Abstract
This study aims to analyze the determinants for employee performance in the Public Service Organizations, in Dire Dawa Administration, Ethiopia. Based on the literature discussed, the four factors considered as the important elements influence the employees’ performance that need to be investigated. The research question lies in each of organizational factors has a significant and positive effect on employees performance. Using the quantitative method, the population of this study was 205 respondents but 181 returned the survey questions, indicating a response rate of 88 per cent. Stratified sampling technique was used to select Core Staff and Support Staff. The primary data gathered in the form of questionnaires with a Likert typed-scale were then analyzed using frequencies, percentages and inferential statistics describes the data with making inference or conclusion and summarizing sources of numerical data in to meaningful form. In this study Chi-square goodness of fit test, factor analysis, stepwise multiple linear regression model and Pearson correlation analysis were used to establish and explain the relationship between the dependent and the independent variables. In stepwise regression, to explain that it is a systematic procedure where the most significant variable(s) and least significant variable(s) are added or removed respectively. Stepwise regression was performed in sequential stages namely, regression model summary, ANOVA, and regression coefficients. The findings reveal that the value of the determination coefficient test is 89.6 percent, indicating that the employees’ performance is explained by organizationalstructure,communication, Leadership/management system and culture factors, while the remaining 10.4 percent are linked with other factorsand there was a strong correlation between organization structure,communication, Leadership/management system and employees performance at (r=.777, .797, and .757, p<0.01 respectively). Accordingly, organization culture has a moderate positive correlation coefficient of (r=.506, p<0.01), which implies that it has positive relation with employees performance. Therefore, all the independent variables have a significant positive correlation with dependent variables. The study recommends that the PSO management should build and improve on teamwork and develop the current management systems to maintain the organization culture; create opportunities for employees to interact with the managers of the PSO in order to improve on the communication; and encourage employee innovation, increase on their salaries, organizational loyalty programs and reward long-serving employees. Keywords: Structure,communication, management system, culture, employee performance and Dire Dawa Administration Public Service Organizations. DOI : 10.7176/PPAR/9-10-01 Publication date :October 31 st 2019
Highlights
Factor analysis refers to the statistical tool that examines the weight or the possible effect of un-observed variables
We find that the adjusted R2 of our model 4 is 0.893 with the R2 = 0.896the better the model fits to the data.This means that the linear regression model with the independent variables organizational Structure, organizational Communication, organizational Management system and organizational Culture explains 89.6% of the variance of the employee’s performanceof public service organizations,while the remaining 10.4 percent are linked with other factors
The study concludes that clear working standards leads to the implementation of performance management standards
Summary
The civil service during the three regimes was not a neutral policy implementer, responsive to the peoples’ interests, impartial, transparent, and accountable; among others, the civil service, as an institution was not professional and loyal to the public. After the downfall of the Derg regime (since 1991), the current Government of the Federal Democratic Republic of Ethiopia has been taking some encouraging initiatives and reforms in economic, political and socio-cultural aspects against unprofessional, undemocratic and backward systems of the civil service in the past regimes (Tilaye, 2007). In www.iiste.org order for a public sector organization or government institutions to deliver on its mandate of service delivery to public, so that organizational factors in the public service organization plays an important role and as a backbone to fulfill the ever changing needs of employees performance. Good performance is related with achieving the quality, quantity, cooperation, dependability and creativity
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
