Effect of Rewards and Recognition on Labor Productivity in the Private Sector of the Ghanaian Economy a Moderating Effect of Organisational Values

Purpose – The core objective of this research is to assess the influence of Rewards and employee Recognition on labor productivity of the hospitality industry in the private sector in the Ashanti Region of Ghana and the moderating effect of Organizational values. Design/Methodology/Approach – The study considered the employees of the private sector of the hospitality industry in the Ashanti region of Ghana as its population, where a sample size of 376 respondents aided in responding to the questionnaire instrument using the simple random probabilistic sampling technique. The researcher used the Ordinary Least Squares (OLS) approach using SPSS (v.20) and Microsoft Excel. Findings – The study concludes that, though reward and employee recognition have a direct positive significant effect on labor productivity, organizational values fairly moderate the influence of reward and employee recognition on labor productivity. Practical Implications – Management of the hospitality industry in the private sector should regularly review their reward systems, and this should involve the employees to achieve smooth implementation and equity. Employee Recognition and adherence to flexible organizational values should be highly considered by the management of organizations. Originality/Value – With a focus on the moderation role of organizational values on the relationship between reward and labor productivity, viz a vi, employee recognition and labor productivity, this paper is novel in investigating the organizational values and their influence on labor motivation and output. The paper adds up to the scanty knowledge in human related investigations on what cause productivity to adjust upwards in the hospitality industry of the private sector of the Ghanaian economy.