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Determinants of public employees' performance: evidence from Ethiopian public organizations

机译：公职人员绩效的决定因素：埃塞俄比亚公共组织的证据

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Purpose - The purpose of this paper is to explain the determinants of employees' performance in Ethiopian public organizations, by examining the determinant factors of motivation, ability and role perception in seven different public organizations that reengineered their business processes. Design/methodology/approach - Using primary data collected from 100 respondents, individual performance, an ordered categorical variable, was regressed on motivation, ability, role perception and certain control variables. An ordered logistic regression model was employed in the research. Findings - Results of the STATA routine indicate that, in Ethiopian public organizations, ability has no significant effect on employees' performance. On the other hand, motivation positively determines performance until some stage of experience, beyond which performance declines with experience. Similarly, role perception is found to be strongly positively related to the likelihood of good performance. Research limitations/implications - Further research is required into the dynamic nature of employees' performance. Panel data econometric models might be used to explain the determinants of performance across time. Similarly, future empirical researches in the area in question will be helpful to consider space-time differences in explaining determinants of employees' performance. Originality/value - The paper looks into the determinant factors of Ethiopian public organization employees' performance. Currently, Ethiopian public organizations are undertaking Business Process Re-engineering (BPR) and striving for the system of performance-based pay. This research has policy implications in relation to designing an effective performance-based pay system. On the other hand, the paper contributes to the empirical literature, providing a clearer picture of the determinants of public employees' performance.
机译：目的-本文的目的是通过研究七个重新设计其业务流程的公共组织中的动机，能力和角色感知的决定因素，来解释埃塞俄比亚公共组织中员工绩效的决定因素。设计/方法/方法-使用从100个受访者那里收集的主要数据，对个人绩效，有序分类变量进行了动机，能力，角色感知和某些控制变量的回归。该研究采用了有序逻辑回归模型。调查结果-STATA例行程序的结果表明，在埃塞俄比亚的公共组织中，能力对员工的绩效没有显着影响。另一方面，动机会积极地决定绩效，直到经验的某个阶段，超过该阶段绩效就会随经验而下降。类似地，发现角色感知与良好表现的可能性密切相关。研究局限性/含义-需要对员工绩效的动态性质进行进一步研究。面板数据计量经济模型可用于解释跨时间绩效的决定因素。同样，有关领域未来的实证研究将有助于在解释员工绩效的决定因素时考虑时空差异。创意/价值-本文探讨了埃塞俄比亚公共组织员工绩效的决定因素。目前，埃塞俄比亚的公共组织正在进行业务流程再造（BPR），并努力建立基于绩效的薪酬体系。这项研究对于设计有效的基于绩效的薪酬体系具有政策意义。另一方面，本文为经验文献做出了贡献，为公职人员绩效的决定因素提供了更清晰的图景。

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