In the public sector workplace, effective service delivery and organizational performance require employees to be punctual. But the problem of late reporting to duty and irregular attendance has persisted in many public institutions, leaving many questions on the role of compensation management in affecting the work behavior of employees. The study focused on the effect of compensation management on employee punctuality in the Code of Conduct Bureau, Nigeria. This study aimed to explore the effects of salary administration, allowances and fringe benefits, incentives and rewards, and promotion opportunities on employee punctuality, specifically.

The study used a descriptive survey research design and a quantitative research approach. The target population was 900 employees of the Code of Conduct Bureau in its Headquarters, Zonal Offices, and State Offices. A minimum sample size was calculated using Yamane’s (1967) formula, and a sample of 399 respondents was obtained by stratified random sampling using Bowley’s proportional allocation technique. A structured questionnaire was used for data collection, based on the objectives of the study and literature review. The instrument was pre-tested using a pilot study with 50 respondents from the Code of Conduct Bureau Headquarters that yielded an overall Cronbach’s alpha of 0.86; that is, it is reliable. Descriptive statistics and multiple regression analysis were done at a 5% significance level.

It is hoped that this study will give empirical evidence on the relationship between compensation management and employee punctuality in the public sector of Nigeria. These results will be added to the body of knowledge related to public sector human resource management and will give policy-relevant ideas to enhance compensation practices for employee punctuality and improve organizational effectiveness in the Code of Conduct Bureau.

Keywords: Compensation Management, Employee Punctuality, Public Sector, Code of Conduct Bureau, Human Resource Management, Nigeria.