Abstract
A strand of literature supported sourcing of fund internally via debt relative to foreign debt. The principal and interest on such internal debt is a reinvestment into the economy which would frequently have a chain investment effects. This study investigates the domestic debt sustainability level, crowding out effect and its implication on employment in Nigeria. Through the application of Maastricht Treaty Indicators, it was revealed that the domestic debt level in Nigeria is not sustainable. The long-run equation, using employment as the dependent variable showed that there is a negative relationship with domestic debt, employment, aggregate output and credit to private. The correlation analysis shows that aggregate output has a negative relationship with employment and credit to the private sector. The findings were in line with previous studies that emphasised the need for broad-based growth in Nigeria. The implications of the result showed that the gradual increase in domestic debt in Nigeria has a crowding-effect on the private investment which had resulted in negative implications on employment generation through the private sector. Hence, the study recommended the need for a proper channel of investment through domestic debt with the aim to increase the productive capacity of the economy, Among others.
Highlights
Organizations tend to compete on the basis of their human resources, ; currently, human resource is considered as the most effective and important resource of the organization that enables them to gain a competitive advantage (Alsakarneh et al, 2018)
; it is highly effective for the employees to get appreciated and rewards are being distributed on the basis of their performance
Tangible rewards are being used at a certain level for the employees to increase their motivation and loyalty as well, ; it is difficult to say that tangible rewards are directly linked with organizational effectiveness
Summary
Organizations tend to compete on the basis of their human resources, ; currently, human resource is considered as the most effective and important resource of the organization that enables them to gain a competitive advantage (Alsakarneh et al, 2018). ; there are different methods and measures used in order to analyse the performance of the employees which able to offer rewards whether they are tangible or intangible (Yousaf et al, 2015) It is being done in the private or public sector as well because the main purpose of these features is to motivate the employees that enable them to contribute towards organizational effectiveness and efficiency as well. For that purpose; it is required to develop the effective reward system that illustrates organizational mindset and enable their employees to facilitate learning and productivity In this way; performance appraisal or evaluation system should be effective key success factor along with the performance indicators should be fine adequately so the employees are able to meet the expectations and they should be aware of the organization strategy regarding the rewards. This will help the corporate sector of Iraq to use the findings of the study and bring the effective reward system in the organization to increase its effectiveness
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