Employee Engagement, Reward System and Service Performance of Information Practitioners in Deposit Money Banks in Lagos State, Nigeria

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dc.contributor.authorOluwakemi Rebecca BAMIDELE
dc.date.accessioned2025-09-29T14:59:51Z
dc.date.available2025-09-29T14:59:51Z
dc.date.issued2024-12
dc.description.abstractThis study investigated the influence of employee engagement and reward systems on the service performance of information practitioners in deposit money banks in Lagos State, Nigeria. The study adopted a descriptive survey design. The population was 500 staff, who were information practitioners (customer service executives, secretaries, and tellers). The Lagos Central Senatorial district covers Apapa, Eti-Osa, Lagos Island, Lagos Mainland, and Surulere; the Lagos East Senatorial District covers the Local Government Areas of Epe, Ibeju-Lekki, Ikorodu, Kosofe, and Shomolu; and the Lagos West Senatorial District covers Agege, Ajeromi-Ifelodun, Alimosho, Amuwo-odofin, Badagry, Ifako-Ijaiye, Ikeja Mushin, Ojo, and Oshodi-Isolo Local Government areas. The sample size was 217 using Krejcie and Morgan (1970) sample size table. A combination of random and non-probability convenience sampling methods was used to determine respondents from the selected banks. The data were obtained using a validated questionnaire and was subjected to a Cronbach Alpha’s test which produced a range value from 0.702 to 0.842. Out of the expected 217 questionnaire administered, the researcher obtained 200 and they were analysed using both descriptive and inferential statistics (testing the null hypotheses using Multiple Regression analysis at 0.05 level of significance). The relative results showed that employee engagement (Adj. R² = 0.309; p = 0.000; B = 0.368) significantly influences service performance; and reward system (Adj. R² = 0.364; p = 0.000; B = 0.611) significantly influences service performance. And the combined results proved that (Adj. R² = 0.507; p = 0.000; Beta (Engagement) = 0.131; Beta (Reward) = 0.262) significantly influence service performance. The study concluded that both employee engagement and reward systems are crucial for enhancing the service performance of information practitioners in deposit money banks. It is recommended that bank management should prioritize effective employee engagement strategies and robust reward systems to optimize service performance. Keywords: Deposit Money Banks, Employee Engagement, Information Practitioners, Reward Systems, Service Performance Word Count: 297
dc.identifier.citationKate turabia
dc.identifier.otherM.Sc
dc.identifier.urihttps://repository.lcu.edu.ng/handle/123456789/1113
dc.language.isoen
dc.publisherLead City University, Ibadan
dc.relation.ispartofseriesM.Sc
dc.subjectDeposit Money Banks
dc.subjectEmployee Engagement
dc.subjectInformation Practitioners
dc.subjectReward Systems
dc.subjectService Performance
dc.titleEmployee Engagement, Reward System and Service Performance of Information Practitioners in Deposit Money Banks in Lagos State, Nigeria
dc.typeThesis

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