Abstract The prevalence of dissatisfaction among health sector professionals is well documented in literature and leads to reduction in provision of quality care. The job performance in the health sector is largely dependent on the satisfaction level of the people involved. In Nigeria, the public health sector has been well established and settled to some level- remuneration wise, while the private health sector, especially private hospitals and clinics, are having quite some challenge in coping with benefits available in the public sectors. The objective of this study was to determine how benefits affect job satisfaction and performance among staff in the private medical establishments in Port Harcourt, Nigeria. The study examined relevant literature in the area and concluded that the benefits and remuneration in the private medical sector in Port Harcourt, Nigeria is poor and the level of job satisfaction is also low leading to low job performance. The study therefore recommends that there is need for improvement through advocacy and government regulations. Key Words: Staff benefits, Job Satisfaction, Organizational performance. Introduction The private sector had 1436 health facilities, contributing 14 percent of the bed spaces(Ekere, 2013).In the1980s, the private medical sector was more attractive in terms of monthly remunerations when comparedto government service then. This scenario has changed over time by the numerous wage reviews of thegovernment. Presently, it is very difficult for private medical practice to match government in remunerations,both in the short and long term periods, except by corporate multinationals like the oil sector and also in thebanking sector. But private medical practice has come to stay in NIGERIA and their output in terms of servicesand employment can only gather more momentum with time.Employee benefits which is major part of the compensation package is of great importance to both theemployer and the employee. Employee benefits play a major role in employee‟s choice of employment anddesire to remain on the job (Amah, 2010). Job satisfaction is derived from a composed mixof benefits receivedon the job, equity perceived and employee motivations.Medical practice has evolved a whole deal in Nigeria in the last three or more decades. Even though thestandard of care has generally fallen short of expectations, remunerationshavebeen in the rise to try and tidy upwith the astronomical rate of inflation in the country. For example in the 1980s private sector monthly pay wasbetter than government, but that has changed since with the numerous wage reviews consequent on advocaciesand inflation. Government employment had more short and long term benefits, until the recent forced inclusionof private medical practice in the national pension‟s scheme. This attraction has resulted in a high turnover ratein the private medical practiceindustry, except in corporate multinationals and the banking sector among a fewothers.Employee benefits are sometimes delayed and ruled out due to cost reduction measures by managementof an organization. This has brought about massive corruption, high employee turnover and low morale andproductivity.This study might help managers in theprivate medical sector to be aware of what their employees‟demands and expectations are, and might even help government to develop basic guidelines on employees‟rights in the private medical sector, andextension the whole medical service industry. It might generate acollaborative stance between politicians andmedical services managers on the way forward for Nigeria , as itrelates to employees satisfaction in the private medical sector, albeit , the entire medical sector.Theoretical FrameworkThe work is based on the expectancy theoryof VictorVroom and the equity theory and fairness byJohn Stacy Adams and ElaineHatfield. Vroom‟s theory stress that behavior (job performance) can be describedas a function of the ability and motivation whilemotivation is a function of expectancy, instrumentality andvalence perceptions. People evaluate fairness of their situations bycomparingthem with those of other people.Where there is perceived inequity, the employees reduce their input, increase theiroutcome by stealing from theorganization or by leaving the organization or refusing to cooperate with other workers perceived to be overrewarded (Odunlade, 2012). Literature Review Employee BenefitsThese are programs an employer uses to supplement the cash compensation that employees receive, toprotect the employee and his or her family from financial risks. Benefits constitute an important part of theremuneration package. They are an addition to other forms of cash payment like wages and salaries that areintended to improve the quality of work life for employees and increase their cooperation and productivity(Amah et al, 2013). Employee benefits is defined as any form of compensation provided by the organizationother than wages or salaries that are paid for in whole or in part by the employer. Employee benefits areessential for the development of corporate industrial relations. Examples include retirement plans, child care,elder care, hospitalization programs, social security, vacation and paid holidays (Christoph, 1996). The purposeof employee benefits is to increase the economic security of staff members, and in doing so, improve workerretention across the organization.According to Amah et al (2013) Employee benefits are provided for a number of reasons which include:– To reward and promote employee loyalty to the organization– To discourage unionization– To make the remuneration package attractive and competitive enough to both attract and retain competentworkers.– To provide for employees personal welfare in line with the paternalistic belief that employees cannotprovide for their personal needs.– To provide employees remuneration that is not heavily taxed (i.e. tax-efficient remuneration package) asmost benefits are not taxed.– To provide employees with accumulated tax free investment returns (e.g. deferred compensation).– To satisfy legal requirements (e.g. social security retirement system)Types of Employee Benefits Pay for time not worked for (e.g. sick leave, vacation, maternity leave etc). Insurance benefits (e.g. job –related accidents and illness benefits). Retirement benefits (e.g. pensions, profit sharing plans) Employee service benefits (e.g. counseling, subsidized childcare, transport, meals etc).Employee benefits can be mandatory and non-mandatory. Mandatory benefits are those required by law – e.g.pensions, workers‟ compensation unemployment insurance. Non-mandatory benefits include tuition refund,various discounts etc.Managing Employee BenefitsEmployees want to be convinced that their employers are interested and committed to their welfarebefore they can bring out their all in the service of the employers and ensure the organization‟s success. Everyemployee wants a caring organization; benefits can be source