Resumen
AbstractPurpose: The primary aim of this study was to provide empirical evidence on how reward can trigger employees to act in a way that is in tandem with an organisation?s performance evaluation criteria in the service delivery sector. In addition, it examines how organisations can use reward to influence organisational commitment.Design/methodology/approach: A descriptive cross-sectional survey design was adopted. Primary data were collected using a structured questionnaire targeting the employees in the Nigerian public service sector. To test its hypotheses, the study used the data collected from 522 respondents in Nigeria Local Government (LG). Data were analysed on SPSS (version 20) using regression.Findings/results: The analysis of this study identifies reward to influence performance evaluation criteria and organisational commitment in the public service sector. The results obtained demonstrate that reward has a significant influence on organisational commitment. In addition, the reward system of an organisation was found to be a significant channel to reinforce the desired behaviours that inform performance criteria.Practical Implications: With the findings of this study it is concluded that reward is a key variable that can help the public service sector to become more effective and efficient. However, the use of reward by managers can make performance evaluation criteria worthy of appreciation by the employees, thereby increasing organisational commitment.Originality/value: This study revealed the dual role reward can play to influence employees? organisational commitment, and the behaviours that organisations desire to reinforce in performance evaluation criteria. This is the first study that examined this relationship.