Influence of Work Motivation, Leadership Effectiveness and Time Management on Employees

Topics: Motivation, Leadership, Management Pages: 12 (4028 words) Published: April 13, 2011
European Journal of Economics, Finance and Administrative Sciences ISSN 1450-2887 Issue 16 (2009) © EuroJournals, Inc. 2009

Influence of Work Motivation, Leadership Effectiveness and Time Management on Employees’ Performance in Some Selected Industries in Ibadan, Oyo State, Nigeria Shadare Oluseyi .A Department of Industrial Relations and Personnel Management University of Lagos, Lagos Hammed, T. Ayo Department of Guidance and Counselling University of Ibadan, Ibadan E-mail: Abstract The study investigated influence of work motivation, leadership effectiveness and time management on employees’ performance in some selected industries in Ibadan, Oyo State Nigeria. 300 participants were selected through stratified random sampling from the population of staff of the organizations. The study employed expost facto design; data were collected through Work Motivation Behaviour Profile (α = 0.89), Leadership Behaviour Rating scale (α = 0.88) and Time management Behaviour Inventory (α = 0.90) adapted from Workers’ Behaviour Assessment Battery.Three research questions were answered at 0.05 level of significance. The data were analysed using multiple regression statistical method and correlation matrix. The findings revealed that the three independent variables (work motivation, leadership effectiveness and time management) accounts for 27.2% variance in employees’ performance (R2 adjusted = 0.272). Each of the independent variables contributed to employees’ performance. In terms of magnitude of the contribution, leadership effectiveness was the most potent contributor to employees’ performance (β = 0.521, t = 7.11, P < 0.05), followed by work motivation (β = 0.289, t = 5.42, P < 0.05) while time management was the least contributor to employees’ performance (β = 0.190, t = 2.43, P < 0.05). Based on the findings of this study, it was recommended that employers, human resource managers and other leaders in organizations are encouraged to show greater interest in the welfare of workers to make them more valuable contributors to the success of the organization. Keywords: Work Motivation, Leadership Effectiveness, Time Management, Employees’ Performance

The most important dependent variable in industrial and organizational psychology is job performance. One of the major concerns of manufacturing companies has focused on improving worker productivity,


European Journal of Economics, Finance And Administrative Sciences - Issue 16 (2009)

which is one of the job performance measures (Borman, 2004). Greguras (1996) describes job performance as the extent to which an organisational member contributes to achieving the objectives of the organization. According to Keller (2006), when you expect the best from your employees they will give you their best. On the other hand, when you expect little from employees they will give you low performance in return, which was named by Manzoni and Barsoux (2004) as set-up-to fail syndrome. Many people feel that they are not recognized or appreciated by their employers for their hard work and in turn develop decreased motivation. Lack of communication and feedback from employers cause employees to feel overlooked and inhibits them from performing to the best of their ability. Employee motivation is one of the strategies of managers to enhance effective job performance among workers in organizations. Motivation is a basic psychological process. Motivating is the management process of influencing behaviour based on the knowledge of what make people tick (Luthans, 1998). Luthans (1998) asserts that motivation is the process that arouses, energizes, directs, and sustains behaviour and performance. That is, it is the process of stimulating people to action and to achieve a desired task. One way of stimulating people is to employ effective motivation, which makes workers more satisfied with and committed to their jobs. Money is not the...
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