Service delivery in Nigeria’s public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee’s performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies (MDAs) of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5% response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t-test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non-financial rewards on performance. In addition, the study discovered that non-financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in-service training, merit-based promotion, recognition, meritorious service awards, recommendation and other forms on non-financial reward were advocated while not forgetting performance-based-incentives.
Worker performance, Reward, service delivery, public sector, Nigeria
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