Abstract

This study examined reward administration, institutional justice and employee motivation among nonacademic staff of Ambrose Alli University, Ekpoma, Edo State, Nigeria. Specifically, it investigated employees’ perceptions of fairness in reward administration, the influence of compensation and welfare provisions on their work experiences, and the implications of compensation-related practices for employee commitment and institutional stability. The study adopted a descriptive survey design. The population comprised 3,759 non-academic staff, from which a sample of 362 was determined using Taro Yamane’s formula. A total of 341 valid questionnaires were returned, representing a 94.2% response rate. Data were collected through a structured questionnaire and in-depth interviews. Quantitative data were analysed using frequencies, percentages and mean scores, while interview responses were thematically analysed. Findings revealed perceived weaknesses in reward administration, particularly favouritism (mean = 3.75), inconsistent compensation practices (mean = 3.43) and limited transparency (mean = 1.40). Employees acknowledged the motivational importance of salary increases (mean = 3.54), higher pay (mean = 3.48), bonuses (mean = 3.43) and insurance benefits (mean = 3.39). However, concerns remained regarding the adequacy of the existing compensation package (mean = 2.04) and working environment (mean = 2.00). Furthermore, delayed salary arrears, unpaid promotion increments and non-negotiated deductions were associated with reduced morale, employee dissatisfaction and strained workplace relationships. The study concludes that fairness, transparency, adequate welfare provisions and timely payment of entitlements are essential for strengthening employee motivation and institutional trust. It recommends transparent reward procedures, improved welfare provisions, prompt payment of entitlements and equitable performance recognition