INTRODUCTION

From the topic of managerial accounting focusing on the effects of employee’s compensation
towards their commitment and performance. As a result, it will strive to include all of the
relevant details in order to make the study's purpose clear.

1.2 Theoretical Framework

1.3 Conceptual Framework

1.4 Statement of the problem

Compensation practices include not only wages, but also direct and indirect compensation and
benefits provided to employees in return for their performance. Life insurance, disability
income protection, retirement benefits, daycare, tuition reimbursement, sick leave, paid and
free vacation, education funding, and flexibility and alternative job arrangements are just a few
of advantages that result with employee performance.
Compensation is frequently restricted to cash reward, and as a result, employers have a tunnel
vision when it comes to employee compensation. Other aspects of compensation that make up
an employee's total compensation plan attract less consideration.

1.5 Hypothesis

Null (Ho): There is no significant difference between employees’ compensation towards to their

commitment and performance.

Alternative (Ha): There is a significant

1.6 Significance of the study

The importance of compensation for employees’ performance cannot be overstated. As a

result, they are essential to the organization's success. The aim of this study is to see how
compensation affects the employees’ performance. Other researchers will benefit from this
study because it will help them gain a better understanding of the subject under investigation
so that they can find more important resources in the future

1.7 Scope and Delimitation of Study

This study would be focused on the Employees commitment and performance based on their
compensation.

1.8 Definition of Terms

Intrinsic rewards

Management

Work Commitment

Performance

Employee
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Compensation