Influence of Compensation Strategies on Employee Performance: Empirical Insights from Public Sector Universities

Author(s): Dr. Ruchika Kaura

Abstract:

This research paper investigates the impact of compensation practices on employee job performance within the context of public sector universities. As organizations increasingly prioritize work effectiveness and employee output, understanding the link between compensation and job performance becomes crucial. While competitive salaries and attractive benefits are undeniably key to attracting and keeping talent, job promotion opportunities and employment stability are now widely recognized as significant drivers of employee performance. This empirical study aims to provide insights into how specific compensation practices, job promotion, and job security collectively influence the job performance of employees in public sector universities. The study employs a quantitative research approach, utilizing survey data collected from employees of public sector universities. A structured questionnaire is designed to assess various dimensions of compensation practices, including salary, benefits, recognition, job promotion, job security as well as job performance metrics such as productivity, quality of work, and job satisfaction. Statistical analyses, including correlation analysis, regression modeling and moderation analysis are employed to examine the relationship between compensation practices and employee job performance. The results of the study demonstrate a positive and significant relationship of compensation practices, promotion & job security with employee job performance in public sector universities. Specifically, it is found that the employees who perceive their compensation packages to be fair, competitive, and aligned with their contributions exhibit higher levels of job performance. Furthermore, the study also explores potential moderating factors that have an influence on the strength and direction of this relationship, such as employee demographics, organizational factors, and job characteristics. The findings of the study are expected to contribute to the existing literature on Human Resource Management (HRM) by providing empirical evidence on the effectiveness of compensation practices, job promotion & job security in enhancing employee job performance, particularly within the context of public sector universities. The implications of the study's findings for HRM practices and organizational policy-making in public sector universities are discussed, emphasizing the importance of strategic compensation management in fostering employee engagement, motivation, and retention.

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Pages: 39-46     |    3 View     |    0 Download