Tag Archives: Job Performance

Can Welfare Management Affect Teachers’ Performance? Evidence from Ghana (Published)

The study examined welfare management practices that affect teachers’ job performance by discussing variables such as working condition and fringe benefits. The study was guided by two research hypotheses.  Descriptive survey design was adopted and the major instrument used in collecting data for the study was a questionnaire. A sample size of one hundred and sixty-five (165) teaching staff from the target population was drawn using simple random technique. Analysis of the responses revealed, inter alia, the following; (a) there was statistical significant and positive effect of working condition on teachers’ job performance, and (b) fringe benefit had statistically significant and positive effect on teachers’ job performance. It is recommended that school managements and the Ghana Education Service (GES) should ensure teachers enjoy family friendly policies, efficient and effective working conditions, and good and timely payments of fringe benefits.

Keywords: Fringe benefits, Job Performance, Working Condition, welfare management

Management of Teachers’ Psychosocial Needs and Their Job Performance in Universities in South-South Zone of Nigeria (Published)

The study investigated the relationship between management of lecturers’ psychosocial needs and job performance in universities in South-South, Nigeria. Three research questions and three null hypotheses guided the study. The study adopted a correlational research design. The population of the study comprised all the 9999 lecturers in all the 0000 universities in South-South zone of Nigeria. The sample of the study comprised 999 lecturers. The simple random sampling technique was used to arrive at the sample. Two instruments titled Management of Lecturers’ Psychosocial Needs Scale (MLPNS) and Job Performance Scale (JPS) were used for data collection. Face and content validities were ensured by experts. Cronbach alpha statistics was used to compute the reliability coefficients of MLPNS and JPS to be 0.87 and 0.72 respectively. Simple and multiple regression were used to answer the research questions while t-test and ANOVA associated with simple and multiple regression were used to test the null hypotheses at 0.05 alpha level.   

Keywords: Job Performance, Nigeria, Teachers’ Psychosocial, Universities

Comparative Analysis of the Training Needs and Job Performance Constraints among Block Extension Supervisors in Abia and Akwaibom States, Nigeria (Published)

Comparative analysis of the training needs and job performance constraints among block extension supervisors in Abia and Akwa Ibom states was studied. Primary and secondary data  were collected with structured questionnaire  from 28 BESs drawn from Abia and Akwa Ibom states. Descriptive statistics such as frequency counts, percentages, means and t-test were employed in data analysis. Result shows that BESs in Abia and Akwa Ibom states had highest need for training in control of ecto-parasite (X= 3.93) and endo-parasite (X= 4.29) respectively. In fishery practices, Abia and Akwa Ibom states BESs had greatest need for training in fish pond construction (X = 3.71) and site selection for pond. In extension message delivery, Abia and Akwa Ibom states BESs had highest training needs in reporting farming/field problems, identification of new farmers (X=4.93) for each practice and coordination of farmers meeting (X=4.64) among others. In soil science, Abia and Akwa Ibom states BESs had highest training needs in fertilizer application methods (X= 4.93) and (X= 4.57). In Agroforestry, the BESs in Abia and Akwa Ibom states had highest need for training in establishment of snail farm (X= 4.21)  and (X= 3.93). In agronomic practices, Abia and Akwa Ibom states BESs had highest need for training in site selection for crops land preparation, planting technique and fertilizer application (X= 4.79) and (X= 4.64). The major problems facing the BESs were poor input backup, lack of tangible facility for movement on the field, irregular supply of OFAR and SPAT inputs e.tc for Abia and Akwa Ibom states. Recruitment of more EAs and constant in-service training were recommended among others. 

Keywords: Abia and Akwa Ibom States, Constraints, Job Performance, Nigeria, Training needs, extension agents

The Effect of Occupational Stress on Job Performance at Aspet A. Company Limited (Published)

This study was conducted to find out the effect of occupational stress on job performance at Aspet A. Company Limited. The study employed descriptive approach. The sample size adopted was one hundred and nine through the help of convenience sampling techniques. Descriptive analysis factors like frequency tables, mean scores and percentages were generated, and their interpretations thoroughly explained and interpreted. Based on the findings of the study, it was clear that there are multiple causes of stress which have physical, emotional and psychological effects on employees at the company. The study revealed that stress relation with workforce marital status, education, and working experience was negative. However, the study found out that stress among employees does enhance their job performance in a positive manner (r = 0.348, sig. value=.000). This gives the indication that as employee stress increases, their job performance also tends to increase and vice versa. This section concludes on the premise that stress to an extent enhances job performance at the company. It was therefore recommended that management of the company must come up with an overall coping strategy policy on stress reduction focusing on employees’ marital status, education and working experience at the workplace. Also, the study recommended that tasks should be assigned taking into much consideration the marital status, education and working experience of employees in order not to overburden them with so much work and negatively affect them. Lastly, the research recommended the need to look at any further study concerning the effect of occupational stress on job performance to either confirm or refute the outcome of this study.

