COMPENSATION, EMPLOYEE PERFORMANCE AND ORGANIZATION PERFORMANCE IN GUARANTEE TRUST BANK (GT BANK) PLC

Bolaji Saheed Hamzat (), Bashiru Akande Bello () and Adedayo Mathias Opele ()
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Bolaji Saheed Hamzat: Bells University of Technology, Nigeria
Bashiru Akande Bello: Bells University of Technology, Nigeria
Adedayo Mathias Opele: Bells University of Technology, Nigeria

Business Excellence and Management, 2018, vol. 8, issue 4, 14-28

Abstract: In this paper, we moved away from the questionnaire and interview data gathering approach to test the fundamental assumption of HRM practices as they impact both employee and organizational performance using financial data. We argued that performance is better appraised a posteriori. Thus, we extracted financial data from the annual financial report from year 2002 to 2012 and the Pearson Correlation method is used to analyze the data. The analysis reveals that there is a positively strong and statistical significant relationship between, firstly, compensation and employee performance (0.815); secondly, compensation and organizational performance (0.666); and lastly, between employee performance and organizational performance (0.903). However, the findings should be treated with caution as these relationships do not imply a causal one. Importantly, the results strengthen the fundamental role of HRM practice of compensation as one of the important drivers of employee performance that culminates into the overall improved organizational performance.

Keywords: Compensation; organization performance; employee performance; HRM Practice (search for similar items in EconPapers)
Date: 2018
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Citations: View citations in EconPapers (2)

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Persistent link: https://EconPapers.repec.org/RePEc:rom:bemann:v:8:y:2018:i:4:p:14-28

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