EMPLOYEE PERFORMANCE EVALUATION AND PRODUCTIVITY IN TARABA STATE TRANSPORT CORPORATION, JALINGO
Keywords:
Evaluation Methods, Feedback Mechanisms, Rewards and Consequences, Employees’, ProductivityAbstract
This study investigated the effect of employee performance evaluation strategies on the productivity of Taraba State Transport Corporation (TSTC), Jalingo. Specifically, it examined the effect of evaluation methods, feedback mechanisms, and rewards and consequences on employee productivity. The study’s theoretical framework was anchored on Goal-Setting theory. The study adopted a descriptive survey research design, targeting a population of 455 staff across key departments in TSTC. A sample of 210 respondents was selected using stratified random sampling with proportional allocation, guided by Krejcie and Morgan’s sample size table. Data were collected through structured questionnaires based on a four-point Likert scale and analyzed using SPSS (version 27). The instrument was subjected to a pilot test, and its reliability was established using Cronbach’s alpha with coefficients ranging from 0.703 to 0.856 indicating internal consistency. Descriptive statistics and multiple linear regression analysis were employed. Results show that all three strategies have statistically significant positive effects on productivity. Rewards and consequences exerted the strongest effect, followed by evaluation methods and feedback mechanisms. The model accounted for 63% of the variance in productivity (Adjusted R² = 0.61). The study concludes that effective performance evaluation strategies are critical to improving employee output and institutional efficiency. It recommends the adoption of standardized appraisal tools, regular feedback systems, and performance-linked reward policies to enhance productivity in public sector organizations.
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