COMPENSATION MANAGEMENT AND JOB SATISFACTION IN AL-HIKMAH UNIVERSITY

Abstract

For most people, pay is a primary reason for working. Indeed, compensation is at the
core of any employment exchange, and it serves as a defining characteristic of any
employer and employee relationship. It is on this note that this study attempts to examine
compensation management and job satisfaction in Al-Hikmah University, Ilorin. Critical
points of compensations were assessed based on job satisfaction. The study adopts
primary source of data collection through the use of questionnaire administered to both
teaching and non-teaching of Al-Hikmah University. The theory of equity and fairness
and reinforcement theory were adopted as foundation upon which the discussions on the
study were based. The study revealed that, Al-Hikmah University has some compensation
package for its staff at various degree of percentage. It is evident in this study that there
is positive correlation between employee compensation and job satisfaction in Al-
Hikmah University. The study also revealed that compensations receive by both academic
and non academic staff in Al-Hikmah University is relatively lower than what is obtained
in other Universities in Kwara State. There are complains on some compensation enjoyed
before but was not sustain by the University management. Selective favour in recruitment
and promotion and other inequality are discovered in the compensation package of the
University. The study concludes that the compensation management in Al-Hikmah
University is relatively fair and it is above average. However, a lot need to be done in
some areas so as for the University to recruit and retain the qualified staff. Therefore, the
study provides policy options on compensation management to achieve relevant
objective of job satisfaction and productivity in Al-Hikmah University.