Introduction and Purpose: The research at hand explores employee motivation in Nigerian context with banking and government sectors as the backdrop. Contemporary organizations have put much emphasis to understand the dynamics of job performance, the impact of intrinsic rewards and training on employees and the intertwined relationship they have with motivation, which the present study tries to explain. This is specially so because a happy and motivated worker is an efficient performer. Methodology: Set in North Eastern part of Nigeria a sample size of 146 employees which included 88 from government organizations and 58 from private banking sector were taken up for the study through nonprobability convenience sampling method. The data collection instrument gathered the demographic profile of the respondents while information for other above mentioned variables was drawn together through different Likert type scales employed in earlier researches. Cronbach’s Alpha values were put to confirm the validity of the instrument, moreover Pearson Correlations, Pearson Chi Square Test, One Way Analysis of Variance (ANOVA), Levene Statistics, Games-Howell Test, Simple Means, Standard Deviation and Percentages were additional data analysis tools. Findings: The comparative analysis of bank and government employees vis-à-vis variables tested gave out findings which were similar as well as different for these two sectors. Government employees were found to be more motivated, having positive views on intrinsic rewards and training that they received, which was in sharp contrast to banking professionals. Despite being less motivated bankers nonetheless were better performing job wise than their government sector counterparts. Age and income also had affect on the above mentioned independent variables for the employees surveyed. Originality, Limitation and Implication: The novelty aspect of the study is sustained right from the initial research on the topic, continuing with theory level/conceptual framework, literature review to findings. Despite the research having resource crunch is unique in the manner that no such work in has been carried out in North Eastern part of Nigeria, the area which is vastly uncharted. The study is likely to fuel academic and scholarly pursuits in future studies which are similar in nature, it can be a guiding light to human resource practitioners in the corporate world as well as researchers in the field of management. Keywords: Work Motivation, Job Performance, Intrinsic Rewards, Training, Nigeria, Government and Banking Sectors
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATUREIJBBR
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Attitude Formation of Benefits Satisfaction: Knowledge and Fit of BenefitsWaqas Tariq
Using the theoretical framework of the Theory of Reasoned Action [6], we examine benefits satisfaction as an attitude formed by the beliefs about benefits (i.e., benefits knowledge) and the perceived value of these benefits (i.e., fit of benefits to individual needs). We use questionnaires to gather data from a random sample of 591 employees in a large county agency in the South-eastern United States. The data support that knowledge of benefits is associated with enhanced benefits satisfaction and mediates the effect of explanations about benefits on satisfaction. The results provide strong evidence that benefits perceived to suit employee needs generate highest benefits satisfaction. Employees satisfied with their benefits are less likely to consider leaving the organization. The tested model is a starting point for future studies to apply the extended Theory of Reasoned Action [1] and incorporate perceived behavioural control and subjective norms (i.e., co-workers’ attitudes) in forming benefits satisfaction. Understanding employees’ affective and cognitive reactions to compensation, including benefits, can render better practices. Companies should use information campaigns to improve employee beliefs about benefits. Better attentiveness to individual needs and preferences can maximize the utility of a benefits plan and improve its acceptance. We replicate and extend past research in a parsimonious model of benefits satisfaction with a random sample of public sector employees.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
The main objective of this research is to try to analyze the effect of direct compensation and indirect
compensation toward employee performance of temporary staff UMY with job satisfaction as variable
intervening. This research was conducted on temporary staff UMY in 2019.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
Impact of Training and Development, training design and on the job training ...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
PASSION IS NOT ENOUGH: PREPARING FOR SUCCESS IN WILDLIFE AND NATURE TOURISM M...Wild Asia
Many wildlife responsible tourism initiatives are developed by passionate nature lovers and conservationists, but they are not prepared for what is required to successfully market in today’s digital environment. Marketing now requires collaboration from the entire organization – from bookings, to operations and field guides. All need to connect with marketing, and a completely new set of skills, processes and techniques learned. Using her experiences working with Sam Veasna Centre as a case study Alison will look at the major challenges for responsible Wildlife Tourism operators, how they need to develop organizationally, and key steps and techniques to achieving marketing success. Sam Veasna Centre is a wildlife conservation NGO achieving successful conservation through community based ecotourism around Cambodia.
Recomendaciones muy importantes para aprender a controlar el estrés y la ansiedad, además de información sobre las consecuencias que estos pueden tener en su salud.
Attitude Formation of Benefits Satisfaction: Knowledge and Fit of BenefitsWaqas Tariq
Using the theoretical framework of the Theory of Reasoned Action [6], we examine benefits satisfaction as an attitude formed by the beliefs about benefits (i.e., benefits knowledge) and the perceived value of these benefits (i.e., fit of benefits to individual needs). We use questionnaires to gather data from a random sample of 591 employees in a large county agency in the South-eastern United States. The data support that knowledge of benefits is associated with enhanced benefits satisfaction and mediates the effect of explanations about benefits on satisfaction. The results provide strong evidence that benefits perceived to suit employee needs generate highest benefits satisfaction. Employees satisfied with their benefits are less likely to consider leaving the organization. The tested model is a starting point for future studies to apply the extended Theory of Reasoned Action [1] and incorporate perceived behavioural control and subjective norms (i.e., co-workers’ attitudes) in forming benefits satisfaction. Understanding employees’ affective and cognitive reactions to compensation, including benefits, can render better practices. Companies should use information campaigns to improve employee beliefs about benefits. Better attentiveness to individual needs and preferences can maximize the utility of a benefits plan and improve its acceptance. We replicate and extend past research in a parsimonious model of benefits satisfaction with a random sample of public sector employees.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
The main objective of this research is to try to analyze the effect of direct compensation and indirect
compensation toward employee performance of temporary staff UMY with job satisfaction as variable
intervening. This research was conducted on temporary staff UMY in 2019.
