Effects of motivation on employee performance”: A case of Mbeya Regional Commissioner’s Office staff

Njau, Laurencia Callist (2015) Effects of motivation on employee performance”: A case of Mbeya Regional Commissioner’s Office staff. Masters thesis, The Open University Of Tanzania.

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Abstract

The study investigated the effects of motivation on employees’ performance. Subjects of the study consisted of 249 workers of the Mbeya Regional Commissioners Office. Data for the study were gathered through the administration of a questionnaire mainly focusing on different aspects of motivation as well as demographic data. Respondent’s files were scanned for individual OPRAS scores for 2011/12 year. These data were subjected to descriptive statistics as well as regression analysis. In the regression analysis, employee performance was the dependent variable while motivation and the demographic variables were the independent variables. The results obtained from the analysis showed that, there existed weak evidence that, there is a negative relationship between motivation of employees and performance. Findings revealed that employees’ performance was significantly different across job location and job position categories. Employees at the district offices performed significantly better than those at the secretariats’ headquarters and Regional hospital. Employees in the operational cadre performed significantly better than those in the technical cadre and managerial cadre. Those in the technical cadre also performed significantly better than those in the managerial cadre. No significant differences were found in performance across individual characteristics. No significant difference in motivation levels were found across categories of job and individual characteristics. Motivation alone was found to be insignificantly negatively related to performance. When job and individual characteristics were also loaded into the model, only job position was found to influence employee performance significantly. It is recommended that Regional Secretariat should take steps to boost the performance at the headquarters and Regional hospital. Also future research should look at other factors behind employee performance in Regional Secretariats and the study sample should involve more Regional Secretariats to enhance the generalization of the findings. Keywords: motivation, employee performance, OPRAS, job position, job, location, age, gender, education, experience

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