The Influence of Reward Management on Employee Engagement in the Nigerian Fast-Moving Consumer Goods Sector: A Study of Unilever Nigeria Plc

This study investigates the influence of reward management on employee engagement at Unilever Nigeria Plc, one of Nigeria's foremost fast-moving consumer goods (FMCG) companies with operational presence across the country. The FMCG sector is characterised by intense competition for talent, making reward management a critical lever for sustaining employee engagement and competitive workforce retention. The study employs a descriptive survey design, drawing on primary data from 155 employees across Unilever's Lagos and Port Harcourt offices, selected through stratified random sampling. A structured questionnaire adapted from the Utrecht Work Engagement Scale is the primary instrument, supplemented by HR policy document reviews. Kahn's Psychological Conditions of Engagement Model provides the theoretical orientation. Findings indicate that total reward packages combining competitive base pay, performance bonuses, career growth opportunities, and workplace recognition are significantly associated with higher engagement scores. The study further reveals that employees in marketing and sales functions, who typically receive variable performance pay, report stronger engagement than those in support functions with fixed compensation structures. Non-financial rewards, particularly public recognition and senior leadership visibility, are found to independently predict engagement even when controlling for monetary variables. Recommendations include the development of a differentiated reward architecture sensitive to role type and performance contribution. This study adds Nigerian FMCG evidence to the international literature on total rewards and engagement. Keywords: Reward Management, Employee Engagement, FMCG, Unilever Nigeria, Total Rewards.