JOB PERFORMANCE AND WORK MOTIVATION: A STUDY ON IMPACT ASSESSMENT FOR INTRINSIC REWARDS AND TRAINING IN GOVERNMENT SECTOR EMPLOYEES OF NORTH NIGERIA (Pages 30-43) by Dr. Abbas S. M. Shariq in THE INTERNATIONAL MANAGER / ISSN: 2348-9413 (Online); 2348-9405 (Print)

A motivated workforce that is performing its job to optimum desired level is the yearning which the organizational managers carry in any business firm. The motivation level is again dependent on human resource management aspects like training and rewards including the intrinsic ones. The study at hand tries to link and understand factors like employee perceived training effectiveness and intrinsic rewards to employee motivation and their job performance. Besides, demographic factors are also tested in the course of research in North East Nigerian state of Yobe, where the sample of 88 government employees was chosen through non- probability convenience sampling technique. The participants were employed in lower administrative positions, accounts and health management areas in six local government areas (LGAs) of Damaturu, Gashua, Dapchi, Potiskum, Geidam and Nangere. The instrument employed in the current research collected the demographic profile of the respondents while data for other above mentioned variables was gathered through various relevant Likert type scales given by different researchers and authors, the validity of which was ascertained using the standards of Cronbach’s Alpha values. Additional data analysis was done through Pearson Correlations (bivariate), Regression Analysis, One Way Analysis of Variance (ANOVA), Levene Statistics, Games-Howell Test, Simple Means and Percentages. The perception of surveyed employees vis-à-vis effectiveness of training provided and intrinsic rewards were found to be positively influencing their job motivation and thereby affected the job performance levels. Age wise there were significant differences in the opinions for training and rewards as well as job performance for the researched employees, those having less age were more approving towards them. Interesting findings were also recorded keeping in view the income levels of the participants. Keeping in mind various findings of the analyzed variables, the study also gives recommendations for practicing human resource professionals to make their workforce better motivated and to them to have superior work performance. Keywords: organizational managers, motivated workforce, HRM - human resource management, employee motivation, job performance, demographic factors, North East Nigerian state of Yobe, local government areas (LGAs), demographic profile etc.,