MEDIATING ROLE OF PERCEIVED ORGANISATIONAL SUPPORT ON THE RELATIONSHIP BETWEEN NON-MONETARY COMPENSATION AND EMPLOYEE PERFORMANCE

Abstract

  This study investigates the mediating role of Perceived Organizational Support (POS) in the relationship between non-monetary compensation (promotion, recognition, working conditions, and training) and employee performance at Hassan Usman Katsina Polytechnic, Katsina State. Grounded in Maslow’s Hierarchy of Needs and Organizational Support Theory, the study adopted a quantitative research approach using a descriptive survey design. Data were collected from 182 academic staff using structured questionnaires and analyzed through Pearson correlation and multiple regression techniques. The findings revealed that promotion, recognition, and work conditions had significant positive effects on employee performance, while training had no direct effect unless mediated by POS. Among the hypothesized mediations, POS only significantly mediated the relationship between training and performance. The model explained 48.4% of the variance in employee performance, indicating a moderate level of explanatory power. The study concludes that non-monetary compensation is vital for enhancing performance, particularly when employees perceive strong organizational support. It recommends that institutional leaders reinforce supportive HR practices and cultivate a caring organizational climate to maximize staff performance outcomes.