The reality of using positive incentives (financial and moral) to improve employee performance – A study at the Post Office – Andalus District, Tripoli.

Abstract

A study titled: "The Reality of Using Positive Incentives (Financial and Non-Financial) to Improve Employee Performance: A Study at the Postal Service – Hay Al-Andalus, Tripoli." The study aimed to examine the reality of using positive incentives (financial and non-financial) and their impact on employee performance. The study population consisted of all employees working at the Hay Al-Andalus Postal Service during 2026. Given the small size of the population—totaling 100 employees—a comprehensive survey of the entire workforce was conducted to gather their perspectives on management's use of positive incentives (financial and non-financial) and how these affect their performance. The descriptive-analytical method was employed due to its suitability for studies in the human sciences, and a questionnaire was used as the data collection tool. The Statistical Package for the Social Sciences (SPSS) was utilized for analysis, employing arithmetic means, standard deviations, Cronbach’s alpha, the t-test, and one-way ANOVA. The study yielded several key findings, most notably: 1-Postal management makes extensive use of positive incentives (both financial and non-financial) to improve employee performance. 2-The most frequently used positive financial incentives are health insurance, financial assistance for social circumstances, and financial bonuses. 3-The most frequently used positive intangible incentives (Hajj and Umrah tickets, cooperative society membership, and certificates of appreciation). 4-There are no statistically significant differences in the actual use of positive incentives (tangible and intangible) to improve employee performance attributable to the study variables (gender, age, educational qualification, and years of service in the postal service).