Total Reward System and Employee Job Commitment of Banks in Delta State

This study examined the relationship between the total reward system and employee job commitment of banks in Delta State. The specific objectives are to evaluate the relationship between compensation, career development, recognition, work-life balance and employee job commitment. To achieve the stated objectives, pertinent research questions were raised, hypotheses were formulated and the scope of the study was defined in chapter one. Extant literature related to the studied variables was reviewed in chapter two which reveals that there is a relationship between total reward system and employee job commitment, while the research methodology was disclosed in chapter three and the research method is the stratified random sampling techniques which provide a total of 240 of respondents out of the total population of 630 management staff of the selected banks. The data collected for the study were analyzed, the hypotheses were tested and the findings were discussed in chapter four the finding reveals a strong and positive relationship between job commitments and compensation practice. With a correlation coefficient 0. 647. The finding also reveal that that there is a significant relationship between job commitment and career development practice. With a correlation coefficient 0. 654, it also reveals a strong and positive relationship between job commitment and recognition practices. With a correlation coefficient of 0. 777. The finding further reveal a strong positive relationship between employee job commitment and work-life balance in practice. With a correlation coefficient of 0. 697. Chapter five, present the summary of findings, and the conclusion was reached by the researchers based on the finding, and made the following recommendations; that Banks should consider work arrangement (That is flexible enough and allow for time off and vacation and so on) that support employee work-life balance necessary for job commitment, the effort and achievement of the employee should be duly acknowledge and appreciated in other to increase employee commitment in the organization and such skills that result in such effort and achievement should be enhance through further training and development and Employees should be adequately compensated for meeting or exceeding given targets to improve job commitment in other to motivate and retain valuable workforce