Abstract:
The purpose of this research was to examine the determinant factors affecting employees’ job
performance in Ethiopian higher education at Debrebrhan university In the Implementing of these
internal practices the University faced a problem of formal follow up after training was
conducted; inequitable salary and unfair promotion; and limitation in participating employee in
decision making. Data was gathered from the administrative offices of the university. The research
is quantitative research approach using Cross sectional survey method and the researcher have
used simple random sampling method was employed to select the sample from each stratum to
make the sample more representative of the population. Descriptive and inferential statistics of
correlation and regression analysis were used to analyze the empirical data. Primary data were
collected using five Point Likert-Scale questionnaires 288 responses were properly filled and
returned. SPSS was used to analyze empirical data collected through the close ended
questionnaire. The independent variables are training, motivation, employee related factor and
working environment whereas the dependent variable is employees’ job performance. The mean,
and standard deviation of the dependent and independent variables were computed and
interpreted. Pearson correlation Coefficient (r) was used to determine the relationship between
each independent variable with the dependent variable. From the arithmetic mean values
generated by the descriptive statistics, it shows that training (mean=2.98), work environment
(mean=3.01) and motivation (mean=2.4) are below which indicate that there was limitation in
implementing this practice in DBU While other factors such as employee/personal related
(mean=3.9) are above which indicated that employees of Debrebrhan University are moderately
agreed or satisfied with the determinant factors practice.The results presented in Pearson Correlations
understand that all except one of the independent variables which selected in this study have positive
relationship with the employee job performance. Only working environment have negative relationship with the
employee job performance. And it’s found that the independent variables have a 60.5% influence on
the dependent variable while the remaining 39.5% is influenced by factors which are not covered
in this study. Hence, the motivational practice of the university, training and work environment are
need of greater attention and to identify its effectiveness on employees’ job performance.
