Job Training

1. The purpose of this study was to explore the effects of training on employee performance
among the international civil servants.The study was guided by the following research
questions; What is the role of training on employee engagement?What is the role of training on
employee motivation?What is the role of training on employee job satisfaction? A survey
research design was used for this study.The survey design was appropriate for this study
because it allowed investigation of possible relationshipsbetween variables as well as data
collection from broader category and comparisons between variables.The study population was
144 staff of the United Nations Support Office for the African Mission in Somalia. A sample of
45 was drawn using random stratified sampling approach from a list of sample frame provided
by the employee register at UNSOA. The data was collected by use of a questionnaire.The data
analysis involved frequencies, means, percentages, analysis of variance and bivariate analysis in
form of cross tabulations. The findings were presented using Tables and figures. On the role of
training on employee engagement the study showed that in general training enhances
employee engagement in change processes. As a measure of engaging in change process, the
top level management and non-management management staff were more likely to be induced
in taking new tasks after undergoing training compared to those in the middle level
management. Similarly training most likely motivates the top level to be committed to taking
initiatives in helping other employees. This case may not apply for the middle level
management and the non-management staff. Secondly the study also showed that training
enhances employee engagement in innovation. Thirdly, the study showed that training
enhances better performance among employee and lastly the study showed thattraining
enhances employee enthusiasm to work. On the role of training on employee motivation the
study showed that training enhances employee motivation as it allows for employee
recognition within the organization. Likewise training aligns employees to the organizational
goals at UNSOA. On the other hand training enhances positive leadership traits in the
organization’s leaders. Lastly training facilitates motivation for work performance. On the role
of training on job satisfaction the study showed that training enhances
staff/supervisor/customer relationships at work. Though the level of conviction that training
improves relationships with supervisor declines from the top level management, followed by
middle level management and finally for the non-management staff. Further the study showed
that training enhances the scope of the respondents’ ability to use their own initiatives and
skills at work. Despite the findings the study has also shown that there is declining trend in the
level of conviction that training enhances employee performance by influencing job satisfaction
from the top level management to the non-management staff members. Lastly the study
revealed that training imparts positively on the work activities. The study concludes that
training influences employee performance by positively influence employee engagement to
change process; innovation; better performance and enhance enthusiasm to work. It further
concludes that training enhances employee performance by positively influencing employee
motivation level through employee recognition; alignment to organizational goals; positive
leadership traits; and motivation for work performance. Finally training enhances employee
performance by influencing positively job satisfaction by enhancing staff/supervisor/customer
relationships at work; the employee’s ability to use their own initiatives and skills at work;
opportunities for pay and promotion; and by influencing the work activities. The study
recommends that training should be conducted time to time to ensure that employees have
the necessary engagement to change processes, innovation; better performance and job
enthusiasm for enhanced employee and organizational performance. It also recommends that
the management of UNSOAneeds to ensure training strategies are not only aligned to
productivity but also to enhancing employee motivation for superior performance. Further
UNSOAmanagement needs to evaluate its training strategies with respect to job satisfaction to
ensure that the effects are uniformly attained across the organization. Finallythe study only
focused on the international civil servants at UNSOA. Other studies on different populations
and at different time zones would be welcome to ensure strong empirical conclusions on how
training impacts on employee training.

2. The study sought to find out how on-the-job training enhances the performance of
newlyemployed teachers of public basic schools in the Ejisu-Juaben Municipality of Ashanti
Region of Ghana. Specifically, the study investigated how often on-the-job training courses
were organized and the impact or contributions of the training towards the enhancement of
the performance of new teachers in the basic schools in the municipality. Sixty-five (65) newly-
employed teachers, ten (10) Head teachers and five (5) Circuit Supervisors were selected for
the study through the simple random sampling procedure. Questionnaire and interview guide
were the instruments used for the collection of data for the study. Analysis of the data revealed
that on-the-job training courses have not been regularly organized for teachers, especially the
newly employed ones. Generally, on-the-job training has helped teachers to acquire new
knowledge and skills and more importantly improved their methods of teaching. However, it
was observed that certain factors made the organization and attendance of on-the-job training
difficult. These include funding, feeding and material support. The recommendations offered
included the following: provision of adequate funding to the Municipal Directorate to support
the conduct of on-the-job training. Organization of workshops for Head teachers and Circuit
Supervisors to update their knowledge on how to organize on-the-job training is also very
important; the schools‟ time table should be well structured to make room for on-the-job
training courses for both new teachers and old ones by the Head teachers and Circuit
Supervisors. However, care should be taken so that pupils‟ instructional time is not
compromised.
3. This research was about investigating the Contribution of Off Job Training to the
Performance of Public Servants. The objectives was; Firstly, to investigate the different types of
training and training methods employed by health department in Ilala Municipal; Secondly, to
know the perceptions of trainees relative to their ideals in terms of implementation; and Lastly
to measure the attitude of trainees towards specific attributes of the training program as it was
carried out in the health department. Thirdly, to know the population ,sample size, sampling
technique and methods of data collection. A case study design approach was used on the
Assessment of Contribution of Off Job Training to the Performance of Public Servants at IMC.
Case study research design was chosen because this method is a very popular form of
qualitative analysis and involves a careful and competence observation of a social unit The
results of this study provide some knowledge to the fact that trainings are therefore essential
to engage in capacity building to the public servants and private sector in general as a
component of development. This suggests the importance of training and development. Given
this importance, there is a need to initiate training employees in public sector organizations by
different stakeholders including the donor community and the government itself.

