MASR 431 442 Libre

3566 Words Nov 27th, 2014 15 Pages
Management and Administrative Sciences Review
ISSN: 2308-1368
Volume: 2, Issue: 5, Pages: 431-442 (2013)
© 2013 Academy of Business & Scientific Research

www.absronline.org/masr

 Research Paper
The Impact of Rewards on Employee’s Job Performance and Job
Satisfaction
Zeeshan Fareed1*, Zain Ul Abidan2, Farrukh Shahzad3, Umm-e-Amen4, and Rab Nawaz Lodhi5
1. MS Scholar, Department of Management Sciences, CIIT, Sahiwal, Pakistan
2. MBA, Department of Management Sciences, University of Education, Okara Campus, Pakistan
3&4. B.Com (Hons.), Hailey College of Commerce, Punjab University, Lahore, Pakistan
5. Lecturer, Department of Management Sciences, CIIT, Sahiwal, Pakistan

Now a day’s all firms or business entities are facing so many issues
…show more content…
and nonfinancial rewards mostly consist on social recognition, appreciation, work kind condition, meaning full work responsibility etc. (Luthans,
2000). According to Neckermann and Kosfeld
(2008), nonfinancial rewards also called nonmaterial awards.




The impact of intrinsic and extrinsic rewards on employee‟s performance.
Rewards increase your overall satisfaction on the job.

So the objectives of this research article is to find the impact of rewards on employee‟s job performance and employee‟s job satisfaction in telecommunication sector of Pakistan and target employees relates to PTCL and cellular companies like Ufone, Telenor, Warid, Zong, Mobilink jazz from Okara city. Both the objective consists on two separate models that discussed in the later portion of this study.
LITERATURE REVIEW
Rewards have two broad types; extrinsic and intrinsic rewards are also called financial and nonfinancial rewards and these rewards further

Research Paper

divided in so many sub categories. Extrinsic rewards relates to financial rewards or cash related like formal recognition, fringe benefits, incentive type payments, pay, promotion and intrinsic relates to nonfinancial or non-cash rewards like achievement, accomplishment feelings, recognition, job satisfaction and growth (Clifford,
1985). Today world balance between employee‟s commitment and performance for the organization is much necessary and rewards are most important tool for employee‟s commitment, job satisfaction,