Effect of Reward System, Job Security and Training on Job Performance of Technical Assistants at the Irrigation Department in Ampara District, Sri Lanka
"The management of man": this statement is critical because it reflects the dynamism of the workforce. Job performance is a very important criterion on an employee’s career ladder. Several factors can affect job performance such as organisational fairness, job control, job communication, job autonomy, job environment, reward system, training and development and job security. Among these factors, the reward system, job security, and training are selected as independent variables, and job performance is represented as a dependent variable in this article. The reasons for selecting these three independent variables are, reward system is one of the major causes for motivating their contribution to the firm, a secure working environment provides hidden stimulation to work and training can improve the skills, knowledge and abilities related to job performance. The purpose of this study is related with identifying relationship and impaction among employee job performance, as the independent variable, as well as reward system, job security and training, are independent variables, of technical assistance in Irrigation Department. The Irrigation Department plays a significant role in the Sri Lankan departments. Paying good attention to the hypothetic deductive approach, a survey strategy was selected to do this study. Considering the technical assistants who work in the Irrigation Department, researchers selected 100 technical assistants representing the Ampara district by using the cluster sampling method. Basically, the questionnaire method was utilised to collect primary data and secondary data were gathered from the Irrigation Departments’ annual report and analytical report as well as previous research, related articles, journals and web sites. Data analysed through SPSS statistical software packages, descriptive statistics, correlation and regression techniques are applied to test hypotheses. It can be concluded that 59% of the total effect has explained together with the reward system, job security and training on job performance. It is concluded that selected independent factors are highly influential on the job performance of technical assistants in the Irrigation Department in Sri Lanka.
Keywords: Employee Job Performance, Reward System, Job Security, Training, Irrigation Department