The role of rewards system on employees’ motivation and job performance in the South Africa military health service

Abstract

The primary objective of this study was to conduct a comprehensive investigation into the rewards system and its impact on employee motivation and job performance within the South African Military Health Service (SAMHS). To achieve this, a quantitative research methodology was adopted, utilising a descriptive correlational research design. This design was selected because it enabled the researcher to examine the nature and strength of the relationships between intrinsic and extrinsic rewards, employee motivation, and employee job performance without manipulating any variables. The research was conducted across multiple SAMHS units in the Gauteng and Mpumalanga provinces over three months, from May to July 2024. Given the structured and hierarchical nature of SAMHS, stratified random sampling was used to ensure that all key subgroups within the population were proportionately represented. Stratification was based on relevant organisational categories such as rank groups, professional corps (e.g., nursing, psychology, medical practitioners, administration, and support personnel), and functional deployment. This approach enhanced representativeness, reduced sampling bias, and ensured that findings reflected the diversity of SAMHS employees. A total sample of 300 respondents was drawn from the broader SAMHS population. The researcher personally distributed the questionnaires across the different units, ensuring direct engagement and minimising non-response bias. An exceptional response rate of 99.3% was achieved, with 298 fully completed questionnaires being returned. Data were analysed using SPSS (Version 28), employing both descriptive and inferential statistical procedures. The results revealed that a well-structured rewards system has a significant positive impact on both intrinsic and extrinsic motivation. Higher levels of motivation were, in turn, strongly associated with improved job performance, enhanced job satisfaction, and increased employee engagement. A notable finding was that performance-linked rewards, such as formal recognition, transparent reward allocation processes, and opportunities for personal and professional development, produced the strongest positive effects on motivation and job performance. This is particularly important within SAMHS, where optimal performance, operational readiness, and professional discipline are essential to the execution of military healthcare services. The implications for SAMHS are substantial. The findings suggest that the organisation can significantly enhance workforce motivation and performance by implementing a fair, transparent, and well-structured rewards system tailored to the unique needs of military healthcare personnel. Such a system would not only improve employee morale and retention but also strengthen the organisation’s service delivery capacity and reinforce its standing as a key component of the South African National Defence Force (SANDF).