Assessing the effect of employee rewards on employee commitment in ForAfrika, a humanitarian organization in south sudan

Abstract

This study examined the effect of three employee reward components (salaries, incentives, and recognition) on employee commitment (affective, continuance, and normative) within For Afrika, a Humanitarian Organization in South Sudan. Operating in a challenging, high-turnover post-conflict environment, high staff commitment is vital for the sustainability of humanitarian efforts. The study employed a quantitative crosssectional design and collected data from a sample of 200 employees using a structured questionnaire. Data analysis included descriptive statistics (Mean, SD, Frequencies), bivariate analysis (Chi-square test, Mean comparison), and linear regression (Simple and Multiple) using SPSS. A total of 200 employees were included in the study. The majority of the respondents were Male (60.0%), and relatively young, with the largest proportion (46.0%) falling within the 26–35 age group. All respondents had worked in the Organization for at least one year. The findings revealed that all three reward components significantly and positively affect employee commitment (p<0.05). Specifically, recognition was found to be the strongest predictor of employee commitment (β≈0.55, p<0.001), followed by incentives (β≈0.45, p<0.001), while salaries showed a significant but more moderate effect (β≈0.28, p<0.05). The correlation analysis confirmed the strongest positive relationship between recognition and commitment (r=0.54). In conclusion, a strategic reward system prioritizing non-financial recognition alongside fair financial incentives is essential for cultivating a highly committed workforce. Hence, Humanitarian Organizations can optimize their reward portfolio to improve staff retention and operational effectiveness in areas like South Sudan. Keywords: Employee Rewards, Employee Commitment, South Sudan