Effects of Employee Commitment on Academic Performance of Secondary Schools i...paperpublications3
Abstract: Employee commitment always plays a very key role in improving the academic performance. Distinguished performing companies perceive that employee commitment is a premier contributing factor toward maintaining continual success and composing value. A committed employee is participative and energized about their work and performs in an aspect that will progress the organization’s interest. The purpose of this study was to determine the effects of employee commitment on academic performance of secondary schools in Elgeyo- Marakwet County. The objectives of the study were: to determine the effect of emotional commitment of the headteacher on school’s academic performance, to establish the effect of normative commitment of the headteacher on school’s academic performance, to examine the effect of continual commitment of the headteacher on school’s academic performance. The study adopted a census case design that entailed having all the headteachers of all the secondary schools in Elgeyo-Marakwet County as the respondents. The three constructs of employee commitment i.e. the normative, emotional and continuous commitment were treated as the independent variable while academic performance was the dependent variable. Data was analyzed using SPSS and both descriptive and inferential statistics was used. Regression was used to construct models that were used to determine the nature of the relationships between the variables of interest. All the hypothesized relationships developed were found to be statistically significant at level p < 0.05 i.e. emotional commitment (r = 0.401, p < 0.000), continual commitment (r = 0.410, p < 0.000), normative commitment (r = 0.273, p < 0.000) were correlated to academic performance significantly and positively. all the organizational commitment constructs of emotional commitment, continual commitment, and normative commitment have significant positive relationship with academic performance (emotional commitment: β=.258, p-value= 0.000; continual commitment: β= .137, p-value= 0.020; normative commitment: β= .056, p-value= 0.044). The results of this study will form the framework for policy making on the issue of organizational commitment and academic performance.
Impact of Training and Development, training design and on the job training ...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
This research aimed to analyze the effects of organizational commitment, competency, and reward
on employee performance. The population of this research was local public officers in the Yapen Islands
Regency.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in
The changing nature of the workplace has created different employees' expectations and demands. As a result, the working environment is no longer associated with employees that are rigid and treating jobs as static sets of tasks. Instead, employees are being proactive in developing and adjusting their work roles and functions. The act or behaviour of these employees in adapting their work roles to match their needs and preferences is called job crafting. Goal orientation is considered as an important dimension in influencing their behaviours. However, there has been little research on how the mindset, especially public sector employee's goal orientation, adapt to the changing and challenging world of work. Using Partial Least Square approach with 150 samples, the study showed that public employees with learning goal orientation do embraced job crafting activities and the surprising finding that those with performance prove do not embraced such activities.
PASSION IS NOT ENOUGH: PREPARING FOR SUCCESS IN WILDLIFE AND NATURE TOURISM M...Wild Asia
Many wildlife responsible tourism initiatives are developed by passionate nature lovers and conservationists, but they are not prepared for what is required to successfully market in today’s digital environment. Marketing now requires collaboration from the entire organization – from bookings, to operations and field guides. All need to connect with marketing, and a completely new set of skills, processes and techniques learned. Using her experiences working with Sam Veasna Centre as a case study Alison will look at the major challenges for responsible Wildlife Tourism operators, how they need to develop organizationally, and key steps and techniques to achieving marketing success. Sam Veasna Centre is a wildlife conservation NGO achieving successful conservation through community based ecotourism around Cambodia.
Recomendaciones muy importantes para aprender a controlar el estrés y la ansiedad, además de información sobre las consecuencias que estos pueden tener en su salud.
The results of Text Big Data Analytics Study «Third Wave» is presented. The Study is provided by Dell EMC External Research and Academic Alliances in Russia.
Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
Presentation for the 2016 National and Chapter Leadership Conference by Bill ...RedZone Technologies
The goal of the Presentation at the AGC of America 2016 National and Chapter Leadership Conference. My goal was to educate about the importance of innovating and applying exponential technologies in IT Security within the organization. Another goal was to share with my audience how to measure risk, and have risk-based conversations that a business person can understand. The audience included many professionals in the construction industry, so it was important for me to be able to convey the importance of cybersecurity in that industry.
The key points in this video not only apply to those in the construction industry, but to industries and businesses of all types. I urge you to watch and discover why cybersecurity should not only be an IT concern, but a business and strategic concern as well.
https://www.youtube.com/watch?v=N1_KWHFNMmI&feature=youtu.be
Inundaciones Extremas en Cuencas Urbanas - Leandro KazimierskiCPIC
Trabajo presentado en el Primer Congreso de Ingeniería Urbana (CIU) por Leandro Kazimierski, Mariano Re, Emilio Lecertúa, Nicolás Badano, Federico García Rojo y Pablo García.
