Remuneration and Federal Inland Revenue Service employees’ performance in Nigeria

Published: 26 July 2024| Version 2 | DOI: 10.17632/8nfzjzx47m.2
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Description

Study investigated the relationship between employee performance and compensation at Nigeria's Federal Inland Revenue Service (FIRS). The goal of the study was to elucidate how different aspects of compensation (salary, incentives, and perks) impact FIRS employees' motivation, job satisfaction, and overall performance. Study used quantitative approach, using survey data to obtain thorough understanding of the subject. A pool of representative samples of FIRS employees were given copies of a structured questionnaires to complete in order to rate their impressions of salaries, job satisfaction, and performance. Results of this study offer empirical and theoretical proof of connection amid salaries earned and worker performance in Nigeria's FIRS. Higher levels of compensation were expected to favourably impact motivation, work satisfaction, and performance. These levels of compensation include competitive salaries, performance-based bonuses, and alluring benefit packages. The findings of the study will be relevant for Nigerian policymakers and FIRS administration. The results will guide the creation of evidence-based measures to raise worker productivity through better pay practices. The FIRS and other government organizations can optimize their human resource management procedures and eventually improve revenue generation and service delivery by realizing the importance of compensation in developing a motivated and productive staff.

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Study is a survey, it a is of non-experimental design. It. Study population consists of FIRS employees nationwide. Samples were drawn using simple random sampling technique to include FIRS employees from six geopolitical regions in Nigeria, including the Federal Capital Territory (FCT). The primary data used were obtained via a structured questionnaire, copies of which were electronically mailed to the employees. We initially conducted a pilot survey to evaluate the research instrument in order to identify and resolve any issue that could limit the survey. The quantitative data were collected from a sample of FIRS employees using a structured questionnaire. Study purposed to provide the FIRS’ management with evidence-based recommendations for designing effective compensation strategies that align employees’ motivation with organizational goals, which thereby enhance overall performance. FIRS can implement changes to strengthen its ethical practices, rebuild public trust, and foster a positive perception of the organization. Study covers FIRS offices across the country’s six geopolitical zones including the FCT. Data were sourced from FIRS offices across the six zones with the use of electronic copy of the questionnaire, which were sent via e-mail to FIRS offices across Nigeria to obtain responses, which we analysed. Model specification P = ß0 + ß1(Bs) + ß2(Al) + ß3(Lb) + ε - - - - - - - - - equation 1 Where: P = Employee performance β0 = Coefficient of the constant β1 – β3 = Coefficients regression for independents variables Bs = Basic Salary Al = Allowances Lb = Annual leave bonus ε = error term The independent variables include basic salary, allowances, and annual leave bonus; while the dependent variable is employees’ performance.

Institutions

Landmark University College of Business and Social Sciences

Categories

Ethics, Corporate Finance, Corporate Governance, Corporate Accounting, Corporate Crime

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