Ayeni Adebanji, Peter Fred, Uwague Bobmanuel, Olojede, Ibukunoluwa Bose, Fayemi Grace Oyefunkel, Ajagbe Grace &Osazuwa Mabel
The conceptualization of the extrinsic motivation originates from the expanse of physically bonded events that infuse an undue level of participation into a required designated activity. Furthermore, the establishment of literatures on intrinsic motivation, which is being derived from personal enjoyment and intrigue is quite inexhaustive. This is believed to encourage unhindered fulfilment in controlling activities while extrinsic motivation involves doing something because you want to earn a reward. This study looks at the effect of reward system on employees’ commitment. This study is carried out to explore the effect of intrinsic motivation on employee performance in a tertiary institution. The sample frame comprises of staff and faculty of Landmark University in Omu-Aran Kwara state. all the analyses carried out using statistical package for social science (SPSS) software will be used to analyze collected data. The output of the analysis will reveal the linear relationship between the independent (Intrinsic Motivation) and dependent variable (Employee Performance) taken together and whether any given independent variable has an influence on the dependent variable. The results of the linear regression show there is a linear relationship between the reward system and employees’ commitment. The explanatory power of the independent variable was 0.079, implying that 7.9% of variation reward system can be explained by a unit change in employee’s commitment. While the remaining percentage of 92.1 is explained by other variables. Hence, the reward system will enhance the employee’s commitment. The management of Landmark University should create recreational facilities to enhance their employees’ environment. This should also be practised in other universities in Nigeria, with this it will enable comprehensive comparison with other universities outside the country