Job security and employee performance in the Greater Pibor Administrative Area (GPAA). A cross-sectional study.

Authors

  • David Gayen Logirangole School of Graduate Studies and Research of Team University Author
  • Hope Evelyn Kyounda School of Graduate Studies and Research, Team University Author

DOI:

https://doi.org/10.64792/twrzxs52

Keywords:

Job stability, employee motivation, public sector performance, local government administration, working conditions, career progression

Abstract

Background

The study aimed to assess the relationship between job security and employee performance in the Greater Pibor Administrative Area (GPAA).

Methodology

Study a descriptive mixed-methods design to assess relationships between working conditions and employee performance in the Greater Pibor Administrative Area. The population was 140 employees, and the sample size was 104, determined using the Yamane formula. Purposive and simple random sampling were used. Data were collected through questionnaires, interviews, and documentary review. Instruments included questionnaires and interview checklists. Data analysis used SPSS descriptive and inferential statistics, including Pearson correlation. Validity and reliability were tested using CVI and Cronbach’s alpha. Ethical procedures ensured confidentiality, voluntary participation, and approval.

Results

A response rate of 96.2% (100/104) was achieved. Respondents were male 68 (68%) and female 32 (32%). Education level included Bachelor’s degree 36 (36%), Diploma 34 (34%), Secondary certificate 22 (22%), and Postgraduate 8 (8%). Departmental distribution showed Administration 32 (32%), Operations 28 (28%), Programs 26 (26%), and Leadership 6 (6%), indicating representation across key units. Job security recorded low mean scores ranging from M=2.23–2.44, reflecting weak stability (M=2.33), unclear policies (M=2.23), and limited promotion clarity (M=2.36). Employee performance ranged from M=2.36–3.44, with delays strongly affecting output (M=3.44) and low service delivery efficiency (M=2.42). Themes highlighted job insecurity, weak policy enforcement, poor communication, and limited career progression, contributing to reduced motivation and uneven performance across departments. A moderate positive correlation existed between job security and performance (r=0.59, p<0.01).

Conclusion

Job security in GPAA was relatively weak, with employees experiencing uncertainty regarding employment continuity, unclear promotion systems, and inadequate communication on job stability.

Recommendation

GPAA should strengthen job security mechanisms to improve employee motivation and performance.

References

1. Bolatito, A., & Mohamoud, A. (2024). Job security and employee performance: Psychological well-being and organizational outcomes in public institutions. African Journal of Public Administration.

2. International Labour Organization (ILO). (2020). Working conditions and employment relations in developing countries. International Labour Organization.

3. Kole District Local Government. (2023). Job security and employee performance in Kole District Local Government. Ministry of Local Government, Uganda.

4. Odia, J., Odigwe, A., & Amakodi, R. (2026). Quality of work life and employee commitment in local government councils in Nigeria. International Journal of Research and Innovation in Social Science. https://doi.org/10.47772/IJRISS.2025.91200166

5. Odur, D. O., & Nsisi, C. (2021). Employee motivation and job performance in Otuke District Local Government. Lira University.

6. Otuke District Local Government. (2023). Job security and employee performance in Otuke District. Ministry of Local Government, Uganda.

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Published

2026-04-30

Issue

Vol. 2 No. 2 (2026): April 2026 Issue

Section

Business, Economics, and Management

License

Copyright (c) 2026 David Gayen Logirangole, Hope Evelyn Kyounda (Author)

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How to Cite

Job security and employee performance in the Greater Pibor Administrative Area (GPAA). A cross-sectional study. (2026). East African Journal of Research and Innovation, 2(2), 15. https://doi.org/10.64792/twrzxs52