Thesis (MSc) - Cyprus International University. Institute of Graduate Studies and Research Tourism and Hotel Management Department

Includes bibliography (sheets 44-56)

ABSTRACT
This study examines the relationship between organizational incentives, workplace
culture, and job performance in Nigeria's hospitality sector. The research made used
of a hypothetical deductive research approach and deployed quantitative
methodology. 123 respondents who work in Nigeria's hospitality sector were chosen
at random from a pool of respondents who completed a Structure questionnaire.
Smart PLS 6.0 was used to analyze the data and test the research hypothesis. The
investigation is accomplished by three hypotheses in which the job satisfaction had a
positive and significant relation with job performance, (β= 0.69; t=14.12; p<.05). But
the effect of both organizational incentive and workplace culture on job performance
was positive but insignificant. This discrepancy in result is agreement with other
research and these two variable has produce similar result in other countries were
incomes are low and there is a general lack of incentives or no incentives at all and
work cultures and condition are general poor as labor force exceed job opportunities
especially in a young industry like hospitality. This study recommends that business
proprietors in Nigeria's hospitality industry should pursue education. And incorporate
global quality standards and best practices in terms of human resource management
which would go a long way to improve workplace conditions and encourage
employees so as to increase productivity and revenue of their companies.
Keywords Organizational incentives, Job performance, job satisfaction, Workplace
culture.