EFFECT OF JOB ENRICHMENT TECHNIQUES ON EMPLOYEE PERFORMANCE
- Project Research
- 1-5 Chapters
- Quantitative
- Mean and Standard Deviation
- Abstract : Available
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- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
ABSTRACT
This study investigated effects of effect of job enrichment techniques on employee performance in Federal University Dutsinma, Katsina State. Job enrichment is one of the cherished goals to achieve employee performance. It is essential to understand how job enrichment is a valuable tool for managing and fostering the successful employee performance. Enriched job consists of various elements like task significance, task identity and skill variety which improves the performance of employees and motivates them to perform zealously. This study intends to focus on the relationship between job enrichment and individual performance. It noted that job enrichment is that type of development in the job environment which may give a worker more challenge, more complete task, more obligation, more prospect for progression, and more effort to contribute his or her ideas for the betterment of the organization. It explores the connection between job enrichment, satisfaction, motivation and performance of employees using the descriptive survey design and utilizing the regression statistical tools to show the effect of Job enrichment techniques on job performance. The study drew its sample from the academic staffs of Federal University Dutsinma, Katsina State. The findings shows that training and development, Work-life balance, job autonomy and job incentive scores are positively and significantly related to job performance which implies that the higher the perceived training and development, work-life balance, job autonomy and job incentive, the higher would be the level of perceived job performance. It also revealed that job enrichment is a strong predictor of work-related attitudes (employee satisfaction, motivation, and performance). This study concludes that job enrichment provides skill variety, job identity, feeling important in the eyes of others, responsibility, challenge, realizing ones competence, freedom, participation in decision making, performance feedback from the job done, growth and sense of achievement which leads to internal motivation, satisfaction, and high performance of the academic staff.
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