The DOI matches its Crossref record; 38 of the 40 references it cites were found in a registry or an index, and 2 are not checked yet.
Assessing the effect of employee welfare and compensation on organizational performance: a case of Sahel Sahara Bank Ghana limited
Open accessAbstract
The employee rewards policy of any organization shapes behavior and work patterns, playing a significant role in organizational development. This is because such policies dictate the level of motivation necessary to achieve both individual and corporate objectives. The primary asset of any organization is its human resources. In assessing an organization’s overall performance, placing emphasis on retaining a skilled and productive workforce is crucial. Highly motivated employees contribute value to the organization by effectively accomplishing their goals and objectives. This article aims to determine the presence of a relationship between these variables and assess the extent to which compensation and employee welfare influence the organization’s performance. The research adopted a descriptive research approach, utilizing both qualitative and quantitative data to provide a comprehensive depiction of the specific details pertaining to the selected organizations. For this research, the entire population of 30 respondents from the organization was sampled using a stratified random sampling technique to ensure that the desired conclusions could be drawn. This research employs a correlational design as its research design. Data collection involved gathering information from both primary and secondary sources, with the administration of questionnaires for the acquisition of primary data. The findings derived from the research indicated that an effective compensation and employee welfare system is the backbone of all policies concerning the acquisition and utilization of human resources which in the long run influences the performance of the organisation. The study recommended the need for management to employ positive techniques to encourage high performance from staff and management to ensure equity in the distribution in employee welfare and compensation packages.
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“Traditional views on organizational welfare, primarily emphasizing financial compensation and employee benefits, have evolved into a more comprehensive framework encompassing psychological, social, and professional well-being (Ampong, 2024).”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Ampong, 2024
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“For instance, Ampong (2024) demonstrated that employee welfare directly impacts productivity and job satisfaction, ultimately contributing to improved organizational financial performance.”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Ampong (2024)
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Cites
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Research works printed but not linked: 7
- Akala H. S. (2012). Factors influencing employee retention among the non-teaching staff at the University of Nairobi Kenya (Doctoral dissertation University of Nairobi Kenya).
- Ireri C. M. (2015). Influence of motivation on employee performance in non-governmental institutions: a case of Kenya Tenri society in Embu county (Doctoral dissertation University of Nairobi).
- Keitany B. J. (2014). Perceived relationship between employee welfare programs and employee performance at Kenya Pipeline Company (Doctoral dissertation University of Nairobi).
- Moore, M. J., & Viscusi, W. K. (2014). Compensation mechanisms for job risks: wages, workers’ compensation, and product liability (vol. 1060). Princeton University Press.
- Muo, I. (2013). Motivating & manageing knowledge workers: Evidence from diverse industries & cultures. J. Mgmt. & Sustainability, 3, 119.
- Pamela, A. C. J., Umoh, G. I., & Worlu, G. (2017). Human resource planning and organizational performance in oil and gas firms in Port Harcourt. Human Resource Planning, 3(9), 110–128.
- Skinner, B. F. (2014). Contingencies of reinforcement: A theoretical analysis (Vol. 3). BF Skinner Foundation.
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Sedera, R. M. H., Perdhana, M. S., Fenitra, R. M., Putra, R. Y., & Ravoaja, H. (2024) · Cogent Business & Management · doi:10.1080/23311975.2024.2433162 · Cited by 7
Analysis of Leadership Style, Communication, and Compensation on Work Morale of Government Employees
Utariani, N. K. R., & Astrini, N. N. R. (2024) · Cendekiawan Jurnal Pendidikan dan Studi Keislaman · doi:10.61253/cendekiawan.v3i3.260 · Cited by 3
Sarkar, M. S., Gupta, D. N., Daash, A., Naveen, L., & Samantaray, D. A. (2025) · Lex localis - Journal of Local Self-Government · doi:10.52152/ebs4fp53 · Cited by 3
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Metadata
- Authors
- Ampong, I.
- Affiliations
- Christian Service University College (GH)
- Corresponding author
- Ampong, Isaac
- Venue
- Cogent Business & Management
- Publisher
- Informa UK Limited
- Published
- 2024-02-14
- Volume
- 11
- Issue
- 1
- ISSN
- 2331-1975 (ISSN-L)
- OpenAlex
- W4391823613
- Cited by
- 15
- References
- 39
- Citations by year
- 2026: 4 · 2025: 9 · 2024: 2
- FWCI
- 31.43
- Type
- journal article
- Language
- en
- Open access
- gold
- doi.org
- Licence
- Locations
- Cogent Business & Management (publishedVersion, cc-by)
- Econstor (Econstor) (submittedVersion, cc-by)
- RePEc: Research Papers in Economics (submittedVersion)
- DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Motivation
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Keywords
- employee welfare, employee compensation, organizational performance, employee motivation, human resource management, employee retention, pay equity
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