Join Kiriworks Jon Swisher, Solution & Product Development Manager & Pat Goetz, Senior Account Executive for an eye-opening, 30-min webinar introducing you to the solution that will simplify your reporting challenges. We will show you how easy it is with the right tool to generate your CMS quarterly reports. Ensuring that all data required is presented and accurate. We will also discuss how to best report internally. We will show you different trends in your process, past history and display it in a dashboard for easy viewing and quick answers. We will also dive deeper into the process where we can uncover process bottlenecks which will allow us to make better and faster decisions to assist in improving the quality of our process
Plan de trabajo 2017 historia de la alfabetizaciónmoduloslengua
Plan de trabajo del Módulo Historia de la Alfabetización y la enseñanza de la lectura y la escritura. Licenciatura en Enseñanza de la Lectura y la Escritura para la Educación Primaria. Universidad Pedagógica-UNIPE
Potential Reserves and Demands of Water of Conceição De Coité Municipality, S...inventionjournals
The Conceição of the Coité municipality is located in the part eastern center-north of the Bahia state and is situated in the dries polygon of northeast Brazilian, presents a rain regimen marked by extreme irregularity and water scarcity. Geologically is inserted in San Francisco Craton in its terrains of sequence to volcanics and sedimentary rocks associated witch granitoides of the Itapicuru greenstone belt and orthognaiss and migimatites rocks of Caraíba basement complex. The net of superficial waters is constituted by rivers and pertaining intermittent streams belonging to the basin of the river Paraguaçu and Itapicuru. The watery dams are frequently affect by salinization. The groundwaters are contained solely in the water-bearing fissural of the crystalline substratum. The calculation of the hydrics reserves of Conceição de Coité is esteem in this work as being possessing of the hydric potential of the order of 4,784 x 106 m 3 for a total population demand of the order of 2,050 x 106 m 3 /year, that is 0.47% of permanent reserves and 42.06% of the regulating reserves of the city.
Research on the teaching quality structure of Sino foreign joint university a...inventionjournals
With the Chinese economy’ rising, the development of Sino foreign joint university also rapidly smoothly developed. As one of the few China jointly University, the teaching quality of Xi`an Jiao Tong - Liverpool University (XJTLU) has a typical characteristics of its remarkable advantage. This research through the analysis on the internal structure of its teaching quality, saying that there are three aspects playing very important roles: one is the teaching management system better rely on high efficient but simple functions; second is the research-led training or teaching process can guide teachers, students and teaching itself to stimulate the potential; third is the teaching quality assurance system essentially can effectively guide and control the teaching quality of higher education on the right way. It is proved that the teaching quality orientation system can flexibly adapt to the development of education industry
The Effect of the Involvement Intensity in Extracurricular Activities and Sof...inventionjournals
There are many graduates of higher education who are academically good, but weak in terms of soft skills; and it is becoming main cause of unemployment among the educated. This study examines the relationship between the intensity of involvement in extracurricular activities with soft skills quality and work readiness of the graduates. The population in this study was college graduates in East Java in 2014. The sample was determined by accidental sampling technique for college graduates in Surabaya, Malang, Jember and Kediri. Data analysis was done by using multiple analysis of variance. The results showed the more intensively involved in extracurricular activities, the better quality of soft skills and work readiness which the graduates have. Suggestion is proposed to universities to develop extracurricular activities that must be followed by all students.
CONSIDERANDO
Que es preocupación del Estado Mexicano proporcionar educación a los habitantes del país, a fin de
propiciar su desenvolvimiento armónico;
Que uno de los objetivos que persigue el programa educativo del Gobierno Federal es brindar una educación
primaria a toda la población, particularmente a la que se encuentra en edad escolar;
Que la educación primaria es la base y el antecedente obligatorio de cualquier tipo de educación que forme
parte del Sistema Educativo Nacional y
Que es necesario que las instituciones educativas que imparten educación primaria cuente con un
ordenamiento jurídico que regula su funcionamiento, al efecto de lograr mayor eficiencia en el desarrollo de la
labor a su cargo, he tenido a bien expedir el siguiente
Innovadores Ganadores del Concurso “Una Idea para Cambiar la Historia”. Estos apartes constituyen una satisfactoria y significativa noticia para los emprendedores e innovadores que intentan transformar el mundo.
