Impact of fringe benefit techniques on workers performance in Nigeria business environment

Impact of fringe benefit techniques on workers performance in Nigeria business environment

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.0    INTRODUCTION

This chapter gives a clear analysis and interpretation of data collected from the field survey on the impact of fringe benefit tecniques on workers performance in Nigeria business environment. This chapter therefore introduces personal data of respondents which include age, sex, educational qualifications, position and years of service in the job. However, data obtained were presented and analyzed using both frequency table and simple percentage. Also, research questions were addressed and the hypotheses were tested using chi – square (X₂) statistical tool to determine the significant relationship between the observed and expected frequency table using 0.05 degree of freedom.

• ANALYSIS OF DATA

The primary data collected from the questionnaire administration were presented in tabulated form bellow.

SECTION A

Here, it is worthy to know that 200 questionnaires were distributed and 180 were returned. This is presented mathematically below: 

Table 1:                      Rate of Return

QUESTIONNAIRES	NUMBER
Number Administered	200
Number Returned	180
Number not returned	20
Number Analyzed	180

Source: Researcher’s Field Survey, 2015

The table above shows that out of 200 questionnaires that were administered on the respondents of the selected organisations, 180 was returned and analyzed for this study while 20 were not returned from the field. The percentage rate of return is therefore 90% and considered to be adequate for this research.

Table 2: Sex Distribution of Respondent.

Sex	Frequency	Percentage %
Male Female	140 40	78 22
Total	180	100

Source: Researcher’s Field Survey, 2015

The analysis indicates that most of the workforce is male with the percentage rate of 78%. The remaining 22% are female.

Table 3: Educational Qualification of Respondent.

Educational Qualification	Frequency	Percentage %
First School Leaving Certificate WASSCE/GCE ‘O’ Level OND/NCE HND/B.Sc./BA/ and Equivalent Others	10 35 35 95 5	5.7 19.4 19.4 53 2.5
Total	180	100

Source: Researcher’s Field Survey, 2015

The table above indicates a very high percentage with 94% that holds HND or first degree certificate. This implies that the respondents are well educated and their opinion about the questionnaire could be relied upon because of their levels of education.

Table 4: Position of Respondents

Position	Frequency	Percentage %
Senior officer Middle officer Junior officer	40 95 45	22 53 25
Total	180	100

Source: Researcher’s Field Survey, 2015

From above table, it shows that majority of the respondents were drawn from middle officer of the company which represent 53%. This indicates that their opinion can be relied upon.

Table 5: Years in Service.

Range	Frequency	Percentage %
0 – 5 6 – 10 11 – 15 16 – 20 21 years and above	35 35 40 45 25	19.4 19.4 22.2 25 14
Total	180	100

Source: Researcher’s Field Survey, 2015

It is clear from the analysis above that 38.8% of the respondents had spent more than 6 years in the company. Therefore, they are likely to have familiar with fringe benefit techniques of the company.

   SECTION B

4.2    ANALYSIS OF THE QUESTIONNAIRE

This section deals with analysis of the questions in the Section B of the questionnaire.

PART A:   JOB-SATISFACTION

Question 1: I had a good idea of what this position entailed before i was hired

Table 6

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	90 40 25 15 10	50 22 14 8.3 5.7
Total	180	100

Source: Researcher’s Field Survey, 2015

In the table above, 90 of the respondents agreed that they had a good idea of what their positions entailed before they were hired, this represents 50% of the respondents, 40 of the respondents strongly agreed, this represents 22% of the respondents. 40 of the respondents disagreed and strongly disagreed, this represents 22.3% of the respondents while 10 of the respondents cannot decide and this represents 5.7% of the respondents.

Question 2: I feel that my supervisor treats me fairly

Table7

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	55 65 20 15 25	3 36 11 8 14
Total	180	100

Source: Researcher’s Field Survey, 2015

From the table above, 120 of the respondents agreed and strongly agreed and felt that their supervisors treat them fairly, this represents 67% of the respondents while 35 respondents disagreed and strongly agreed, this represents 19% of the respondents while 25 of the respondents cannot decide and this represents 14% of the respondents.

Question 3: I enjoy the work i’m doing

Table 8

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	85 55 15 20 5	47 31 8 11 3
Total	180	100

Source: Researcher’s Field Survey, 2015

In table above, 140 of the respondents agreed and strongly agree that they enjoyed the work they are doing, and this represents 78% of the respondents. 35 respondents disagreed and strongly disagreed, this represents 19% of the respondents while 5 respondents were not sure and this represents 3% of the respondents.

Question 4: As an employee, I have opportunity for promotion.

