COMPARATIVE ANALYSIS OF COMPENSATION SYSTEMS OF PUBLIC AND PRIVATE UNIVERSITIES IN NIGERIA: THE IMPLICATIONS ON PERFORMANCE

Veronica E. Mogboh

PhD, Godfrey Okoye University, Enugu, Nigeria

Nnamdi S.N. Ene

PhD, Godfrey Okoye University, Enugu, Nigeria

Silba I. Uzochukwu

PhD, Coal City Business School, Enugu, Nigeria

Cordyl N. Obi

MSc, Institute of Ecumenical Education, Enugu Nigeria

ABSTRACT

This study investigated thecompensation systems adopted in the Nigerian universities by evaluating the implications of such systems on staff performance. Specifically, the work evaluatedthe degree to which extrinsic compensation systems affect staff commitment in the Nigerian universities and ascertained the effect of intrinsic compensation systems on turnover intentions in the Nigerian universities. The survey design was adopted with a population of 1,588 staff, from two randomly selected universities in Enugu State, Nigeria. The universities are Enugu State University of Science and Technology and Coal City University, Public University and Private University respectively. They were purposively selected. A sample size of 591 was drawn. The closed-ended (structured) questionnaire was the instrument used to collect data from the respondents.  Results showed that extrinsic compensation systems affect staff commitment in the Nigerian universities(R-coefficient = .711; p< 0.05).Further, there is significant effect of intrinsic compensation systems on turnover intentions in the Nigerian universities(R-coefficient = .724; p< 0.05).The study among others, recommended that there should be ensuring group cohesiveness amongst members of a group. So, group performance should be rewarded by allowances and bonuses by the universities management as a result of the group’s input.

Keywords: Compensation Systems, Reward Practices, Staff Commitment, University Management