Job Performance :

1. Title: The relationship between job satisfaction and job performance in a manufacturing firm
in the Vaal-Triangle.

Keywords: Job satisfaction, job performance, individual behaviour, organizational effectiveness,

moderators on satisfaction-performance relationship.

The comprehension of how job satisfaction impacts employee performance is of utmost

importance to an organisation. If the relationship between job satisfaction and job performance
could be better understood, managers could manipulate the variables to increase job
satisfaction which will in turn lead to better performance of the company. Both a theoretical
and an empirical analysis were applied in this study. The quantitative research design was
followed using a standardised questionnaire as measuring instrument. The questionnaire was
handed to 56 employees targeted by a crosssectional survey which was spread across all 8
departments of the company. The Pearson Correlation Coefficient was used to indicate the
relationships between the variables. Company policies and practises were found to be the
factor that was most significantly related to job satisfaction and job performance. Motivation
and personal development was the performance factor that was most significantly related to
general satisfaction and total performance. A strong positive relationship between job
satisfaction and job performance was confirmed, which indicated that the more satisfied
employees are the better they will perform.
2.

3.

Abstract Job satisfaction :

1. ABSTRACT Title: The relationship between job satisfaction and job performance in a
manufacturing firm in the Vaal-Triangle. Keywords: Job satisfaction, job performance, individual
behaviour, organizational effectiveness, moderators on satisfaction-performance relationship.
The comprehension of how job satisfaction impacts employee performance is of utmost
importance to an organisation. If the relationship between job satisfaction and job performance
could be better understood, managers could manipulate the variables to increase job
satisfaction which will in turn lead to better performance of the company. Both a theoretical
and an empirical analysis were applied in this study. The quantitative research design was
followed using a standardised questionnaire as measuring instrument. The questionnaire was
handed to 56 employees targeted by a crosssectional survey which was spread across all 8
departments of the company. The Pearson Correlation Coefficient was used to indicate the
relationships between the variables. Company policies and practises were found to be the
factor that was most significantly related to job satisfaction and job performance. Motivation
and personal development was the performance factor that was most significantly related to
general satisfaction and total performance. A strong positive relationship between job
satisfaction and job performance was confirmed, which indicated that the more satisfied
employees are the better they will perform.

2. The issue of employee satisfaction has been momentous in recent times to the development
and accomplishment of organizations‟ goals and objectives. This research study aims at
investigating the factors that affect employee satisfaction at Airtel Kenya Limited. Specifically,
the study seeks to investigate the influence of talent development on employee satisfaction, to
establish the extent to which reward influences employee satisfaction; establish the influence
of organizational structure on employee satisfaction and investigate the influence of
organizational commitment on satisfaction of employees. Theoretical and empirical studies will
be reviewed to assess the factors likely to affect employee retention The study will adopt
descriptive research survey, A sample size of 50 employees will be taken for the research study,
representing 20% of an entire population of 250. Data for the study will be collected primarily
through semistructured questionnaire. The study will adopt descriptive statistics analytical
techniques to analyze the variables, using Statistical Program for Social Sciences (SPSS).
Statistical instrument to be used for the research analysis will mainly be inferential statistics,
specifically correlation matrix and multiple regression analysis. The researcher will employ the
survey strategy for the study. This strategy is proposed because it allows the collection of a
large amount of data from a sizable population in an economical manner. The study will employ
descriptive statistics method for presenting and summarizing bio-data. Findings would be
reported in the form of tables and figures and appropriate recommendations given.

