The main aim of the study was to identify compensation determinants and how rewards can be made meaningful so as to increase employees’ organisational commitment. The objectives of the study were to determine whether entitlement-orientation to rewards influences organisational commitment; and to ascertain whether financial rewards increase organisational commitment of academic staff. The study employed descriptive survey design in gathering data from 157 academic staff, from a total number of seven private tertiary institutions which were selected through stratified sampling. Respondents from these seven private tertiary institutions were conveniently and purposively selected. The study observed that compensation was determined by both internal and external factors; tenure and job position positively influenced the maintenance of organisational membership. It was also realised that, financial rewards only increased continuance commitment but not affective commitment. This study creates awareness and sensitises stakeholders about the impact of ineffective compensation on employees’ and institutional performance and how compensation can be tailored to individual needs and wants in achieving both individual and organisational goals.