A STUDY ON FACTORS INFLUENCING THE JOB PERFORMANCE OF AGRICULTURAL EXTENSION OFFICERS WORKING UNDER T & V SYSTEM IN MAYURABHANJ DISTRICT OF ORISSA STATE
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Date
1991
Authors
Journal Title
Journal ISSN
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ANDHRA PRADESH AGRICULTURAL UNIVERSITY HYDERABAD
Abstract
The Agricultural Extension Officer occupies a
key position in the organizational hierarchy of T & V
system and acts as the most important catalyst for
successful implementation of different agricultural
extension programmes . He play's a vital role by providing
asked feed back from the extension system to the
research system. Thus, the achievement of the extension
programme with regard to agricultural development to a
greater extent depends upon the job performance of AEOs.
The job behaviour of the AEO is influenced by personal
factors and job factors. Therefore, there is need to
study the factors that are ~ffecting his job performance
for making the Directorate of Agricultural and Food
Production, Orissa State more functional.
The present study constitutes an attempt to
study the factors influencing job performance among the
AEOs in Mayurabhanj district of Orissa state by adopting
the ex-post-facto research design. Data were collected
from a sample of 52 extension officers for the investigation.
The job performance of AEO was measured by a
job performance index specially developed for the study.
The performance of AEOs was appraised by a combination
of self rating, superior rating and subordinate rating.
An interview schedule containing 42 job items grouped
into nine major job areas was developed and after
testing reliability administered to AEOs to indicate
their performance in specific job items on five point
scale continuum - 'most often', 'often', 'sometimes',
'seldom' and 'never'. The same interview schedule was
administered to both superiors and subordinates to rate
the job performance of AEO and Kendall Coefficient of
Concordance test was applied to find out the extent of
association of rating between the three categories of
judges. Following findings emerged out of the study.
The appraisal indicates that highest proportion
{54%) of the AEOs had average level of performance
followed by 31 per cent having high and 15 per cent low.
Two respondents' characteristics were found to
have significant relationship with the level of job
performance. While the 'age' had a negative relationship
with the level of job performance, 'communication
behaviour' was found to have a positive relationship
with the dependent variable.
Four
1 job security
tration' and
significant
performance.
job factors, viz.
and advancement',
'extension climate'
relationship with
'supervision received',
'policies and adminisshowed
a positive and
the level of job
The study reveals that there was a significant
association of rating with regard to job performance of
AEO among the job performers, superiors and
subordinates.
Further the study indicates that the field
oriented components of the job were preferred by the
respondents more than the off.ice-based activities.
The study emphasizes th~ need for providing
intrinsic motivation for the respondents on the job in
order to enhance their operational efficiency.
In view of the above findings the top level
managers and the Administrators of the State Department
of Agriculture need to take appropriate measures for
improving job performance of AEOs for providing effective
supervision, introducing selection grade cadre,
communicating the administrative policies whenever new
policies introduced, promoting a favourable extension climate and creating more avenues for awards and rewards
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