The Effect of Accounting Information System (AIS) Practice in the Collection ...inventionjournals
Accounting information system (AIS) is a system of collecting, storing and processing financial accounting data that is used by decision makers. The major objective of the study were to assess the Accounting information system (AIS) practice in the collection of Value added tax (VAT) in the case of Wolaita Sodo and tercha town tax revenue authorities. Therefore, the research design which have been selected for this study was descriptive .The sample size under this study were selected only some portion of the management and employees of the authority and also some portion of active customers of the authority, by using in some extent judgmental and mainly simple random sampling technique .The total all over data has been collected by using primary and secondary data collection methods. Data collection from the selected population has been through questioner and interview. After the data have been collected, the overall data were analyzed by using descriptive data analysis techniques. The authority did not create adequate awareness on the application of AIS to VAT payers and employees. It did not update the skill of its employees. Wolaita sodo and terch town tax revenue authority offices were also not much realized the awareness creation of purposes and benefits of AIS. Therefore, the authority should create adequate awareness to the society (VAT payers and employees) about AIS practice in VAT collection; the organization should also hire those highly skilled, flexible and experienced employees and should use advanced AIS application to effectively implement in VAT collection process
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
Employee Productivity and Organizational Performance Evidence from Pharmaceut...ijtsrd
This study examined the relationship between employee productivity and organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Survey research design was adopted, and data were gathered through the questionnaires administered to respondents. Pearson coefficient correlation was employed to test the hypotheses via SPSS version 20.0. From the analysis, the study concluded that employee motivation and organizational climate have positive significant relationship with organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Based on the results, this study recommended among others that Businesses should guarantee that feedback is provided on a regular basis so that appraisers can determine whether they are fulfilling management expectations or the organizations goals. To empower employees, there should be rewards for excellent accomplishments as well as training for unfavorable results. Nosike, Chukwunonso Joseph | Okerekeoti, Chinedu U. "Employee Productivity and Organizational Performance: Evidence from Pharmaceutical Firms in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49955.pdf Paper URL: https://www.ijtsrd.com/management/business-administration/49955/employee-productivity-and-organizational-performance-evidence-from-pharmaceutical-firms-in-nigeria/nosike-chukwunonso-joseph
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
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copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
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promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
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The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
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The objectives of this project were:
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(Data were provided by the instructor and did not reflect measurements obtained in real life).
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Banking and Government Sectors in North Nigeria: A Comparative Study on Work Motivation, Job Performance, Intrinsic Rewards and Training
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org || Volume 5 Issue 9 || September. 2016 || PP—41-48
www.ijbmi.org 41 | Page
Banking and Government Sectors in North Nigeria: A
Comparative Study on Work Motivation, Job Performance,
Intrinsic Rewards and Training
Dr. S.M. Shariq Abbas1
, Mr. Hussaini Samaila2
1
Head, Department of Business Administration, Yobe State University, KM 7, Gujba Road, P.M.B. 1144,
Damaturu, Yobe State, Nigeria
2
Department of Business Administration, Yobe State University, Damaturu, Nigeria,
ABSTRACT:
Introduction and Purpose: The research at hand explores employee motivation in Nigerian context with
banking and government sectors as the backdrop. Contemporary organizations have put much emphasis to
understand the dynamics of job performance, the impact of intrinsic rewards and training on employees and the
intertwined relationship they have with motivation, which the present study tries to explain. This is specially so
because a happy and motivated worker is an efficient performer.
Methodology: Set in North Eastern part of Nigeria a sample size of 146 employees which included 88 from
government organizations and 58 from private banking sector were taken up for the study through non-
probability convenience sampling method. The data collection instrument gathered the demographic profile of
the respondents while information for other above mentioned variables was drawn together through different
Likert type scales employed in earlier researches. Cronbach’s Alpha values were put to confirm the validity of
the instrument, moreover Pearson Correlations, Pearson Chi Square Test, One Way Analysis of Variance
(ANOVA), Levene Statistics, Games-Howell Test, Simple Means, Standard Deviation and Percentages were
additional data analysis tools.
Findings: The comparative analysis of bank and government employees vis-à-vis variables tested gave out
findings which were similar as well as different for these two sectors. Government employees were found to be
more motivated, having positive views on intrinsic rewards and training that they received, which was in sharp
contrast to banking professionals. Despite being less motivated bankers nonetheless were better performing job
wise than their government sector counterparts. Age and income also had affect on the above mentioned
independent variables for the employees surveyed.
Originality, Limitation and Implication: The novelty aspect of the study is sustained right from the initial
research on the topic, continuing with theory level/conceptual framework, literature review to findings. Despite
the research having resource crunch is unique in the manner that no such work in has been carried out in North
Eastern part of Nigeria, the area which is vastly uncharted. The study is likely to fuel academic and scholarly
pursuits in future studies which are similar in nature, it can be a guiding light to human resource practitioners
in the corporate world as well as researchers in the field of management.
Keywords: Work Motivation, Job Performance, Intrinsic Rewards, Training, Nigeria, Government and
Banking Sectors
I. INTRODUCTION AND LITERATURE REVIEW
One of the highly researched areas of management, Employee Motivation (EM) is assigned much
importance by human resource managers, especially so as it effects their performance at jobs. Pinder (1998, p.
11) defined work motivation as “a set of energetic forces that originates both within as well as beyond an
individual’s being, to initiate work-related behaviour, and to determine its form, direction, intensity and
duration”. Torrington, Hall, Taylor & Atkinson (2009, p. 276) further have defined the term as “Motivation is
the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be
involved in a continuous striving for improvement”. Beardwell & Claydon (2007, p. 694) view motivation as a
psychological process in context of work, which is the product of interaction between an employee and the work
environment and it is characterized by a certain level of willingness. The employees are willing to increase their
work effort in order to obtain a specific need or desire that they hold.
