Annals of Human Resource Management Research (AHRMR) ISSN: 2774-8561, Vol 4, No 2, 2024, 79-96 https://doi.org/10.35912/ahrmr.v4i2.2320 Motivation through indirect compensation: Evaluating employee performance in Enugu State Civil Service Commission Michael Ikenna Udodiugwu 1* , Chibuzo Charles Nwosu 2 , Ugochukwu Jude Obiakor 3 , Uchenna Juliana Nwumeh 4 Chukwuemeka Odumegwu Ojukwu University, Nigeria 1&2 Federal Polytechnic Oko, Nigeria 3 Nnamdi Azikiwe University, Nigeria 4 udodiugwu@gmail.com 1 , cc.nwosu@coou.edu.ng 2 , ugochukwu.obiakor@federalpolyoko.edu.ng 3 , juliananwumeh@gmail.com 4 Article History Received on 31 July 2024 1 st Revision on 20 August 2024 2 nd Revision on 26 August 2024 3 rd Revision on 27 August 2024 Accepted on 27 August 2024 Abstract Purpose: This study evaluates the impact of indirect compensation on employee job performance by the Enugu State Civil Service Commission. Research Methodology: This study employed a cross-sectional survey research design with a population of 280 participants, comprising staff from the Administration, Planning and Budgeting, and Research & Statistics Units, spanning grade levels 2-16 within the Enugu State Civil Service Commission. Data were collected using a questionnaire as the primary tool and rigorously analyzed using the Pearson correlation coefficient in the Statistical Package for Social Sciences (SPSS) version 23. Results: The findings revealed a significant positive impact of indirect compensation metrics on employee performance of the Enugu State Civil Service Commission. Limitations: The study specifically targeted personnel within grade levels 2-16 of the Enugu State Civil Service Commission. Contribution: This research significantly advances our understanding of indirect compensation and its impact on employee performance by pioneering new concepts, refining existing theories, and conducting comprehensive empirical studies. Funding: This research did not receive any funding from any Agency or Organization. Keywords: Indirect Compensation, Employee Performance, Health Insurance, Retirement Benefits How to Cite: Udodiugwu, M. I., Nwosu, C. C., Obiakor, U. J., & Nwumeh, U. J. (2024). Motivation through indirect compensation: Evaluating employee performance in Enugu State Civil Service Commission. Annals of Human Resource Management Research, 4(2), 79-96. 1. Introduction In modern society, people constantly strive to fulfill their needs for satisfaction. These needs are never- ending: as soon as one is met, another arises. According to Maslow, this cycle of need fulfillment is continuous and leads to unlimited human desires (Ameliah & Jatnika, 2024). To satisfy these unending needs and live comfortably, individuals are driven to join organizations, where they hope to find the means to fulfill those needs. Organizations achieve this by boosting employee morale, which is reflected in the extent to which individuals' needs are met or satisfied (Kennedy et al., 2022), and how individuals perceive satisfaction with their job situation (Pervin & Zohora, 2023). We observed that certain indirect compensation is not very peculiar to the Nigerian civil service domain, due to its uniqueness and lack of acceptance to include those policies that ensure its sustainability in the