Table 9

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	40 65 35 25 15	22.2 36 19.4 14 8
Total	180	100

Source: Researcher’s Field Survey, 2015

From the table above, 36% of the respondents were strongly agreed that they always have opportunity for promotion in their place of work.

PART B: REMUNERATION AND BENEFITS

Question 5: I would prefer to have a medical aid contribution by my employer

Table 10

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	70 75 20 10 5	39 42 11 5.7 2.5
Total	180	100

Source: Researcher’s Field Survey, 2015

From the above table it could be concluded that majority of the workers would prefer to have a medical aid contribution by their employers as 70 respondents agreed and 75 respondents strongly agreed and this 39% for agreed and 42% for strongly agreed.

Question 6: The organisation assists me with a monthly allowance to buy or rent accommodation

Table 11

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	20 30 70 35 25	11 17 39 19 14
Total	180	100

Source: Researcher’s Field Survey, 2015

From above, many of the respondents disagreed that their employer do not assists them with a monthly allowance to buy or rent accomodation and this represents 39% of the respondents. Therefore, we may conclude that contrary to the belief that most organisation gives room for personal development, this result proved otherwise.

Question 7: I feel that for the amount of work i do, the pay is sufficient

Table 12

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	55 45 45 25 10	30.5 25 25 13.8 5.7
Total	180	100

Source: Researcher’s Field Survey, 2015

From the above table, 55 of 30.5% agreed that their pay commensurate with their work, 45 respondents of 25% strongly agreed, 45 respondents of 25% disagreed, 25 respondents of 13.8% strongly disagreed, while 10 respondents of 5.7% cannot decided.

Question 8: The organisation assists me and my immediate family with education expenses

Table 13

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	30 100 20 10 20	17 55.5 11 505 11
Total	180	100

Source: Researcher’s Field Survey, 2015

From the table above many of the respondents were strongly agreed that the organisation assists them with family on education expenses. It represents 100 respondents of 55.5%.

Question 9:        I would prefer to use a vehicle supplied by the organisation

Table 14

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	75 85 5 5 10	42 47.2 2.5 2.5 5.8
Total	180	100

Source: Researcher’s Field Survey, 2015

In the table above, 85 respondents strongly agreed that they would prefer to use a vehicle supplied by their organisation and this represents 47.2% of the respondents. 

Question 10: I ‘m satisfied with my remuneration package

Table 15

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	75 100 ___ ___ 5	42 55 ___ ___ 3
Total	180	100

Source: Researcher’s Field Survey, 2015

From the above table many of the respondents were strongly agreed and agreed that they are satisfied with their current remuneration. It represents 100 respondents of 55% and 75 respondents of 42%. Only 5 respondents of 3% were not sure. Therefore, it can be concluded that increased salaries leads to better service.

Question 11: I prefer the company to reimburse all my medical expenses

Table 16

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	60 65 35 15 5	33.3 36.1 19.4 8 2.7
Total	180	100

Source: Researcher’s Field Survey, 2015

From table above, 125 respondents of 69.4% agreed and strongly agreed that they prefer the company to reimburse all their medical expenses. While 40 respondents of 27.4% disagreed and strongly disagreed. 5 respondents of 2.7% were not sure.

PART D: Workers Job performance

Question 12: Workers are better committed to jobs when they are regularly promoted or motivated.

Table 17

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	55 75 20 5 25	30.5 42 11 2.5 14
Total	180	100

Source: Researcher’s Field Survey, 2015

From the table above, workers are better committed to jobs when they are regularly promoted or motivated because 130 respondents of 72.5% agreed and strongly agreed just 25 respondents of 13.5% disagreed and strongly disagreed. 25 respondents of 14% cannot decide.

Question 13: I’m proud to say that i work for this organisation

Table18

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	35 30 60 30 25	19.4 16.6 33 17 14
Total	180	100

Source: Researcher’s field survey (2015)

In table above, many respondents of 90 which represent 50% disagreed and strongly disagreed that are proud to say that they are working for their organisation, While 65 of 36% respondents agreed and strongly agreed, 25 of 14% respondents were not sure. It is therefore concluded that the higher proportion of disagreement could be attributed to workers who belong to lower cadre and maybe could not enjoyed fringe benefits like others.

Question 14: I feel that my work is appreciated with the organisation

Table 19

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	80 70 15 5 10	44.4 38.8 8 2.7 5.7
Total	180	100

Source: Researcher’s field survey (2015)

Table 19 above, shows that 150 respondents which represent 83.2% agreed and strongly agreed and felt that their work is appreciated with the organisation, while 20 respondents of 10.7% disagreed and strongly disagreed. Only 10 respondents of 5.7 were undecided. 

Question 15: Regular payment of workers allowances enhances maximum input from workers.