The next aspect of the present research Job Performance (JP) can be put as what an employee does and
is not doing in any organizational setting, both in qualitative and quantitative terms. According to Campbell,
McHenry & Wise (1990) observable behaviors that are performed by employees in their jobs, which are in
consonance with the organizational goals, can be termed as job performance. Not only limited to actual job
2. Banking and Government Sectors in North Nigeria: A Comparative Study on Work Motivation, Job…
www.ijbmi.org 42 | Page
tasks, employee performance also includes work attendance, how cooperative/helpful he is or for that matter
efficiency of the worker keeping time aspect in mind.
Campbell (1990) has talked about the behavioral component of work performance, which means what
people do while at work, the action aspect, which can be scaled or counted, the examples could be sales
dialogue with clients, assembling parts of a product, preparing computer software programs and the like
(Campbell et al., 1993). Hunter & Hunter (1984) have stated that organizations give much significance to job
performance because the concept is synonymous to high workplace productivity.
Moving further, it is pertinent to understand the dynamics of employee motivation and performance in
relation to Intrinsic Rewards (IR). As put by Pitts (1995, p. 11) “Reward is the benefits that arise from
performing a task, rendering a service or discharging a responsibility.” The author further adds that in usual
cases the reward packages include wages, salaries, bonuses, pension schemes, health insurance, allocated cars,
beneficial loans, subsidized meals, profit sharing, and share options among others. According to Armstrong &
Brown (2006, p.22), in the total reward system there is pay, bonuses and other benefits which are termed as
tangible rewards, while opportunity to develop, recognition from the employer and colleagues, personal
achievement and social life are intangible or intrinsic rewards.
In the view of Ajila & Abiola (2004) since intrinsic rewards are intangible in nature, they cannot be
touched but only felt in the form of appreciation, caring attitudes from employer and job rotation. Further they
state that these rewards are part of the job itself, examples being satisfaction from completing a task,
appreciation from employer etc. Thus employee satisfaction as a result of ones’ occupation or work can be
termed as intrinsic or non-monetary rewards, which can be defined as the appreciation which an employee gets
by his or her efforts by completing his job (Porter & Lawler, 1968). Moreover studies like that of Malhotra,
Budhwar & Prowse (2007) expound that intrinsic non-monetary rewards have a sway on the faithfulness of an
employee more efficiently than extrinsic rewards. It has been found that according to Kuvaas & Dysvik (2009)
motivated employees are highly engaged and involved in their work and jobs and are more willing to take
responsibilities, thus in other words their job performance is on the higher side.
Going further, Goldstein & Ford (2002) view training as one of the most pervasive methods at
workplace for improving job performance. Chiaburu & Tekleab (2005, p. 29) define training as “the planned
intervention that is designed to enhance the determinants of individual job performance”. Training is the formal
process by which a person acquires knowledge, skills, and competencies. Moreover studies like that of Meyer &
Allen (1991) have confirmed that express or even indirect use of training affect the motivation and
organizational commitment of the employees. Training has been viewed as means of job satisfaction for
employees by Rowden & Conine (2005), which motivates them and the pleasure derived from work transform
into enhanced or better work performance for the employees.
Chen & Lou (2004) in their study have asserted that in this vibrant and globalized world, training not
only helps in achievement of organizational goals but it also facilitates employees manage anxiety and
frustration at work or for honing skills for achieving efficiency and effectiveness of work (better job
performance). Learning that is the outcome of training affirmatively affects the job performance of the
employees, which is indispensable constituent for the realization of organizational goals (Tsai, Yen, Huang &
Huang, 2007). A study by Berge et al. (2002) concludes that training and development are a critical ways of
ensuring learning in the organizations by augmenting in employees’ knowledge, skills and attitude so as to be
efficient job performers.
The experimental investigations also designate motivated staff to affect their acquired skills through
training more effectively in their work (Cannon-Bowers, Salas, Tannenbaum & Mathieu, 1993; Facteau,
Dobbins, Russell, Ladd & Kudisch, 1995). Khan, Khan & Khan (2011) in their research have pointed out an
assortment of dynamics for job performance of employees in organizations, but assert training to be the most
important factor for the same. Tsai, Yen, Huang & Huang op. cit. conclude that there is big association between
perceived training effectiveness and job satisfaction of employees, which makes it conclude that it also enhances
the motivation and consequently performance levels of the employees. According to Brinkerhoff (2006)
employees who perceive training as effective means of satisfying their lower level needs together with high
level needs such as self esteem or self actualization tend to be efficient performers. Therefore in the next section
for better understanding, the proposed research model further takes the present study towards its aim.
II. CONCEPTUAL FRAMEWORK OF THE STUDY
The projected conceptual framework of the research at hand encompasses four variables. The two of
them Employee Perceived Training Effectiveness (EPTE) and Intrinsic Reward were propositioned to affect the
Employee Motivation which in turn would lead to the different levels of Employee Performance. It was also
predicted that Intrinsic Reward would also directly affect the Employee Performance. There are three elements
of motivation, they are direction or what a person is trying to do, effort or how hard a person is trying and
3. Banking and Government Sectors in North Nigeria: A Comparative Study on Work Motivation, Job…
www.ijbmi.org 43 | Page
persistence, in other terms how long a person keep on trying. Motivation theory tries to explain why people at
work behave the way they do in terms of their efforts and strive for achievement.