Keywords: Job Performance, Stress, and Stress Management, occupational Stress

School Culture and Teacher Job Performance: A Comparative Analysis of the Perception of Teaching Staff in Private and Public Basic Schools in Ga South Municipality (Published)

This study examined the effect of school culture on teachers’ job performance in private and public basic schools in the Ga South Municipality. Based on the work of Denison’s (2000) Framework of Organizational Culture and Teacher Job Performance, the study adopted a descriptive survey design through the quantitative approach where a structured questionnaire was developed and distributed to collect data from 46 teachers using the census sampling technique. With the aid of the Statistical Package for Service Solution version 20, descriptive (mean, standard deviation) and inferential statistics such as t-test, One-way ANOVA, Pearson correlation, and multiple regression were used to analyze the data. The study revealed that adaptability culture was more dominant (M=4.30, SD=0.60) than involvement culture (M=4.16, SD=0.55), mission culture (M=4.06, SD=0.43), and consistency culture (M=3.82, SD=0.58), and that generally job performance of teachers was rated as very good (M=4.43, SD=0.26). Besides, the study indicated that school culture was a good predictor of teacher job performance. However, the study revealed that adaptability culture (P=0.785, p=0.000) and consistency culture (P=-.334, p=0.017) made significant unique contribution to teacher job performance whilst involvement culture (P=-.240, p=0.213) and mission culture did not contribute significantly to teacher job performance. It was therefore recommended that school administrators and teachers should be guided to strengthen the culture in their schools, especially the adaptability and consistency cultural traits since they contribute significantly to teacher job performance. Further, it was recommended that the Ministry of Education and the Ghana Education Service should design and implement programmes to assist public basic schools to improve their culture and teacher job performance so as to attain educational goals.

Keywords: And School Culture, Job Performance, Organizational Culture

The Levels of Deployment, Utilization and Job Performance of Teachers in the Public Senior Secondary Schools in Edo State (Published)

A central concern is that teachers are the bedrock upon which the attainments of the objectives of the programmes in the school system are based.  Adequate deployment and utilization enhances their job performance. This study had the broad objective to investigate the Levels of Deployment, Utilization and Job Performance of Teachers in the Public Senior Secondary Schools in Edo state, Nigeria from the customers’ perspective. The specific objectives were to determine the level of deployment of graduate teachers in Edo State public senior secondary schools and to identify the level of deployment of graduate teachers in the different teaching subjects in Edo State public senior secondary schools. The study adopted descriptive survey research design. The population of the study was made up of 3366 graduate teachers deployed to 306 public secondary schools in the 18 local government areas as at 2010/2011. A sample size of 396 graduate using multi –stage randomly selected procedure determination from a finite population. Questionnaires were distributed to the filled and returned. Validity of the instrument was measured using content validity, and this was done by experts from the academia. Internal consistency was done using Cronbach alpha coefficient test statistic to test the reliability of the instrument, yielding a coefficient of 0.78. The hypotheses were tested using Pearson product moment correlation at 5% probability level of significance and regression analysis with charts for illustrations. The findings indicated that: There is low deployment and uneven distribution of graduate teachers to public schools. Also, poor utilization of these teachers was very obvious. Thus, the study concluded that job performance would be very low. The study therefore recommended that government should carry out an analysis to fill areas of scarcity, rationalize distribution of teachers and ensure there is a balance in deployment. This will create a fair system of graduate teachers in both urban and rural areas especially in mathematics and English subjects.

Keywords: Deployment, Job Performance, Utilization, teachers and Public schools

The Impact of Organizational Culture on Job Performance among Employees of the College of Administrative Sciences at Najran University (Published)

The present study is an attempt to identify the nature of the relationship between organizational culture and job performance among employees of the College of Administrative Sciences in Najran University, Saudi Arabia. The study problem lies in identifying the impact of organizational culture on job performance of employees at the College of Administrative Sciences. To achieve the objectives of the study, a number of hypotheses tested, mainly: There is a statistically significant relationship at the significant level of (0.05) between organizational culture and job performance among employees of the College of Administrative Sciences. The study adopted the questionnaire for collecting data from the study sample that consisted of (81) employees.  The main finding of study is that there is a positive impact for organization culture on job performance among employees at College of Administrative Sciences due to the vital and effective role played by the organizational culture in the development of administrative thinking, which contributes to raising the level of job performance

Keywords: Job Performance, Management practices, Organizational Culture, shared vision., teamwork

Perceived Effects of Women-Directed Employment Benefits on Job Performance among Female Bankers in Selected Banks in Calabar Metropolis, Cross River State, Nigeria. (Published)

Men and women vary both physically and physiologically, and so do their needs. As such, in work place for instance, the likelihood is that they will also vary in how they feel rewarded for their work or how they are motivated towards enhancing their job performance. This study investigates the relationship between female-directed employment benefits and the job performance of women in selected banks in Calabar Metropolis of Cross River State, Nigeria. Maslow’s Need Hierarchy Theory provided the theoretical underpinning for the study, while the research design adopted was the survey method. The purposive sampling technique was used to select 200 female employees of five randomly selected banks, who formed the sample of the study. Data was collected through the administration of a Likert-scale questionnaire while the Pearson Product Moment Correlation Coefficient was used to test the two stated hypotheses that guided the study. Results revealed a relationship between female-directed employment benefits such as crèche facilities and paid maternity leave and enhanced job performance among subjects. Thus, the study recommended the adoption and implementation of more female gender-friendly work policies to meet the specific needs of the many women who have joined and are continuing to join the world of paid employment, as well as enhance their job performance.