Table 20

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	60 70 15 10 25	33.3 38.8 8 5.7 14
Total	180	100

Source: Researcher’s field survey (2015)

From the table above it could be concluded that regular payment of workers allowances enhance maximum input from them as 130 of the respondents representing 72.1% are in support of this fact.

Question 16: I feel that my work is appreciated with the organisation

Table 21

Options	No of Respondents	Percentage %
Agree Strongly Agree Disagree Strongly Disagree Undecided	85 50 20 10 15	47.2 27.7 11 5.7 8
Total	180	100

Source: Researcher’s field survey (2015)

It could be concluded from the above table that majority of the workers believed that they were well appreciated by their organisation since 135 of the respondents of 74.9% agreed and strongly agreed to this proposition.

• TESTING OF HYPOTHESIS

The hypothesis will be tested using significance level of 0.05 in order to accept or reject null hypotheses. Therefore, chi-square statistical tool is now adopted to determine the relationship between observed frequencies and expected frequencies.

Chi – square, calculation of the

∑(Rc) = Fr x Fc

N

Where   ∑(Rc) = Expected frequency of the cell

Fr = Total row frequency

Fc = Total column frequency

N = Total frequency

These expected frequencies were presented along with the corresponding frequencies in a4 x 5 contingency table as shown in the tables below. The calculated (X₂) chi – square values were computed using the formula below

X² = ∑(O – ∑)²

∑

To determine the table value of X², we need to determine the associated degree of freedom.

Df = (R – 1) (C – 1)

Where R = Numbers of rows

C = Numbers of Columns 

RESEARCH QUESTION 1

Is there any significant relationship between fringe benefit and workers’ performance?

H_O1:  There is no significant relationship between fringe benefit and workers’ performance.

The tables 21a and 21b below present the data analysis using the chi – square statistical tool:

Table 21a

Agree	Strongly Agree	Disagree	Strongly Disagreed	Undecided	Total
90 55 85 40	40 65 55 65	25 20 15 35	15 15 20 25	10 25 5 15	180 180 180 180
Total 270	225	95	75	55	720

Calculated X² = 61.91

Tabulated X² = 21.026

Df = (R – 1) ( C – 1)

Number of Row = 4

Number of Column = 5

(4 – 1) (5 – 1)

(3) (4)

Df = 12

Chi – square table value 0.05 (at 12) Df = 21.026.

 

Table 21b

Options	Responses	%	Degree of Freedom	CRT/V	CAL/V	Discussion
A SA D SD UN	270 225 95 75 55	37.5 31.25 13.19 10.42 7.38	12	21.026	61.91	Rejected
Total	720	100

DECISION

The respondents which responded to Hypothesis 1 were 270 as Agreed, 225 as (SA) 95 as (D), 75 as SD and 55 as (UN) which correspond to 37.5%, 31.25%, 13.9%, 10.42% and 7.38% respectively. Since calculated value of X² is greater than the table value we reject the null question and accept the alternative question. This means there is significant relationship between fringe benefit and workers’ performance.

RESEARCH QUESTION 2: Does workers’ job allowance affect their performance?

H_O2:  Workers’ job allowance does not affect their performance.

The table 22a and 22b below present the data analysis using the chi – square statistical tool:

Table 22a

A	SA	D	SD	UN	Total
70 20 55 30	75 30 45 100	20 70 45 20	10 35 25 10	5 25 10 20	180 180 180 180
Total 270	225	95	75	55	720

Calculated X² = 148.78

Tabulated X² = 21.026

Df = (R – 1) ( C – 1)

(4 – 1) (5 – 1)

(3) (4)

Df = 12

Chi – square table value 0.05 (at 12) Df = 21.026.

Table 22b

Options	Responses	%	Degree of Freedom	CRT/V	CAL/V	Discussion
A SA D SD UN	175 250 155 80 66	24.31 34.72 21.53 11.11 8.33	12	21.026	148.78	Rejected
Total	720	100

DECISION

The respondents which responded to Hypothesis 2 were 175 as Agreed (A), 250 as (SA), 155 as Disagree (D), 80 as SD and 60 as Undecided (UN) which correspond to 24.31%, 34.72%, 4.53%, 11.11% and 8.33% respectively. Since calculated value of X² is greater than the table value, we reject the null question and accept the alternative question. This therefore means that workers’ job allowance does affect workers performance.

RESEARCH QUESTION 3: Is there any relationship between working conditions and workers’ performance?