Figure 1: Conceptual Model of the Research
Khan, Khan & Khan op. cit. have further pointed out the reciprocal relationship between motivation
and training that well motivated employees would possibly have a positive view of training thereby leading to
their superior involvement in such programs. This mutual association between motivation and training was also
asserted by Pettinger (2002). Sahinidis & Bouris (2008) discovered a strong link between Employee Perceived
Training Effectiveness and motivation in their study. Nasreen & Mirza (2012) have linked superior job
performance with advanced level of proficiency in doing a task and this according to them can be achieved by
providing training to the personnel working in any organization. It has been argued in various investigations that
Intrinsic Reward can be used to motivate employees and extract better efficiency and performance from them
(Reio & Callahon, 2004; Deeprose, 1994). Therefore the proposed model assumes that both Employee
Perceived Training Effectiveness and Intrinsic Reward would affect their motivation level, which in turn would
influence their Job Performance in government and banking sectors.
III. OBJECTIVES OF THE RESEARCH
Following objectives were desired to be met in the present research:
1) To identify and understand the relationship between Employee Perceived Training Effectiveness, Intrinsic
Reward, Employee Motivation and Employee Performance.
2) To comparatively assess association between Employee Perceived Training Effectiveness, Intrinsic Reward,
Employee Motivation and Employee Performance by putting government and banking sectors as
independent variables.
3) To investigate and establish the intensity of the effects of Employee Perceived Training Effectiveness and
Intrinsic Reward as factors on Employee Motivation and subsequent Employee Performance thereof.
4) To evaluate effects of demographic factors on Employee Perceived Training Effectiveness, Intrinsic
Reward, Employee Motivation and Employee Performance
IV. STATEMENT OF HYPOTHESES
H0. EPTE has no significant and positive relationship with EM in government and banking sectors.
H0. IR has no significant and positive relationship with EM in government and banking sectors.
H0 Perception of employees on IR has a negative correlation with EP for government and banking sectors.
H0. There is no positive contribution of EM on EP for government employees and banking professionals.
H0. EPTE has no positive bearing on the EP in government employees and banking professionals.
H0. Age has no significant relationship with IR, EPTE, EM and JP.
H0. Higher income employees do not have higher motivation levels.
H0. Employees do not have significant positive perception of IR.
H0. There is no significant relationship between income, JP and EPTE.
H0. There is no significant difference between government employees and banking professionals vis-à-vis EM,
JP, IR and EPTE.
4. Banking and Government Sectors in North Nigeria: A Comparative Study on Work Motivation, Job…
www.ijbmi.org 44 | Page
V. METHODOLOGY
1. Study Population
The total sample size of 146 respondents was divided into 88 of those working in government
organizations, while 58 were in private banking sector. Non- probability sampling procedure of convenience
sampling was employed to obtain the data. There were six local government areas (LGAs) from which the
respondents were surveyed, namely Damaturu, Gashua, Dapchi, Potiskum, Geidam and Nangere in Yobe State
of Nigeria. Majority of the government sector respondents were in administrative positions, accounts and health
management areas. Banks included were Guarantee Trust Bank, First Bank and Diamond Bank in Damaturu, the
town was exclusively taken to survey bank employees as it being capital of the state had the largest
concentration of banks. Among the participants majority (42.5%) were in age group of 35-40 years, 80.1% were
males while 19.9% were females, majority at 71.9% being singles. Academically in greater parts (84%) of
employees were having bachelor’s degree, with mean work experience of 12.34 years and income of less than
Naira 50000.
2. Data Collection Instrument and Tools of Research
Besides collection of demographic data of the participants, the instrument used in the study at hand was
divided into four supplementary parts. To determine the EM level six item scale developed by Baron (1983, p.
123) was used, while to assess the EP three item scale of Bishop (1987) was employed. Similarly EPTE and IR
were gauged through the instrument derived from Chiaburu & Tekleab (2005) and Patterson & Spreng (1997)
respectively. The reliability analysis of the instrument was done through Cronbach’s Alpha. Additional tools of
data analysis were Pearson Correlations, One Way Analysis of Variance (ANOVA), Levene Statistics, Games-
Howell Test, Pearson Chi Square Test, Simple Means, Standard Deviation and Percentages.
3. Reliability Analysis
Table 1. Reliability Statistics
VI. ANALYSIS AND RESULTS
1. Employee Perceived Training Effectiveness, Intrinsic Rewards and Employee Motivation
A very strong positive correlation was established between EPTE and EM among banking and
government employees with significance level .014 (r= .320, p<0.01) and significance level .003 (r= .313,
p<0.01) respectively. Therefore null hypothesis that EPTE has no significant and positive relationship with EM
in government and banking sectors was rejected. This simply means that as the employees in both the
organizations perceive that if training provided by their organizations is more effective, they were more
motivated for work.
