JOB MOTIVATION TECHNIQUES AND SECONDARY SCHOOL TEACHER JOB PERFORMANCE IN SAGAMU LOCAL GOVERNMENT, OGUN STATE, NIGERIA
Abstract
The study was an investigation into job motivation techniques for enhanced secondary school teacher’s job performance in Sagamu local government of Ogun State. Four research questions and two hypotheses were raised. The descriptive survey design was adopted. The population of the study comprised 489 public secondary school teachers in Sagamu local government area of Ogun State. A total of 120 public secondary school teachers were chosen as the study sample size. This represents 24.53% of the population. A purposive sampling technique was used for the choosing of the sample. Researchers developed questionnaires; titled: Motivation and Teacher Job Performance Questionnaire (MTJPQ) with 0.79 reliability coefficient was used for data collection. Research questions were analyzed using regression analysis. The hypotheses were tested using the Pearson Product Moment Correlation Coefficient (PPMC). The findings revealed that conditions of service (salary, promotion and fringe benefits) were found to be significant and strongly determine teacher’s job performance in Sagamu local government of Ogun State (β = 0.312, t = 6.635, P<.05). It was also found out that in-service training strongly determines secondary school teacher’s job performance (β = 0.656, t = 12.474, p<.05). About 99% of the variance in teacher’s job performance was accounted for by the linear combination of the independent variables. There was a significant relationship between the independent variable (condition of service) and the dependent variable (teacher’s job performance) (r = 0.744, p<.05). There was a significant relationship between the independent variable (in-service training) and the dependent variable (teacher’s job performance) of (r = 0.683, p<.05). The study recommends that the condition of employees should be adequately enhanced by management. Incentives such as medical care, housing allowances, promotion, and fringe benefits among others should be adequately provided to bring about high intrinsic motivation. The growth and advancement of employees on the job through training and development should be efficiently implemented and indiscriminately carried out by the management to avoid dissatisfaction and low performance.
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