H_O3:  There is no relationship between working conditions and workers’ performance

The tables 23a and 23b below present the data analysis using the chi – square statistical tool:

Table 23a

A	SA	D	SD	UN	Total
75 75 60 35	85 100 65 35	5 ___ 35 60	5 ___ 15 30	10 5 5 25	180 180 180 180
Total 245	280	100	50	45	720

Calculated X² = 177.18

Tabulated X² = 21.026

Df = (R – 1) ( C – 1)

Number of Row = 4

Number of Column = 5

(4 – 1) (5 – 1)

(3) (4)

Df = 12

Chi – square table value 0.05 (at 12) Df = 21.026.

         Table 23b

Options	Responses	%	Degree of Freedom	CRT/V	CAL/V	Discussion
A SA D SD UN	245 280 100 50 45	34.03 38.89 13.89 6.94 6.25	12	21.026	177.18	Rejected
Total	720	100

 

 

DECISION

The respondents which responded to Hypothesis 3 were 245 as Agreed (A), 280 as (SA), 100 as Disagree (D), 50 as Strongly Disagree and 45 as Undecided (UN) which correspond to 34.03%, 38.89%, 13.89%, 6.94% and 6.25% respectively. Since calculated value of X² is greater than the table value, we reject the null question and accept the alternative question. This therefore means there is significant relationship between working conditions and workers’ performance

 

• DISCUSSION OF FINDINGS

This research study rejects hypothesis 1 which stated that there is no significant difference between fringe benefit and workers performance. This assertion is supported by the findings of Okpara (2005) whose investigation revealed that there is impact of salary differential and other benefits on job satisfaction.

This study also rejects the hypothesis 2 which stated that job allowance does not affect workers performance. This finding is in agreement with the postulate of B.F Skinner who stated that any stimulus that increases the likelihood of a behavior increasing is a reinforcer, and the reinforcer stimulates the interest of the individual toward such behaviour. This actually means that payment of salaries and other entitlement serves as reinforce that will motivate the interest of individuals towards their jobs.

Finally, the findings of this research rejects hypothesis 3 which stated that there is no significant relationship between working conditions and workers performance. By implication, there is significant relationship working condition and workers performance. The results perfectly agreed with the analysis of Abraham Maslow hierarchy of needs which stipulated that physiological needs, security needs, social needs, self-esteem needs and self-actualization needs are significant predictors of the job performance. This result also supports Danga (1996) in his study of human engineering for higher productivity. It is also in accordance with Roe’s (1970) need theory that explains that an occupation is a primary source of need satisfaction.

CHAPTER FIVE 

SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1 Summary of Findings

This research work extensively examined the impact of fringe benefit tecniques on workers performance in Nigerian business environment. Having sampled the opinion of the respondents through the administration of questionnaire from the company, it was found that the overall job satisfaction and job performance level of the workers were very high. In terms of job satisfaction, the studies revealed that majority of the workers were satisfied with their work. The study also revealed that a majority of the workers indicated that they enjoyed the work they are doing because they were recognized by the organisation. It was also revealed through the respondent’s that variables such as fringe benefit, workers job allowance and workers working condition were all significantly related to workers performance.

5.2 Conclusion

The importance of fringe benefit in the day-to-day performance of workers cannot be over emphasized, especially when it comes to being rewarded for a job done. It is a well-known fact that human performance of any sort is improved by increasing motivation (Qureshi & et al, 2010). From this research study, it can be easily inferred that workers reward package matters a lot and should be a concern of both the employers and employees. The results obtained from the hypotheses showed that worker’s fringe benefit have a great value on the different rewards given to them by their employers and subsequently increased their job performances. Hence, when these benefits are not given, workers tend to express their displeasure through poor performance and non-commitment to their job. It is therefore imperative for the organization to consider the needs and feelings its employees and not just over look them in order to safeguard industrial harmony, because “a happy worker they say is a productive worker”.

5.3 Recommendations

Having gone through rigorous exercise in determining the effect of fringe benefit tecniques on workers performance, the researcher therefore becomes empowered to make the followings recommendations:

1. Since efforts are directed towards achievement of the goals and the efforts are not in isolation to the ability of the employees, then ability should be enhanced through training, development, capacity building premiums, orientation and reorientation, counseling programmes, etc.
2. Organizations will do well if employees motivation is not taken for granted, knowing well that workers come to work with expectations and needs they want to satisfy via their work efforts.
3. Managers must make known to workers concerning the reward attached to each performance target so that each employee know what he/she can expect in exchange for his/her efforts at every level of performance.
4. Managers must ensure that rewards are matched to employees’ needs and preferences. Therefore, managers will do well to motivate employees if they offer what is called cafeteria compensation.
5. Finally, managers must ensure that benefits distributed to workers are dynamic and constantly re-evaluated to ensure their transparency and fairness to all workers so as to continue to have their dedication, commitment and loyalty, which is the major drive for keeping contented and satisfied employees, thus avoiding turnover but ensuring retention of vibrant employees.