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The Influence of Performance Management on Staff Performance: A Case of Two Bureaucracies in Federal Public Service of Nigeria

Management by Objective (MBO) theory suggests that for any organization to derive the best performance from the employees the components of performance management must be practiced. To investigate whether this argument applies to the public service organizations that have undergone performance reform, this study explores the influence of performance management on employees’ performance in the FCS and NNPC of the federal public service of Nigeria. Data were obtained from management staff in FCS and NNPC in Nigeria and analyzed with t-test and multiple regression. The results showed that there is no significant difference between methods of performance appraisal in NNPC and FCS. It also revealed that the components of performance management such as training mechanisms and feedback on employees' performance among others have a significant influence on employees’ performance. The study concluded that even though performance management influenced employees’ efficiency, job satisfaction, productivity, and quality of services; the weaknesses diagnosed from employees’ appraisal forms are not often linked with employees’ training and development in both organizations. The theoretical and practical implications are discussed.

Performance Management, Performance Appraisal, Employees’ Performance, Human Resource Management, Public Service

Ogbewere Bankole Ijewereme. (2023). The Influence of Performance Management on Staff Performance: A Case of Two Bureaucracies in Federal Public Service of Nigeria. Journal of Public Policy and Administration, 7(2), 98-108.

Copyright © 2023 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License ( which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

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