Reward Ststems and Employee Performace Among Staff of the University of Benin, Benin City

This study empirically examined the impact of reward systems on employee performance among staff of the University of Benin, Benin City. The study covered two main objectives which includes: to examine the relationship between monetary rewards and employee performance among staff of the University of Benin and to investigate the impact of promotions on employee performance among staff of the University of Benin. Maslow's hierarchy of needs theory, Herzeberg two factor theory, Behaviour reinforcement theory, Agency theory, and Vroom's expectancy theory informed this study. A sample size of 100 respondents were selected from the University of Benin through Probability sampling. Data was collected using a structured questionnaire. The structured questionnaire was tested and the reliable coefficient was 0.81. The data were analyzed inferentially (Standard multiple regression analysis). The findings from the study revealed a significant and positive relationship between monetary rewards and employee performance. In addition, this study revealed a negative and significant relationship between promotions and employee performance. Therefore, this study recommend that the University of Benin should develop a clearly defined rewards program that is well communicated to all staff; regularly acknowledge staff contributions to maintain job satisfaction and increased performance and productivity, offer financial rewards more frequently, and reassess promotion procedures to ensure that the procedure is fair, merit-based, and accessible.