Effect of Job Satisfaction and Motivation on Performance in the Public Sector


Abiel A. Armah


This paper examines the effect of job satisfaction and motivation on performance in the public sector. The paper analyses the
factors affecting job satisfaction of employees in the public sector in Ghana. Public organizations in Ghana face immense
pressure to excel in their performance, notwithstanding the highly unstable and competitive environment in which they
operate. This environment is often characterized by factors such as increased globalization, demanding stakeholders,
shortage of critical skills, increased workforce diversity as well as technological innovations. For the purpose of this research,
simple random technique (a probability method) was utilized. A sample size of 150 employees was used. The results of the
study showed that education is a negative predictor of job performance, implying that other factors apart from education,
increases performances. This includes the type of task being undertaken, the tools available to perform such a task, work
environment among others. Work experience, on the other hand, had a positive relationship with employee performance with
coefficient of 0.727 and statistically significant at the 1% level. This means that work experience is a good predictor of
employee performance. This also implies that employees who have higher levels of experience have higher knowledge, thus,
perform better than employees with little experience. The position of employee as shown in regression results is a negative
predictor of performance, implying that junior employees may perform better than senior ones. Salary, however, is a positive
predictor of performance which implies that employees in the public sector are motivated to improve performance through
salary increases.


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