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Linkage between rewards and workspace morale in a hyperinflationary environment

Author

Listed:
  • Samuel Sixpence

    (Associate Researcher, Gordon Institute of Business Science, University of Pretoria, P. Bag X20 Hatfield-0028, Pretoria, South Africa)

  • Leonard Muzanenhamo

    (Lecturer, School of Business, Africa Leadership Institute, 68 Old Enterprise Road, New Lands, Harare, Zimbabwe)

  • Wilfred Ukpere

    (Department of Industrial Psychology and People Management, School of Management, College of Business & Economic, University of Johannesburg, South Africa)

Abstract

The study presents a burden on theory and practice for discovering a reward criterion that achieves workspace morale in a hyperinflationary context. It aimed to determine the relationship between the individual components of rewards (extrinsic, intrinsic, and social) and workspace morale and the mediating role of employee engagement in a hyperinflationary context. The study applied a cross-sectional study. It employed a structured questionnaire as a study instrument. The target population for the study comprised 900 employees and managers of Bindura municipality in Zimbabwe. The study employed a sample of 269 employees and managers, and the methodology used was a case study. A total of 269 questionnaires were hand delivered after administering the ethical consent form. A total of 214 questionnaires were returned, and after preliminary review and cleaning, 17 questionnaires were found with missing values leaving 197 analyzable questionnaires thus, achieving a 73.2% response rate. The study used multiple regression analysis. The results reveal a significant direct effect of total reward, intrinsic reward, and social reward on workspace morale. The direct effect of extrinsic reward on workspace morale was statistically insignificant. It also reveals that the effects of total reward on workspace morale are mediated only partially by employee engagement. The study viewed employee engagement as a mediating force between rewards and workspace morale but did not examine the bond longitudinally. The study recommends exploring reward options, specifically supportive supervisory relations, work autonomy, role clarity, skill variety and regular feedback to improve workspace morale in hyperinflation. The results demonstrate the importance of practices that win employee hearts to enhance commitment instead of external motivation in an inflationary environment. Key Words:Employee engagement, Extrinsic reward, Intrinsic reward, Social reward Total reward

Suggested Citation

  • Samuel Sixpence & Leonard Muzanenhamo & Wilfred Ukpere, 2022. "Linkage between rewards and workspace morale in a hyperinflationary environment," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 11(10), pages 63-77, December.
    • Handle: RePEc:rbs:ijbrss:v:11:y:2022:i:10:p:63-77
    DOI: 10.20525/ijrbs.v11i10.2235
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    References listed on IDEAS

    as
    1. Li Sun & Chanchai Bunchapattanasakda, 2019. "Employee Engagement: A Literature Review," International Journal of Human Resource Studies, Macrothink Institute, vol. 9(1), pages 63-80, December.
    2. Chia-Huei Wu & Aleksandra Luksyte & Sharon Parker, 2015. "Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 121(3), pages 917-937, April.
    3. Ayman Alhmoud & Husam Rjoub, 2019. "Total Rewards and Employee Retention in a Middle Eastern Context," SAGE Open, , vol. 9(2), pages 21582440198, April.
    Full references (including those not matched with items on IDEAS)

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