Impact of Incentives on the Job Performance of Employees Working in Textile Industries of District Kohat
The study was focused to find the impact of the incentives on the job performance of the employees working in the textile industries particularly conducted to identify the financial & non-financial incentives used for the betterment of textile employees. This study also compared the significance of incentives between Kohat Textile Mills and Janana Demaluchu Textile Mills in district Kohat. Population of the study constituted all the employees working in the Textile Mills situated in district Kohat. The study was delimited to the two Textiles Mills of district Kohat i.e., Kohat Textile Mills and Janana Demaluchu Textile Mills. 60 respondents, having age between 20 to 50 years, were selected using stratified sampling technique from two selected textile mills (30 from Kohat Textile Mills and 30 from Janana Demaluchu Textile Mills). A self-made questionnaire was used as research instrument for the collection of the information from the employees working in sampled textile mills. After collection of the data, it was tabulated and analyzed by using t-test for finding the significance between two mills at alpha level of 0.05 value. It was concluded that salary packages, overtime payment and bonus were more attractive financial rewards as compared to the non-financial rewards like free education of the children, recreational activities, and retirement benefits which were considered as more necessary for the employees’ satisfaction into their lives.
Keywords: Yearnings, Financial, Non-financial, Employees, Packages, Overtime
Asif, S. D. (2007). Textile Sector is the backbone of Pakistan's economy. The ills faced by the sector and its contribution towards economic development. Syndicate, FBR Pakistan.
Azhar, S., & Batool, S. M., (2004). Education and the HR Challenge, Human Resource Development Network. p.3-5
Basta, S., Soekirman, Karyadi, D., & Scrimshaw, N. (1979). Iron deficiency anemia and the productivity of adult males in Indonesia. The American Journal of Clinical Nutrition, 32(4), 916-925. doi: 10.1093/ajcn/32.4.916
García‐Bernal, J., Gargallo‐Castel, A., Marzo‐Navarro, M., & Rivera‐Torres, P. (2005). Job satisfaction: empirical evidence of gender differences. Women in Management Review, 20(4), 279-288. doi: 10.1108/09649420510599098
Chen, S., Yang, C., Shiau, J., & Wang, H. (2006). The development of an employee satisfaction model for higher education. The TQM Magazine, 18(5), 484-500. doi: 10.1108/09544780610685467
Cranny, C., Smith, P., & Stone, E. (1992). Job Satisfaction. New York: Lexington Books.
Fashoyin, T., (1997). Labour Relations and Productivity Enterprise and Management Development, Working Paper EMD/18/E, Enterprise Development Department.
Greasley, K., Bryman, A., Dainty, A., Price, A., Soetanto, R., & King, N. (2005). Employee perceptions of empowerment. Employee Relations, 27(4), 354-368. doi: 10.1108/01425450510605697
Group, M. (2011, September). Retrieved 2013, from shrm: http:// www.s hrm.org/ hrdisciplines/ compensation/ articles/ pages/ noncashmotivator.aspx
Lund, D. B. (2003). Organizational culture and job satisfaction. Journal of Business and Industrial Marketing, 18(3), 219-236.
Ministry of Finance, Government of Pakistan. (2009). Economic survey of Pakistan 2008-2009. Retrieved September 22, 2009, from, http://www.accountancy.com.pk/docs/economic- survey-of-pakistan-2008-09.pdf
Nyce, S. (2017, Nov 17). Willis Towers Watson. Retrieved from https://www.willistowerswatson.com/en/insights/2017/11/2017-global-benefits-attitudes-survey
Rehman, A. U. (2008). Constraints in the Evaluation of HRD Interventions. NUML Journal of Management and Technology,1, 138-158.
Saqib, S., Abrar, M., Muhammad Sabir, H., Bashir, M., & Ahmad Baig, S. (2015). Impact of Tangible and Intangible Rewards on Organizational Commitment: Evidence from the Textile Sector of Pakistan. American Journal of Industrial And Business Management, 05(03), 138-147. doi: 10.4236/ajibm.2015.53015
Tausif, M. (2012). Influence of Non-Financial Rewards on Job Satisfaction: A Case Study of Educational Sector of Pakistan. Asian Journal of Management Research, 2(2).
Teti, E., & Andriotto, M. (2013). Effectiveness of employee welfare schemes: differences of specific professional profiles. The International Journal of Human Resource Management, 24(17), 3232-3246. doi: 10.1080/09585192.2013.763840
World Bank, (1991). World Development report, New York: Oxford University Press Retrieved on July 22, 2008 from http://www-wds.worldbank.org/external/default/ DSContentServer/ IW3P/ IB/ 1998/ 11/17/000009265_3981005112648/ Rendered/PDF/ multi0page.pdf
Yousaf, S., Latif, M., Aslam, S., & Saddiqui, A. (2014). Impact of financial and non-financial rewards on employee motivation. Middle-East journal of scientific research, 21(10), 1776-1786.
Zaidi, S. A., (2006). Introduction: The Context of Globalization in Pakistan. In: A. Sabina & S. A. Zaidi. (Eds), Education under Globalization: The Case of Pakistan (pp. 1-11). Pakistan, Actionaid.
IJITL by Department of Education, IIUI is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. Based on a work at www.iiu.edu.pk. Permissions beyond the scope of this license may be available at Licensing and Copyright. All articles published by IJITL are licensed under the Creative Commons Attribution 4.0 International License. This permits anyone to copy, redistribute, transmit and adapt the work provided the original work and source is appropriately cited as specified by the Creative Commons Attribution License.The journal allows readers to freely read, download, copy, distribute, print, search, or link to the full texts of its articles and to use them for any other lawful purpose. Once published the copyrights are retained with the Journal.
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International