International Journal for Tourism and Technology (IJTT)
This study investigated the relationship between capacity building and employee job performance in public organizations in Bayelsa State. The study relied on secondary data from literature and empirical review of previous studies. Organizations are faced with inability of employees to effectively carry out assigned roles leading to poor performance in the organization, making it necessary to understudy capacity building to ensure job performance. The research work concludes that capacity building correlates positively with employee job performance in public organizations. The study recommends that government should continually support capacity building programmes through timely release of funds, organizations should maximize employees that have undergone training and development for greater efficiency and effectiveness, government should create the necessary work environment, provide equipment and work processes or systems for effective task delivery.
Job performance in this study relates to the employee’s ability to do his or her work in the organization. Its variables include task performance and contextual performance. Task performance refers to the activities and behaviors exhibited by the workers in order to achieve set objectives (Motowidlo & Kell, 2012). It is the ability of a worker to effectively carry out his assigned job task and responsibilities. An employee’s core task has to do with his primary duties that contribute to the achievement of organizational goals (Borman & Moltowidlo, 1997). In the public service, ethical conduct appears to be a key requirement or pre-requisite of task performance. Contextual performance relates to the voluntary actions and behaviors that go beyond formal job requirements by the organization. It is also referred to as extra-job role or Organizational Citizenship Behavior (OCB). Through contextual performance, employees are able to help their colleagues in need or when they need their support in one way or the other. Employees who show a sense of sportsmanship and civic virtue can be seen
as demonstrating contextual performance (Organ, 1988). Contextual performance in an organization refers to the voluntary behaviors and actions exhibited by employees which are not directly part of their job responsibilities but are seen to contribute to the overall effectiveness of the organization (Decu, 2023). Capacity building on the other hand encompasses training and development programme,
which tend to enhance employee skills and knowledge, leading to job performance and job satisfaction. Training and development programs enhance employees' skills and knowledge, leading to improved job performance and adaptability to changes in the workplace. These nitiatives support employees' career growth, boost their motivation, and ultimately contribute to organizational success (Noe et al., 2019). Yamoah & Maiyo (2012) in Groot and Molen (2000) defined capacity building as the development of Knowledge, skills, and attitudes in individuals and groups of people, relevant in design, development, management and maintenance of institutional and operational infrastructure and processes that are locally meaningful. Capacity building can also be seen as a process that leads to systematic enhancement and the expanding of skills, knowledge, and overall abilities of individuals in the organization. It involves activities that result in acquiring new competence, improving existing skills and cultivating a mindset that embraces constant learning and selfimprovement. Ultimately, capacity building leads to better employee task performance.
Capacity Building, Job Performance, Employee, Public Organization.