Preliminary communication
https://doi.org/10.46458/27121097.2025.31.107
COMPENSATION MANAGEMENT AND PERFORMANCE OF CIVIL SERVANTS IN ONDO STATE, NIGERIA
Michael Olanipekun Aremo
orcid.org/0000-0002-0973-783X
; Department of Industrial Relations and Human Resource Management,Lagos State University, Ojo, Nigeria
Lateef Okikiola Olanipekun
orcid.org/0000-0003-4898-6414
; Department of Human Resource Management, Accra Institute of Technology Business School, Accra Institute of Technology, Accra, Ghana
Hammed Omotola Ojodu
; Department of Business Administration, Lagos State University of Science and Technology, Ikorodu, Lagos, Nigeria
Dominic Osei-Boakye
orcid.org/0009-0006-4311-3947
; Registrar, Accra Institute of Technology, Accra, Ghana
Daniel Amenyeawu
; Department of Human Resource Management, Accra Institute of Technology Business School, Accra Institute of Technology, Accra, Ghana
Abigail Narh Ayiku
; Department of Human Resource Management, Accra Institute of Technology Business School, Accra Institute of Technology, Accra, Ghana
Abstract
One of the challenges facing the Nigerian Civil Service today is the failure of both the Federal and State governments to adequately compensate their workforce. This has inevitably affected the overall performance of employees and has, over the years, made performance very low among civil servants. Based on the aforementioned arguments, this study investigated compensation management on employee performance in the Ondo State Civil Service. It specifically examined how regular salaries, irregular appointments & promotions, and poor incentives influence employees' performance in the Ondo State Civil Service. The study utilised a descriptive research design where a questionnaire was used in gathering responses from one hundred and fifty (150) level 01-13 employees from a population of one thousand one hundred and fifty-eight (1,158) staff of seven (7) MDAs in Ondo State. The findings of the study indicated that the correlation coefficients between employee performance and prompt payment of salaries, rewards, and incentives were significantly positive. Findings revealed that regular salary affected employees’ performance; additionally, irregular appointment and promotions significantly affected employees’ performance, and poor incentive has positive effect on employees’ performance in the Ondo State Civil Service, Nigeria. The study concluded that effective compensation management will significantly contribute to improved employee performance in the Ondo State Civil Service. However, utilising strong compensation strategies to enhance employee motivation and overall service quality within the civil service will lead to improved job satisfaction and effective service delivery.
Keywords
Compensation Management, Employees’ Performance; Irregular Appointments and Promotions; Poor Incentives and Regular Salary
Hrčak ID:
345277
URI
Publication date:
3.3.2026.
Visits: 181 *