Title: Impact of Employee Motivation on Organizational Performance: A Case Study of National Social Security Fund (NSSF) Uganda.
Authors: Dr Arinaitwe Julius, Namubiru Gladys
Volume: 9
Issue: 2
Pages: 48-53
Publication Date: 2025/02/28
Abstract:
This study investigated the impact of employee motivation on organizational performance, specifically focusing on the National Social Security Fund (NSSF) Uganda. It aimed to assess the key factors influencing employee motivation, examine the relationship between employee motivation and organizational performance, and evaluate the impact of motivation strategies on job satisfaction, productivity, and retention. The study utilized a multiple linear regression approach to analyze data collected from NSSF employees. The regression results indicated significant relationships between factors such as career development, leadership style, work-life balance, recognition, and employee motivation. The study found that career development (? = 0.48, p < 0.001), leadership style (? = 0.42, p < 0.001), and work-life balance (? = 0.35, p < 0.01) were the most significant predictors of employee motivation. Additionally, the analysis revealed a strong positive relationship between employee motivation and organizational performance, as indicated by a high Rē value (0.62), suggesting that motivation accounted for a significant portion of the variation in performance outcomes. The study also highlighted that motivation strategies, including employee recognition and reward systems, had a considerable impact on job satisfaction, productivity, and retention, with notable positive correlations in each area (? = 0.39, p < 0.001; ? = 0.45, p < 0.001; ? = 0.40, p < 0.01 respectively). The findings underscored the critical role of employee motivation in enhancing overall organizational performance at NSSF Uganda. The study concluded that employee motivation plays a vital role in improving organizational performance at NSSF Uganda. The significant predictors of motivation, including career development, leadership style, and work-life balance, were found to directly contribute to higher job satisfaction, increased productivity, and improved retention rates. Moreover, effective motivation strategies are essential for creating an engaged workforce and fostering a positive organizational culture. Based on the findings, the study recommends that NSSF Uganda implement comprehensive career development programs, enhance leadership practices, and strengthen recognition and reward systems. Furthermore, policies promoting work-life balance should be reinforced to support employee well-being. Regular assessment of motivation strategies through employee feedback is also recommended to ensure continuous improvement in motivation and organizational performance.