Positive correlation was also recorded for both the sectors between IR and EM with significance level
.000 (r= .568, p<0.01, in government) and significance level .001 (r= .413, p<0.01, in banking sector
employees). Thus null hypothesis that IR has no significant and positive relationship with EM in government
and banking sectors was rejected. This implies that if the employees surveyed considered intrinsic rewards felt
by them positively, their organizational motivation level increased.
2. Affect of Intrinsic Reward, Employee Motivation and Employee Perceived Training Effectiveness on
Employee Performance
For government employees researched IR and EP showed an affirmative correlation amongst
themselves with r= .530, p<0.01 which was confirmed by significance level .000, thereby meaning with their
positive view of intrinsic rewards received, the organizational performance levels increased. In sharp contrast
banking professionals’ performance decreased with increase in their perception of intrinsic rewards (r= -.489,
p<0.01 and significance level .000). Therefore for them besides intrinsic rewards, it can be concluded that value
of material or extrinsic rewards was more important. Thus null hypothesis that perception of employees on IR
has a negative correlation with EP for government and banking sector is rejected for former and accepted for
latter.
An exceptionally positive correlation was marked between EM and EP (r=0.597; p<0.01), significance
level being .000 for government employees’ data which entails that as the motivation among the employees
increased their JP was also boosted. Nevertheless for banking sector employees, there was non-significant
Factors Cronbach's Alpha Value No. of Items
EM .789 6
EP .604 3
IR .812 5
EPTE .784 4
Overall Scale .881 18
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negative correlation between these two variables, which implies that motivation levels did not have any type of
affect on their performances. Consequently null hypothesis that there is no positive contribution of EM on EP
was rejected for government employees and accepted for banking professionals.
Same way for government employees r=0.326 and p<0.01 (significance level .002) again showed a
very positive correlation between EPTE and EP, which point towards the fact that as the employees perceive
that the training provided by their organizations was more effective, their level of performance at work also
increased. However no such significant correlation was found for bank employees, which means their
perception of training provided to them had no affect on their organizational performance levels. The null
hypothesis that EPTE has no positive bearing on EP was rejected for government employees and accepted for
banking professionals.
3. Affect of Employee Age on Independent Variables
For government employees, Pearson correlation established that age of respondents had a negative
correlation with their perception of the IRs and EPTE (r= -.214, p<0.05 with significance level .045 and r= -
.340, p<0.01 with significance level .001 correspondingly). This can be inferred like as the age increased, there
was negative view on part of the employees vis-à-vis the intangible rewards they feel from their respective
employers as well as their perception of training provided by their organizations, but younger employees on the
other hand were having the opposite view on the matter. For employees working in banks for EPTE on the other
hand there was a positive correlation with age with r= .281, p<0.05 with significance level .032, thus as age
increased for them they had positive view of training aspect. Nonetheless no worthwhile significance was
recorded for IR in banking sector employees.
For government employees, One Way Analysis of Variance (ANOVA) also confirmed that there was a
significant difference between various age groups in their motivation level with F (4,83) = 2.818, p<.05 (.030).
The assumption that group variances were equal was additionally rejected as Levene Statistic (2.681) with
significance level of .037 showed a significant difference (p<0.05), which led to the employment of Games-
Howell procedure. The multiple comparisons therefore revealed a significant difference of .026 (p<0.05) for the
age groups 35-40 years and those employees who were more than 40 years of age in their motivation levels.
Among bank employees analysis showed no such statistical findings, thereby implying no relationship between
age and motivation.
Among government employees with F (4,83) = 4.175, p<.05 (.002) and subsequent Levene Statistics of
4.980 and significance level of .001 (p<0.05), Games-Howell test divulged a highly significant difference
(significance level .008; p<0.05) in the performance (job) levels of employees who were 25-30 years of age and
in the age group 35-40 years. The mean performance level for employees in the age bracket 25-30 years was
better (6.29) than those who were 35-40 years (5.22). However age seemed not to play any part in the
performance level of the bank employees statistically. Therefore null hypothesis that age has no significant
relationship with IR, EPTE, EM and JP is rejected for government employees, while for banking professionals
same is true for EPTE only.
4. Affect of Income on Independent Variables
Further it was found that in both set of employees, whether government or those in banking sector,
richer ones were more motivated, testimony to the fact being the correlation dynamics of r= .258, p<0.05 with
significance level .015 and r= .260, p<0.05 with significance level .049 respectively. Therefore null hypothesis
that higher income employees do not have higher motivation levels was rejected both for government and
banking sectors. Additionally as the income of the government employees was more they had more positive
view of IRs they got from their organizations with r= .294, p<0.01, significance level being .005. This was in
sharp contrast to the bank employees where statistically no relationship was found vis-à-vis income and IR.
Thus null hypothesis employees do not have significant positive perception of IR was rejected for government
employees and accepted for banking professionals.
Though no significant association was recorded for government employees vis-à-vis income and their
job performance, among banking sector employees with r= -.435, p<0.05 with significance level .001, a very
significant negative correlation was found. It means bank employees unlike government ones who were earning
more were having smaller levels of performance as compared to their lesser earning counterparts. Nonetheless
for EPTE, both set of employees statistically showed no worthwhile association. Therefore null hypothesis that
there is no significant relationship between income, JP and EPTE was rejected for bank employees and accepted
for government ones and for EPTE it was accepted for both sets of employees.
