Purpose: The primary aim of this study was to provide empirical evidence on how reward can trigger employees to act in a way that is in tandem with an organisation’s performance evaluation criteria in the service delivery sector. In addition, it examines how organisations can use reward to influence organisational commitment. Design/methodology/approach: A descriptive cross-sectional survey design was adopted. Primary data were collected using a structured questionnaire targeting the employees in the Nigerian public service sector. To test its hypotheses, the study used the data collected from 522 respondents in Nigeria Local Government (LG). Data were analysed on SPSS (version 20) using regression. Findings/results: The analysis of this study identifies reward to influence performance evaluation criteria and organisational commitment in the public service sector. The results obtained demonstrate that reward has a significant influence on organisational commitment. In addition, the reward system of an organisation was found to be a significant channel to reinforce the desired behaviours that inform performance criteria. Practical Implications: With the findings of this study it is concluded that reward is a key variable that can help the public service sector to become more effective and efficient. However, the use of reward by managers can make performance evaluation criteria worthy of appreciation by the employees, thereby increasing organisational commitment. Originality/value: This study revealed the dual role reward can play to influence employees’ organisational commitment, and the behaviours that organisations desire to reinforce in performance evaluation criteria. This is the first study that examined this relationship.

中文翻译：

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奖励功能影响员工绩效评估标准和组织承诺的强化

目的：这项研究的主要目的是提供经验证据，说明奖赏如何触发员工以与组织在服务提供领域的绩效评估标准相一致的方式行事。此外，它还研究了组织如何使用奖励来影响组织承诺。设计/方法/方法：采用描述性截面调查设计。使用针对尼日利亚公共服务部门员工的结构化问卷调查收集了主要数据。为了检验其假设，该研究使用了从尼日利亚地方政府（LG）的522名受访者那里收集的数据。使用回归分析SPSS（版本20）上的数据。结果/结果：这项研究的分析确定了奖励，以影响公共服务部门的绩效评估标准和组织承诺。获得的结果表明，奖励对组织承诺具有重大影响。此外，发现组织的奖励制度是加强告知绩效标准的期望行为的重要渠道。实际意义：根据这项研究的结果，可以得出结论，奖励是一个关键变量，可以帮助公共服务部门变得越来越有效。但是，管理人员使用奖励可以使绩效评估标准值得员工赞赏，从而增加组织承诺。创意/价值：这项研究表明，双重作用奖励可以影响员工的组织承诺，以及组织希望在绩效评估标准中强化的行为。这是研究这种关系的第一项研究。