3. Objective: In addition to a numerically adequate and skilled workforce, a well functioning

health system relies on motivated and high performing health workers. Current efforts to
motivate primary health workers, particularly in the public sector, in low-resource settings
commonly focus on extrinsic measures such as better financial incentives. While these are
necessary given low salaries and an expenditure-income mismatch, the role of intrinsic factors
and organizational determinants need to be studied in greater detail, specific for each context,
and integrated more comprehensively in such strategies. The objective of this dissertation is to
explore individual and organizational determinants of motivation and job satisfaction among
alternate cadres of public sector primary health workers using examples from Nigeria and India.
It aims to answer the following research questions: 1. What are primary health workers’
perceptions of motivating factors in the work environment, particularly supervision and
leadership, in Nasarawa and Ondo states in Nigeria? (Paper 1) 2. How does the introduction of a
performance-based financing (PBF) scheme change the perceived motivation of health workers
in Wamba district, Nigeria? (Paper 2) 3. What are the factors of job satisfaction among primary-
level clinicians in the state of Chhattisgarh, India? What is the association between job
satisfaction and intention to leave? (Paper 3)

Methods: This thesis uses three case studies to understand determinants of motivation and job
satisfaction among primary health workers in rural parts of Nigeria and India. • Paper 1 uses a
qualitative design to explore perceptions of health workers about motivating factors in their
working environment in two states in Nigeria. The study included 38 in-depth interviews with
primary health workers and district level managers. Thematic content analysis was used to
identify motivating and demotivating factors across cadres and location of health workers. •
Paper 2 describes a qualitative assessment of changes in perceived motivation of health
workers with the introduction of a performance-based financing scheme in a pilot district in
Nigeria. In-depth interviews were conducted with 34 health workers and five PBF project
managers and data were analyzed using the framework approach. • Paper 3 uses exploratory
factor analysis to identify domains of job satisfaction using data from a cross-sectional survey
conducted among 146 primary-level providers, belonging to four distinct cadres (Medical
Officers, AYUSH Officers, Rural Medical Assistants, Paramedical staff) in the state of
Chhattisgarh. It identified individual and organizational predictors of job satisfaction using
multiple linear regression and measured the association between job satisfaction and intention
to leave. Results: Three case studies identify determinants of motivation and job satisfaction at
individual and organizational levels: • In Paper 1, findings show that health workers perceive to
be motivated by both intrinsic (self-efficacy, religion, choice of profession) and extrinsic (good
working

environment including supportive supervision, monetary incentives, recognition, organizational

justice) factors. Moreover, they considered supervision and leadership from within the facility,
provided by the officer in-charge, to be more effective than from the district health
management team. In addition to inadequate remuneration, health workers were dissatisfied
by an unequal salary structure. • In Paper 2, results indicate that health workers receiving PBF
payments reported to be 'awakened' by performance bonuses and improved working
environments including routine supportive supervision, availability of essential drugs and
greater cohesion among staff. They recounted being more punctual, hard working, committed
and proud of providing better services to their communities. In comparison, health workers in
non-PBF facilities complained about the dearth of basic equipment and lack of motivating
strategies. However, health workers from both sets of facilities considered there to be a severe
shortage of manpower resulting in excessive workload, fatigue and general dissatisfaction. • In
Paper 3, domains identified for job satisfaction among health workers included job attributes
supporting family life, working abilities and extrinsic incentives. Higher job satisfaction was
found to be associated with receiving supervision and permanent employment. It was found to
be significantly different between cadres of health workers with Rural Medical Assistants having
the lowest score. It was also highly correlated with health workers’ intention to leave their
current position. Conclusions: Results from this dissertation suggest that motivation and job
satisfaction of primary health workers in Nigeria and India are influenced by certain individual
characteristics (vocation, self-efficacy, religion), financial and non-financial extrinsic incentives,
and several organizational structures and processes including supervision, leadership, fairness
in distribution of resources and responsibility, staff dynamics and team cohesion. In each case
study the broader socio-political climate also plays a dominant role, either directly or indirectly,
in affecting health worker behavior. Although latent phenomena, understanding motivation
and job satisfaction can generate research leading to programmatic recommendations that
strengthen health systems performance.