Impact of incentives system on motivation to improve employee performance in UAE public sector

Khamis Al Naqbi, Rashid Ahmed (2020) Impact of incentives system on motivation to improve employee performance in UAE public sector. Doctoral thesis, Universiti Tun Hussein Malaysia.

Preview	Text 24p RASHID AHMED KHAMIS AL NAQBI.pdf Download (775kB) | Preview
	Text (Copyright Declaration) RASHID AHMED KHAMIS AL NAQBI COPYRIGHT DECLARTION.pdf Restricted to Repository staff only Download (292kB) | Request a copy
	Text (Full Text) RASHID AHMED KHAMIS AL NAQBI WATERMARK.pdf Restricted to Registered users only Download (45MB) | Request a copy

Abstract

UAE market is one of the most attractive market to employees because of the UAE lifestyle and the employment benefits. However, employee’s turnover is high in UAE private and public sector, which affects the overall employee performance. Starting form this gap, the aim of this study was to examine the effects of incentive system on the employee’s performance along with the mediating role of motivation in UAE organizations that could guide policy maker and practitioner to design and implement an efficient incentives system for the HR managers in public institutions. The conceptual frame of this particular study are dependent upon two theories; Maslow’s need hierarchy theory and incentive - performance theory. This study has proposed incentives system as independent variable, employee’s motivation as mediating variable, and employee’s performance as dependent variable in the UAE organizational context. The quantitative research approach has been used to study the relationship among variables and the data collected by a well-structured survey. This study has applied a cross-sectional survey method and the unit of analysis was the employees in public sector organizations operating in UAE. The employees working in the Sharjah Economic Development Department at UAE are chosen as population and out of them 428 are framed as the final sample for this study. The survey was conveyed to 310 employees’ individuals from “Sharjah Economic Development Department” but gathered 249 substantial questionnaires. Results shows that social intensives have the highest impact, followed by monetary invectives, then Non-Monetary on employees motivation and employees performance. In addition, the three relations have significant direct effects and significant indirect effects. Therefore the three mediating hypotheses is accepted with partial mediating effect. Results shows that employees need in the UAE market is upgraded to social incentives which is higher that monetary need and HRM managers should consider this fact while designing their systems.

Item Type:	Thesis (Doctoral)
Subjects:	H Social Sciences > HF Commerce > HF5001-6182 Business > HF5549-5549.5 Personnel management. Employment management
Divisions:	Faculty of Technology Management and Business > Department of Production and Operation Management
Depositing User:	Mrs. Sabarina Che Mat
Date Deposited:	03 Feb 2022 02:41
Last Modified:	03 Feb 2022 02:41
URI:	http://eprints.uthm.edu.my/id/eprint/4749

Actions (login required)

View Item