The study takes a critical look on compensation as one of those inducing factors that influence employee performance in customer-contact businesses in Nigeria. To solve the problem of the study questions were formulated in questionnaires and administered on employees and customers of 10 different hotels and in five cities in Nigeria. The model specific for the test of hypothesis was Pearson Product Moment Correlation Coefficient. The result of the study showed that the take home pay of workers is not commensurate to the service or work performed. Moreover employees do not like working in hotels were their optimal performance is not compensated, this was confirmed when the test of hypothesis was carried out. From the study it was also discovered that the lack of incentive and appropriate compensation contributes to high quit rate among hotel employees. If the workers are motivated, they will serve customers better and it will spur future purchase decision accordingly. Furthermore, findings indicated that hoteliers are more profit oriented; hence it was concluded and recommended that employers in the industry should try as much as possible to adopt a compensation method that is commensurate to prevailing economic situations in Nigeria
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In-Text Citation: (Ewah & Osang, 2018)
To Cite this Article: Ewah, S., & Osang, J. E. (2018). Compensation as an Inducing Factor for Employee Performance in Customer-Contact Businesses. International Journal of Academic Research in Business and Social Sciences, 8(9), 524–536.
Copyright: © 2018 The Author(s)
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