Authors : Haddy Drammeh Jaye

Volume/Issue : Volume 10 - 2025, Issue 5 - May

Google Scholar : https://tinyurl.com/5db95pzy

DOI : https://doi.org/10.38124/ijisrt/25may1599

Note : A published paper may take 4-5 working days from the publication date to appear in PlumX Metrics, Semantic Scholar, and ResearchGate.

Abstract : This study investigates staff motivation at the Gambia National Library and its impact on employee performance and service delivery. Motivation is shown to be crucial for institutional effectiveness, yet a significant gap exists between staff expectations and current motivational practices. Demotivating factors include poor communication, limited recognition, few career progression opportunities, and underinvestment in staff development. Using a quantitative descriptive design, structured questionnaires were administered to 45 permanent staff members (90% of the workforce). The study assessed motivational factors such as recognition, supervision, remuneration, training, and promotion, and measured workforce effectiveness through staff morale, task completion, and productivity. Data analysis revealed a strong positive correlation between motivation and performance (Pearson’s r = 0.72, p < 0.01). Recognition (82%), training (76%), and promotion (68%) were identified as key motivators, though only 44% were satisfied with remuneration. Staff with higher motivation were 35% more likely to meet or exceed performance targets. Findings confirm that both intrinsic and extrinsic motivators are vital for staff effectiveness. Leadership style, organisational culture, and participatory decision-making also play important roles. The study recommends transparent communication, regular training, merit-based rewards, and a supportive work environment to sustain motivation and improve institutional outcomes.

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