PROMOTION AND EMPLOYEE PERFORMANCE IN THE NIGERIAN CIVIL SERVICE

Abstract

This work focused on the effect of promotion on employee performance in the
Nigerian Civil Service. The study specifically investigated the effects of receiving a promotion
and experiencing promotion stagnation on employee performance in the Federal Civil Service of
Imo State, Nigeria. The target population consisted of 1086 federal civil servants in 32
organisations. However, a sample of 1007 federal civil servants emerged from a total population
survey of the target population. The 32 organisations, comprising ministries, departments, and
agencies, were selected because they are strictly subject to the Civil Service Rules. The research
data represent the responses of the sample population to the research questionnaire, which had a
reliability coefficient estimate of 0.742. The survey data were subjected to logistic regression
analysis to investigate whether promotion predicts employee performance in federal civil service
organisations. The research hypothesis was tested using the Pearson correlation coefficient to
determine whether a relationship existed between promotion and employee performance. The
results of the logistic regression analysis revealed that receipt of a promotion (p = .039) was
statistically significant. This meant that the receipt of promotion likely had a significant effect on
employee performance. The hypothesis test result revealed that there existed a statistically
significant positive relationship between promotion and employee performance in the Federal
Civil Service, Imo State (r = .167, p < .000). The analyses results suggested that promotion affected
employee performance in the Federal Civil Service, Imo State.