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

Abstract

This study investigated the relationship between motivation and workers' performance at the University of Abuja. It utilized a descriptive research design. Both primary and secondary data were utilized in the study. Descriptive statistics and multiple regression methodology were employed on a sample of 337 workers’ obtained from 2145 workers through the stratified sampling method. The findings revealed that salary increase, promotions, allowances, regular timely salary and involvement in decision-making had a positive and significant effect on workers' performance at the University of Abuja. However, bonuses and fringe benefits had a negative and significant influence on workers’ performance. Furthermore, workers of the University of Abuja were not motivated by annual increments, recognition and supervision. The study recommends that the management of the University of Abuja should sustain their policies on salary increases, promotions, allowances, regular timely salary and involvement in decision making since they were yielding the desired outcomes. In addition, the policies of the University regarding annual increment, recognition and supervision should be strengthened and made to be effective. Furthermore, the policy on bonuses and fringe benefits should be reviewed as a result of their counterproductive nature.

Relationship between promotion and employees' performance: Evidence from the university of Abuja

“…This statistical fact underscores the poor performance of African universities in general and the University of Abuja in particular. No wonder, Duru, Eze, Yusuf, Udo, and Saleh (2022) stated that ''the Federal Government of Nigeria has been deficient in the management of workers of government universities in Nigeria, particularly from the perspective of career advancement, remuneration and training of these workers'' (p. 70). Again, regardless of the attempts by the management of the University of Abuja to promote its workers, some employees believe that promotions are delayed and characterized by nepotism as well, resulting in labour turnover particularly the loss of highly skilled employees.…”