References

JCARM

Journal of Contemporary Academic Research and Methodologies

JCARM

3139-7247

Ivory and Finch Publishers

10.5281/zenodo.23279934

JCARM_SEP_26_096

Original Research Article

Impact of Promotion and Recognition on Workforce Productivity in the Nigerian Baptist Convention Headquarters, Oke-Bola, Ibadan, Oyo State, Nigeria

Adebayo Olumide

Olufemi

Department of Business Administration, Faculty of Management Science, Ajayi Crowther University, Oyo, Nigeira boyogum@yahoo.com Akinruwa Temitope Emmanuel

Dr.

Department of Business Administration, Faculty of Management Science, Ajayi Crowther University, Oyo, Nigeria

10 10 2026

1 8

Workforce productivity remains a critical organisational concern because employees’ ability to perform their responsibilities effectively influences organisational effectiveness and achievement of institutional objectives. Promotion and recognition is particularly important because motivated employees are more likely to demonstrate commitment, enthusiasm, efficiency, and willingness to perform assigned duties. Effective motivational practices can therefore shape employee behaviour and contribute to improved productivity.This study examined the nexus between promotion and recognition and workforce productivity in the Nigerian Baptist Convention, Oke-Bola, Ibadan, which is regarded as one of the foremost faith-based organizations in Nigeria. This study is a synopsis of a broader quantitative study conducted recently on employee motivation and workforce productivity; hence, this study focused specifically on promotion and recognition. A cross-sectional survey was conducted, using a structured questionnaire administered to employees of the Nigerian Baptist Convention headquarters. 254 completed questionnaires were available for analysis, representing 98.8% of the 257 administered. Responses from the retrieved data were analyzed using descriptive statistics and Pearson Product-Moment Correlation at the 0.05 level of significance. The results and findings of the study showed a positive employee agreement that productive work behaviour has a strong relationship with Promotion and Recognition, with a clear benefit structure, recorded a mean of 4.54; formal and informal recognition programmes recorded 4.88; perceived morale effects of delayed promotion were 4.21; acknowledged contributions and discretionary effort were 4.48, while general recognition of effort was 4.43. The overall weighted mean for this variable in the study was 4.51 (SD = 0.76). Promotion and Recognition had a moderate positive and statistically significant tie with workforce productivity inferentially (r = .472, p < .001; n=254). The null hypothesis of no significant relationship was rejected; hence, this suggested that employees are more likely to report stronger commitment as well as productive work behaviour when career advancement seems to be fair, and productivity is recognized. The study recommends a transparent, merit-based, and consistently administered promotion and recognition structure within the Nigerian Baptist Convention. The study is more cross-sectional and perception-based, which calls for interpretation as evidence of association rather than definitive proof of causation.

Employee Motivation; Faith-Based Organization; Merit-Based Advancement; Nigerian Baptist Convention; Promotion; Recognition; Workforce Productivity

19 09 2026 21 09 2026

This article is distributed under the terms of the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

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