Keywords: Crèche, Employment Benefits, Job Performance, Maternity Leave, Organizations

Perceived Contributory Motivational Factors to Teachers’ Effective Job Performance in Secondary Schools in Afikpo Education Zone, Ebonyi State (Published)

The study was focused on examining perceived contributory motivational factors to teachers’ effective job performance in Secondary Schools in Afikpo Education Zone. Descriptive survey research design was adopted for the study. The population of the study covered all the five Local government areas in the zone, which consists of (43) public schools with all the teachers totaling two hundred and sixty-five (265). The selection of sample was first done in clusters, based on the 5 local government areas under the zone. Stratified random sampling technique was used to select 5 schools from each cluster, (2) under urban and (3) under rural areas, making a total of (10) and (15) urban and rural public secondary schools respectively. With the use of proportionate sampling technique a total of (125) teachers were selected for sampling, (50) from urban and (75) from rural areas. The gender composition from the total sample size of 125 consists of (29) female and (96) male teachers respectively. The instrument for data collection was a self developed instrument questionnaire titled, “Perceived influence of Teachers’ motivation on teachers’ job performance in Secondary Schools in Afikpo Education Zone (PTMTJP)”. The instrument was given face validation and corrections were incorporated adopted as final version of the instrument. The Cronbach’s alpha was used to calculate the index, which gave a reliability of co-efficient of 0.67 which showed that it was usable. Descriptive statistical tools; mean and standard deviation were used to answer the research questions while t-test was used to test the null hypotheses at 0.05 alpha levels of significance. Results showed that both extrinsic and intrinsic motivational related factors influence job performance of teachers. However, low public opinion on teaching profession as well as non-material rewards were not accepted as significant teachers’ intrinsic motivational factors for job performance. Recommendations showed that government needs to improve on teachers’ material need while administrators need to adopt more human relation approach to school governance among others.

Keywords: Afikpo Education Zone, Ebonyi State, Extrinsic and Intrinsic Motivational Needs, Job Performance, Secondary Schools, Teachers’ Motivation

Principals’ Supervisory Techniques and Teachers’ Job Performance in Secondary Schools in Ikom Education Zone, Cross River State, Nigeria (Published)

The study investigated the relationship between principals’ supervisory techniques and teachers’ job performance in Ikom Education Zone of Cross River State, Nigeria. Ex-post facto research design was adopted for the study. The sample was 86 principals, 344 teachers and 1,376 students drawn from a population of 86 principals, 1829 teachers and 35,359 students in public secondary schools in the study area. To achieve the purpose of the study, two null hypotheses were formulated. Data collection was carried out with the use of two research instruments titled “Principals’ Supervisory Technique Questionnaire (PSTQ)” and “Teachers’ Job Performance Questionnaire (TJPQ)”. The instruments were subjected to face validity and Cronbach Alpha reliability estimate. The reliability value obtained ranged between 0.73 and 0.78. These figures confirmed that the instruments were reliable in achieving the objective of the study. Pearson Product Moment Correlation Analysis (r) was used for data analysis at .05 level of significance. Results obtained revealed that a significant relationship exist between principals’ supervisory techniques in terms of classroom visitation, workshop techniques and teachers’ job performance. Based on the findings, it was concluded that job performances of teachers would be enhanced when they are properly supervised by principals using the various supervisory techniques.

Keywords: Job Performance, Principals, Secondary Schools, Teachers, supervisory techniques

IMPACT OF EMPLOYEE JOB SATISFACTION ON THEIR PERFORMANCE… A CASE STUDY OF BANKING SECTOR IN MUZAFFARGARH DISTRICT, PAKISTAN. (Published)

Everybody knows that successful implementation of any strategic objective depends on the inspiration and hard work of the company employees. Researches indicate that satisfied employees are the major asset and source of any bank for successful achievement of its short-term and long-term objectives. The present study investigates the link between job satisfaction with the job salary package, job security, and reward system, and impact of this satisfaction on employees’ job performance in banking sector of Muzaffargarh District, Pakistan. Data is gathered randomly from sample of 150 employees selected from 10 branches of different banks situated in Muzaffargarh District. Descriptive statistics have been applied to check the relationship between two variables (job satisfaction and job performance. The results of study indicate that the relationship between job satisfaction and job pay package, job security, and reward system is positively correlated. And the impact of this satisfaction is direct and significant on employees’ job performance.

Keywords: Employee pay package, Job Performance, Job Satisfaction, Job Security, Reward system