IQRA

UNIVERSITY

Research
Methods &
Skills
Assignment 3 – Literature Review

Course Instructor:
Dr.Shahnazwaz Adil

Presented By:
Nayab Ali (64363)
Research Methods & Skills Assignment 3

OBJECTIVE:
 To learn & practice writing a Critical Literature Review.

 To practice how to cite & give References using APA Style Format.

HYPOTHESIS: NON-FINANCIAL INCENTIVES HAVE SIGNIFICANT EFFECT ON

EMPLOYEE RETENTION.

INDEPENDENT VARIABLE: NON - FINANCIAL INCENTIVES

DEPENDENT VARIABLE: RETENTION OF EMPLOYEES

SUBJECT: LITERATURE REVIEW (LR)

Non-financial incentives are the perks or rewards given from the employer to employees. They are

not the part of employee’s pay yet they play a significant role in retaining the employee in that

particular organization. Few of the examples might include day care facility for working mothers,

gym membership, discounted parking, shopping vouchers, flexible timings etc.

Article(A1): Something beyond paycheque to boosting employee retention: evidence from a

South Indian hospital.

Bharath, M. (2021) claimed that both pay cheque and beyond pay cheque benefits are important

for employee retention at hospitals. Maslow's hierarchy of needs demonstrates that satisfying an

employee's physical, biological, social, self-actualization, and self-esteem requirements

encourages employers to hold on to highly moral staff members. The health care sector has a great

potential to satisfy social and self-actualization requirements.

Keeping a committed and highly motivated staff requires a comprehensive approach to employee

well-being, which is crucial as hospitals continue to struggle with talent management.

Research Methods & Skills Assignment 3

Consequently, it can be said that non-financial incentives have a big impact on an organization's

ability to retain employees.

Keywords: beyond pay cheque, talent management, committed and motivated staff, non-financial

incentives, self-actualization, hospital.

Article 2: (A2) Sustainable Total Reward Strategies for Talented Employees’ Sustainable

Performance, Satisfaction, and Motivation: Evidence from the Educational Sector.

Organizations use the total reward system as a strategic tool to attract and retain motivated,

engaged, and high-performing employees. This might be easily achieved if an organization creates

and sustains an effective reward system that combines financial and non-financial incentives.
Research Methods & Skills Assignment 3
This empirical study (Elrayah,M. & Semlali,Y. 2023) investigates how sustainable total incentive

schemes affect talented employees' performance, motivation, and contentment over the long term

in the educational sector. Working conditions have a significant influence on employee’s

performance. Developing a comprehensive incentive plan that integrates both monetary and non-

monetary rewards becomes the nucleus of employee’s attention.

It is recommended to offer non-financial incentives like professional development, well-being

programmes, and flexible work schedules in addition to monetary rewards and other compensation

plans to retain talented employees.

Keywords: total reward system, non-financial incentives, sustainable performance, satisfaction,

motivation, educational sector.

Article (A3): The effect of Non-Monetary Incentives & work environment on employee’s job
satisfaction

(Qader, 2021) claims that there is a significant relationship between the study's two independent

variables: non-monitory incentives and the work environment. The study results show that non-

monetary incentives are positively correlated with job satisfaction.

Job satisfaction is represented a key concept in manufacturing and organizational psychology and

has been related to the number of affirmative variables like job motivation, job performance,

organizational citizenship behavior, and life satisfaction. It is likely that the increases in the job

satisfaction of an employee experience, became the factor for rise the positive attitude toward the

jobs and commitment to the organization.

Research Methods & Skills Assignment 3
Keywords: Job satisfaction, work environment, employee engagement, increased productivity,

Erbil Polytechnic University.

Article (A4): The Relationship between Non-Financial Rewards and Employee Retention in

the Retail Industry: A Case Study of a Supermarket Chain Group in Hong Kong

(Wing Cheung Tang) carried out a study to examine the link between non-financial rewards and

employee retention, using a major supermarket chain in Hong Kong. Strategic human resource

management plays a vital role in attracting and retaining talent. The key findings emphasized to

invest in employee education and training so that they develop a sense of contentment.

A satisfied employee would help grow the business therefore, there is a strong positive correlation

between the two variables.

Keywords: Strategic Human Resource Management, non-financial rewards, transparent appraisal

system, employee retention, recognition, retail industry.

Article (A5) Small sample field study: The effects of team-based recognition on employee

engagement and effort.

(Presslee, et al. 2023) conducted a research and the outcome showed clear proportionality between

worker engagement and team-based reward. According to the study on fast food businesses, it was

suggested that the more recognized an employee is, the higher his driving force becomes. This

driving force boosts his performance at workplace and is more likely to stay with the organization

in long term.

Keywords: team based recognition, thank you gifts, token gifts, Management control system,

employee recognition program, fast food industry.

Research Methods & Skills Assignment 3

References:

Bharath, M. M. S. (2021). Something beyond paycheque to boosting employee retention:

evidence from a South Indian hospital. Vilakshan, 20(1), 114–129.

https://doi.org/10.1108/xjm-03-2021-0072

Elrayah, M., & Semlali, Y. (2023). Sustainable Total Reward Strategies for Talented Employees’

Sustainable Performance, Satisfaction, and Motivation: Evidence from the Educational

Sector. Sustainability, 15(2), 1605. https://doi.org/10.3390/su15021605

Presslee, A., Richins, G., Saiy, S., & Webb, A. (2023). Small sample field study:The effects of

team-based recognition on employee engagement and effort. Management Accounting

Research, 59, 100829. https://doi.org/10.1016/j.mar.2022.100829

Qader, A. N. (2021). The effect of Non-Monetary Incentives & work environment on

employee’s job satisfaction. Estudios De Economía Aplicada, 39(7).

https://doi.org/10.25115/eea.v39i7.5223

Tang, W. C. (n.d.). The Relationship between Non-Financial Rewards and Employee Retention

in the Retail Industry: A Case Study of a Supermarket Chain Group in Hong Kong.

https://irjems.org/irjems-v2i1p129.html