Impact of internal organazational factors ,and employees attitude on performance

Abstract

This study focused on the impact of internal organizational factors and employee attitude on employee performance. Upgrading employee performance has been the core objective of every entity that aspires for growth and profitability. As such, this research is based on organizational theory, behaviour theory and motivational theory that would deal with the idea of enhancing employee performance in the organization. This study has been to determine whether internal organizational factors (i.e. participative decision making, leadership style, internal communication, employee empowerment) have influence on employee performance dimension (employee productivity and employee skill). Meanwhile the employee attitude dimension (satisfaction, trust) has been used as variables that mediate the relationship between the initial variable and the outcome variable. The study also considers the presence of motivations variable (incentives) as moderating or strengthening the relationship between the employee attitude (satisfaction, trust) and employee performance (employee production and employee skill). Fully filled 102 questionnaire copies were collected from the Nile petroleum company employees. Factor analysis and multiple regression analysis were applied to test the hypotheses whereby the tested results which were collected from the analysis supported the theoretical model of the research. The results indicated that the internal organizational factors variables have positive and significant influence on employee attitude dimension (trust, satisfaction). Also, satisfaction has significant influence on employee performance (employee production). Participative decision making significantly and positively influenced employee performance (employee productivity). On the other hand, the results showed that there is a positive and significant relationship between trust and employee skill. But this study did not find any positive relationship between satisfaction and employee skill, nor employee trust and employee production. In addition, the results of the research indicated that motivation variable moderates significantly the relationship between satisfaction and employee production. Based on the research study, theoretical and practical implications of the research results were discussed and recommendations and proposals were presented.