الملخص الإنجليزي
This study aimed to investigate the impact of the incentive system in improving the job performance of workers in Omani oil companies, where the elements of the incentive system were identified (promotions, salary increases, work environment). And to reveal the mediation of job satisfaction in the relationship between the incentive system and job performance. The questionnaire consisted of two axes: demographic variables, and the second axis: the incentive system (21) items, job performance (8) items, and job satisfaction (8) items, where the Cronbach's alpha stability coefficient for variables ranged between (0.70 - 0.86).
The descriptive method was used to suit the objectives of the study. A sample of (238) female employees of Omani oil companies were chosen by the easy sampling method. For the purposes of data analysis, the statistical program (SPSS) was used with statistical methods such as arithmetic means, standard deviations, Pearson correlation, and simple regression analysis.
The results showed that there was a positive, medium, statistically significant correlation at the significance level (0.01) between the incentives variable and job performance, and that the highest correlation strength between the incentive system axes was in the work environment and job performance axis, where the correlational strength reached (0.499), and there was a significant effect according to Eta box to classify the effect size between incentives and job performance, a significant effect between the axis of promotions and job performance, and there is also a significant effect of increasing salaries on job performance, and a significant statistically significant effect between the work environment and job performance, and that there is a total mediation according to the Baron and Kenny model 1989 for job satisfaction in the relationship between incentives and job performance among workers in Oman oil companies.
Keywords: incentive system, job satisfaction, job performance, salaries, promotions, work environment.
