Employee Motivation and Job Performance: Empirical Evidence from Nigeria

Abstract

This study aims to establish whether there exists a link between employee motivation experiences and job performance. A descriptive research survey was adopted as 206 senior cadre employees of First Bank of Nigeria were sampled using cross-sectional data from a semi-structured questionnaire. The result revealed that both monetary (competitive salary, salary raise, allowances, bonuses, and percentage profit sharing) and non-monetary (job security, job training, career advancement opportunities, flexible working hours, and retirement benefits) motivational incentives have a significant positive correlation with employee job performance in study organization. Specifically, it was revealed that competitive salary (R= 0.809) is the leading monetary motivational factor as job security (R=0.835) tops the ranking for non-monetary motivational factors. It was recommended that study organization will have to employ a mix of both monetary and non-monetary incentives in driving higher performance. Findings also showed that female employees are more motivated by non-monetary incentives (58%) while male employees are more motivated by monetary incentives (61%). Therefore, management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behaviour that drives higher-level performance.

Factors Related to the Performance of Cadres in the Implementation of Community Based Health Service Activities

“…Ref. [19] states that monetary incentives can improve cadre performance, but the incentive management system by the government can reduce the nature of cadre volunteering and weaken community empowerment. where there are swift changes, the development of increasingly complex and dynamic issues, and the uncertainty of the future in the order of people's lives.…”

Influence of Motivation on Workers' Performance at the University of Abuja

“…Using multiple regression and Analysis of Variance (ANOVA) methodologies on a sample of 254 teachers derived from 678 teachers in the Efutu Municipality of Ghana, the results showed that compensation package, environment, job design and performance management system had a significant relationship with performance of basic school teachers in Ghana. Alase and Akinbo (2021) examined the effect of employee motivation on the performance of First Bank of Nigeria Plc., Ibadan, Oyo state. A survey research design and inferential statistics were used on a sample of 206 employees in the senior and management cadre, obtained from 426 employees from the cadre through the Yamane (1967) formula and the simple random sampling method.…”

“…Several studies have been conducted outside Nigeria to examine the influence of motivation on the performance of workers in universities (Chowdhury, Alam, & Ahmed, 2014;Isa et al, 2016;Leseiyo & Ngui, 2019;Mueni, 2013;Narag, 2018;Quynh, 2019;Said et al, 2015). Conversely, some of the studies conducted in Nigeria on motivation dwelt on the effect of motivation on employees' performance (Alase & Akinbo, 2021;Ekundayo, 2018;Jibowo, 2007;Muogbo, 2013;Mustapha, 2020;Onyishi, 2010). Others focused on the link between motivation and organizational productivity (Gift & Obindah, 2020;Nwannebuife, 2017).…”

The Impact of Performance Appraisals on Employee Productivity: The Case of the Lebanese Retail Sector

“…According to health care, Herzberg's theory is relevant because of the necessity to determine if an issue is mainly related to hygiene or motivational factors (Alase & Akinbo, 2021). If employee retention is a concern, hygiene measures such as higher salaries and a better working environment can help.…”

“…Performance appraisals help reinforce good performance, alert managers to the need for training and development in certain areas or the need to offer assistance to a poorly performing staff, and establish reward and promotion systems aimed at improving performance (Alase & Akinbo, 2021). This study examines a Lebanese company which is known for its performance culture.…”