Date of Conferral
2022
Degree
Ph.D.
School
Management
Advisor
David Bouvin
Abstract
AbstractRewards systems have become an inherent aspect of how managers motivate employees in the workplace. This is influenced by factors that involve employees as well as employers. The researcher intended to investigate the impact of different rewards systems used in diverse organizations near a military installation in the southern United States, which impact employee work performance. This study examined the lived experiences of veterans and non-veterans who have worked in rural areas and their experience involving the rewards systems and work performance in organizations near a military installation in the southern United States. This research involved employing an interpretive research paradigm using a qualitative phenomenological research methodology, where twenty participants working in the military, health, and retail sectors were interviewed via in-depth interviews and focus group discussions. Participants were sampled using a purposeful approach, their interview data were coded and grouped into themes. The thematic analysis concluded that the participants experienced a disparity in the way rewards systems were implemented, affecting employees’ work performance and organizational productivity in undesirable locations. Findings established that employee rewards systems interfered with social implications as described by Lloyd and Mertens have some unintended outcomes that are affected by various factors by crushing employees’ expectations for an organizational steady bonus. A non-strategic rewards system erodes the link between what Lee described as effort will lead to a certain performance, leading to a given outcome.
Recommended Citation
Ukandu, Valentine Okechukwu, "Employee Experiences of Rewards Systems and Work Performance in Undesirable Locations" (2022). Walden Dissertations and Doctoral Studies. 12575.
https://scholarworks.waldenu.edu/dissertations/12575
