Main Article Content



The objective of the study is to investigate the impact of monetary incentives on the Shinas College of Technology employees’ motivation; to critically investigate the importance and the value of monetary incentives for the employees and also to critically examine which monetary incentive best suits and motivates the employees of Shinas College of Technology.


The study included samples of 130 employees from all the academic and non-academic staff of the college collected through a well-defined questionnaire. The data collection was done on a simple random sampling basis. 


The study reveals that the employees of Shinas College of Technology are motivated by salary and on duty allowance rather than the other monetary incentives/benefits.


The study demonstrates that the monetary incentives have a direct impact on employees’ motivation and the attractive financial incentive will boost most of them to work hard.


The management of the selected college of study needs to identify the right kind of monetary incentive to their staff so that the employees will be highly motivated to put their best effort in completing their jobs which might, in turn, increase their loyalty towards the organization and their job satisfaction.


No study have examined the impact of monetary incentives and the motivational factors of the employees ever before, and it is a first-hand study of its kind.


The study was restricted to the employees of the Shinaz College of Technology, Shinaz, Oman. The study could be extended to know the insight of the employees of similar institutions in Oman. 


Employee motivation monetary incentive Factors affecting employee motivation Shinas College of Technology Impact of monetary incentives Technical Colleges in Oman

Article Details

How to Cite
Al-Belushi, F. Y., & Khan, F. R. (2017). IMPACT OF MONETARY INCENTIVES ON EMPLOYEE’S MOTIVATION: SHINAS COLLEGE OF TECHNOLOGY, OMAN - A CASE STUDY. International Journal of Management, Innovation & Entrepreneurial Research, 3(1), 01-11.


  1. Alonso P., & Lewis G. B. (2001), “Public Service Motivation and Job Performance Evidence from the Federal Sector,” The American Review of Public Administration, Vol.31, issue.4, pp. 363-380,
  2. Al-Zoubi, M.T. (2012), “The Shape of the relationship between Salary and Job Satisfaction: A Field Study,” Far East Journal of Psychology and Business, Vol.7, issue.3, pp.1-12.
  3. Bates S. (2003), “(Top) Pay for Best Performance,” Annual Editions, HR Magazine, Society for Human Resource Management, Vol.48, issue.1, Jan.2003 available at
  4. Berger, A.L., and Berger, D.R. (2015), “The Compensation Handbook, Sixth Edition: A State-of-the-Art Guide to Compensation Strategy and Design,” 6th edition, ISBN-10-0071836993, New York: McGraw-Hill.
  5. Bhattacharya and Mukherjee P.(2009), “Rewards as a Key to Employee Engagement: A Comparative Study on I.T. Professionals”, ASBM Journal of Management, vol.2, issue.1, pp.160-175.
  6. Bokorney J. (2007), “Salaries Still Rising,” Evaluation Engineering, vol.46, issue.4, pp.12-14.
  7. Buchbinder, S.B, and Shanks, N. H. (2017), “An Introduction to Healthcare Management,” 3rd edition, ISBN-13-9781284081015, United States: Jones & Bartlett Learning.
  8. Crewsen, P.E (2010), “Public service motivation: Building empirical evidence of incidence and effect,” Journal of Public Administration Research and Society, vol.42, issue.6, pp. 720-748.
  9. Danish, R.Q. and Usman, A. (2010), “Impact of reward and recognition on job satisfaction and motivation, An empirical study from Pakistan,” International Journal of business and management, Vol.5, issue.2, pp. 159-167.
  10. Entwistle, N. (1987), “Motivation to learn, Conceptualization and Practices,” British Journal of Education Studies, vol.35, issue.2, pp.129-148.
  11. Fairbank, J.F., and Williams, S.D. (2001), “Motivating creativity and Enhancing Innovation through Employee Suggestion System Technology,” Creativity and Innovation Management, vol.10, issue.2, pp. 68-74, available at
  12. Hislop, D. (2003), “Linking human resource management and knowledge management via commitment: A review and research agenda,” Employee Relations, vol.25, issue.2, pp. 182-202.
  13. Hong, J.C. (1995), “Impact of employee benefits on work motivation and productivity,” The International of Career Management, vol.7, issue.6, pp. 10-14.
  14. Kiruja E.K. and Mukuru, E. (2013), “Effect of Motivation on Employee performance In Public Middle-Level Technical Training Institutions in Kenya,”International Journal of Advances in Management and Economics, vol.2, issue.4, pp.73-82.
  15. Kube S., Marechal M. A. and Puppe C.(2006), “Putting Reciprocity to Work -Positive versus Negative Responses in the Field,” Economics Discussion Paper No. 2006-27, University of St. Gallen, available at
  16. Langton N. and Robbins S.P.(2012), “Organizational Behavior Concepts, Controversies and Application,” 6th Canadian edition, ISBN-10-0132935287, Toronto, Ontario: Pearson Prentice Hall.
  17. Lawler, E. E. (1985),“The Effects of Performance of Job Satisfaction,” Industrial Relations, vol.7,issue.2, pp. 20-28.
  18. Lazear, E. P. (2000), “The future of personnel economics,” The Economic Journal, vol.110, pp. 611-639,
  19. Lemieux, MacLeod W. B. and Parent D. (2009), “Performance pay and wage inequality,” The Quarterly Journal of Economics, vol.124, issue.1, pp. 1-49.
  20. Lopez T.(2002), “Final Report 5-6-02 HIMSS/ Hersher Associates Job Satisfaction Survey”, Health Care Information and Management Systems Society, Jun.2002, available at
  21. Muralidharan K. And Sundararaman V. (2009), “Teacher performance pay: Experimental Evidence from India,” National Bureau of Economic Research, vol.1, issue.1, pp.1-48.
  22. Perry L., Mesch D. & Paarlberg L. (2006), “Motivating Employees in a New Governance Era: The Performance Paradigm Revisited,” Public Administration Review, vol.66, issue.4, pp. 505 – 14.
  23. Pink D.H. (2011), “Drive The Surprising Truth about What Motivates Us,” Riverhead Books, New York, ISBN-10-1594484805, U.S, Penguin Group Inc.
  24. Rynes, S.L., Gerhart B. and Minette K.A. (2004), “The importance of pay in employee motivation: Discrepancies between what people say and what they do,” Vol.43, Issue .4, pp. 381–394.
  25. Sajuyigbe, A. S, Olaoye B.O. and Adeyemi M.A. (2013), “Impact of Reward on Employees Performance in a selected Manufacturing Companies in Ibadan, Oyo state, Nigeria,” International Journal of Arts and Commerce, vol.2, issue.2, pp. 27-32.
  26. Schaufeli, W.B. (2002), “The measurement of engagement and burnout: a two sample confirmatory factor analytic approach,” Journal of Happiness Studies, vol.3, issue.1, pp. 71-92.
  27. Serena A., Muhammad K. S. and Emran M. A. (2012), “The Impact of Rewards on Employee Performance in commercial banks of Bangladesh: An empirical study,” Journal of Business and Management, vol.3, issue.1, pp. 19-36.
  28. Sonawane, P. (2008), “Non-monetary Rewards: Employees choices and organizational practices,” Indian Journal of Industrial Relations, Tata Institute of Social Sciences, Vol.44, issue.2, pp.256-271.
  29. Yongsun P., Barbara S., and Christy M. 2002), “How to improve repatriation management: are motivationsand expectations congruent between the company and expatriates,” International Journal of Manpower, vol.23, issue.7, pp. 635-675.