5. Comparative Employee Motivation and Job Performance Levels of Government and Bank Employees
Government employees with mean 5.92, standard deviation 1.042 were more motivated than bank
employees (mean 5.72, standard deviation .696), further Pearson chi square value of 22.567, df 4 and asymptotic
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significance .000 (p<.05) showed a highly significant difference between these two set of employees for their
motivational level. Despite of lower motivational levels, bank employees (mean 6.45, standard deviation .597)
were performing better in their jobs as compared to government employees (mean 5.83, standard deviation
1.031). Test result of Pearson chi square with value 16.814, df 5 and asymptotic significance .005 further
showed a significant difference in the performance levels of employees from these two sectors of work.
6. Perception Analysis vis-à-vis Intrinsic Rewards of Government and Bank Employees
A highly significant difference in perceptions of employees towards intrinsic rewards they receive from
their respective organizations working in government and banking sectors was found with Pearson chi square
value of 25.537, df 5 and asymptotic significance .000 (p<.05). Government employees had more positive view
of the matter with mean 5.70, standard deviation 1.105 than bank employees (mean 5.52, standard deviation
.628).
7. Comparative Analysis on Perception of Employee Perceived Training Effectiveness among
Government and Bank Employees
On the matter of the views of government and bank employees regarding how effective was the
trainings provided by their respective organization, Pearson chi square value of 9.723, df 4 and asymptotic
significance .045 (p<.05) showed a significant difference. Bank employees had a more positive perception for
training effectiveness with mean 6.19, standard deviation .634 as compared to government employees (mean
5.88, standard deviation 1.202). Thus null hypothesis that there is no significant difference between government
employees and banking professionals vis-à-vis EM, JP, IR and EPTE was rejected.
VII. DISCUSSION, CONCLUSION AND RECOMMENDATIONS
Findings which emerged from the present study were both similar as well as different for the
employees working in government and banking sectors. If the perception of the intrinsic rewards felt by both the
set of employees was positive it was found that their motivation level was also on a higher side. Government
employees had relatively more positive feelings of intrinsic rewards than bank professionals. Nonetheless bank
employees’ attitude was beyond such rewards, which implies that they would be satisfied more with monetary
types of rewards so as to increase their performance. It was also found that though with increase in motivation
levels, government employees did better job at their workplace, but motivation and job performance had no
association for bank professionals. It can be inferred here that as the banks chosen for the present study were
from private sector, these employees were either motivated or not motivated, but due to professional
compulsions and to save their job they had to keep better pace of their work, even unwillingly.
Also the positive view of government employees towards reception of training played an affirmative
role in their performance at job, as they perceived training to be effective, they did better work. Banking
employees on the other hand did not perform better or worse with their feelings of training received. Another
finding was that in advanced age government employees intrinsic rewards and perception of training was not
taken favorably as compared to their younger counterparts. Banking professionals who were in higher age
bracket took training provided to them constructively, though statistically no association was found for their
views on intrinsic rewards. Age affected the motivation and performance levels of the government employees,
younger ones being better in both the aspects, but it had no influence on the banking professionals. Income
however affected the motivation levels of the employees of both the sectors, those who were earning more were
also found to be better aggravated for work. But among bank employees there was no affect of income for their
views on intangible rewards which they received from their workplace; nonetheless richer government
employees in terms of earning had favorable opinions about the same. It may be so that intrinsic rewards were
the reason for them to work better and go up in organizational chain, which automatically means better salary or
earning.
Increase or decrease in income levels did not affect the job performance level of the government
employees, it may be due to the fact that public employees receive fixed salary structure, whether they work to
fullest potential or not. On the other hand banking professionals on higher position earning better were
performing lesser than those who had less income. This may be due to the fact since lower level participant from
banks were doing private job, they had more pressure to perform rather than to perish. However income for both
the sectors was not having any affect on employees how they viewed training provided to them by their
respective organizations.
Comparing the two set of employees at the organizational level, it was found that government workers
were having higher motivation than their banking counterparts, but latter were found to be better performing in
their jobs, again it may be due to the fact that they had more secure jobs than the private bankers, that job
security played a high role in job satisfaction thus leading to better motivation and bankers performing better
despite of having less motivation to save their jobs. Statistically confirmed, it was also found that government
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employees favorably received intrinsic rewards provided by their organizations as compared to bankers, again
latter wanted to have more monetary rewards, due to fact that they were earning less. A study in India by Abbas
(2012) had similar finding where it was found that banking professionals were least satisfied with the financial
terms of their employment. Overall it was found that bankers were more forthcoming in their perception for
training effectiveness by their organizations comparing the matter with government employees.
VIII. FUTURE STUDIES
Studies in future can be done on the following points:
1. Research on effect of extrinsic rewards on bank professionals can be initiated in the region where present
study was done.
2. More exploration is required for banking professional why they were not motivated with the intrinsic rewards,
as it played no role in motivating them or enhancing their job performance.
3. Better understanding of the reason why banking professionals on higher levels of earning were performing
less as compared to lower grade staff can be explored in future studies.
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