job performance, and overall organizational effectiveness.