CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Introduction
In every research work, the data gathered needs to be analyzed and interpreted to find the
outcomes of the research and arrive at a definite conclusion as well as to provide some
recommendations for way forward. This research work is not an exception. This chapter
therefore deals with the presentation, analysis and interpretation of data collected from the
respondents. It also aimed at providing answers to the stated research questions as well as
testing of the research hypotheses. In the course of the study, one hundred and ten (110)
questionnaires were distributed to the staff of Power Holding Company Katsina metropolis.
Therefore, the analysis is based on 100 questionnaire was properly filled and returned for
data analysis.
4.2 Data Presentation and Analysis
Section A. Social Demographic Characteristics of the Respondents
Table 4.1 Age Distribution of the Respondents
Age Frequency Percentage (%)
20-29 49 49%
30-39 31 31%
40 above 20 20%
Total 100 100%
Source: Field survey, 2022.
The table above indicates that 49% respondents fall between range 20-29years, 31%
respondents fall between range 30-39 years, while 20% respondents fall between range
40years above. The 49% respondents fall between range of 20-29 form the majority.
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Table 4.2 Gender Distribution of the Respondents
Gender Frequency Percentage (%)
Male 92 92%
Female 8 8%
Total 100 100
Source: Field Survey, 2022.
The table above indicates that 92 respondents representing 92% were males while 8%
respondents were females. The distribution of respondents shows that males are the majority
of the respondents.
Table 4.3 Marital Status of the Respondents
Marital status Frequency Percentage (%)
Married 72 72%
Single 28 28%
Total 100 100%
Source: Field Survey, 2022.
The table above shows that 72respondents 72% were married while 28% were single. The
single respondents form the majority.
Table 4.4 Educational Qualifications of the Respondents
Educational level Frequency Percentage (%)
Diploma 32 32%
HND/[Link]. 64 64%
Master 4 4%
PhD. - -
Total 100 100%
Source: Field Survey, 2022.
The table above shows that 32% respondents have Diploma results, 64% respondents were
HND/B.S.C degrees holders while 4%% were master’s holders. Therefore respondents with
degrees are the majority.
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Table 4.5 Working Experience of the Respondents
Years Frequency Percentage (%)
Less than 5years 17 17%
5-10years 55 55%
11-15years 12 12%
16-20years 14 14%
Above 20years 2 2%
Total 100 100%
Source: Field survey, 2022.
The table above shows that 17% respondents less than 5years, 55% respondents 5-10years
experienced 12%respondents 11-15 years experienced, 14% respondent have 16-20 years
experienced while 2.% respondents have 20 years.
Table 4.6 category of staff
Respondents Frequency Percentage (%)
Junior staff 73 73%
Senior staff 20 20%
Contact staff 7 7%
Total 100 100%
Source: Field Survey, 2022.
The table above shows that 73 respondents 73% were junior staff, 20% respondents were
senior staff while 7% were contact staff. The junior staff respondents form the majority.
Research Questions: Performance Appraisal
Table .1 Performance appraisal influences positively individual performance?
Respondents Frequency Percentage (%)
Strongly agreed 21 21%
Agreed 70 70%
Disagreed 9 9%
Strongly disagreed -
Total 100 100%
Source: Field Survey, 2022.
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The table above indicates that (21%) respondents strongly agreed, (70 %%) respondents
agreed while (9%) respondents disagreed. Therefore the (55.88%) respondents agreed form
majority of the sample population. It implies that performance appraisal influences positively
individual performance.
Table .2 Performance appraisal is valuable to my performance in my organization?
Respondents Frequency Percentage (%)
Strongly agreed 20 20%
Agreed 50 50%
Disagreed 7 7%
Strongly disagreed 3 3%
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (20%) respondents strongly agreed, (50%) respondents agreed,
(7%) respondents disagreed while (3%) respondents strongly disagreed. Therefore the (50%)
respondents agreed form majority of the sample population. It implies that performance
appraisal is valuable to my performance in my organization
Table .3 Performance appraisal contributes to management decision-making?
Respondents Frequency Percentage (%)
Strongly agreed 22 22%
Agreed 75 75%
Disagreed 3 3%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (22%) respondents strongly agreed, (75%) respondents agreed
while (3%) respondents disagreed. Therefore the (75%) respondents agreed form majority of
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the sample population. It implies that performance appraisal contributes to management
decision-making in an organization.
Table .4 Employee appraisal aids employees to examine strength and weakness & areas
of improvement that enhances their productivity?
Respondents Frequency Percentage (%)
Strongly agreed 21 21%
Agreed 71 71%
Disagreed 8 8%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (21%) respondents strongly agreed, (71%) respondents agreed
while (8%) respondents disagreed. Therefore the (71%) respondents agreed form majority of
the sample population. It implies that employee appraisal aids employees to examine strength
and weakness & areas of improvement that enhances their productivity.
Table .5 Does performance appraisal have impact on employee performance in your
organization?
Respondents Frequency Percentage (%)
Strongly agreed 18 18%
Agreed 80 80%
Disagreed 2 2%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (18%) respondents strongly agreed, (80%) respondents agreed
while (2%) respondents disagreed. Therefore the (80%) respondents agreed form majority of
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the sample population. It implies that performance appraisal have impact on employee
performance in your organization
Table .6 Performance appraisal feedback is used for improving staff performance?
Respondents Frequency Percentage (%)
Strongly agreed 19 19%
Agreed 74 74%
Disagreed 7 7%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (19%) respondents strongly agreed, (74%) respondents agreed
while (7%) respondents disagreed. Therefore the (74%) respondents agreed form majority of
the sample population. It implies that Performance appraisal feedback is used for improving
staff performance
Table .7 Performance appraisal feedback is used for improving next section appraisal
Respondents Frequency Percentage (%)
Strongly agreed 23 23%
Agreed 70 70%
Disagreed 7 7%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (23%) respondents strongly agreed, (70%) respondents agreed
while (7%) respondents disagreed. Therefore the (70%) respondents agreed form majority of
the sample population. It implies that Performance appraisal feedback is used for improving
next section appraisal
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APPRAISAL FEEDBACK
Table .8 Appraisal feedback has significant effect on employee efficiency in Power
Holding Company Katsina metropolis?
Respondents Frequency Percentage (%)
Strongly agreed 17 17%
Agreed 75 75%
Disagreed 8 8%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (17%) respondents strongly agreed, (75%) respondents agreed
while (8%) respondents disagreed. Therefore the (75%) respondents agreed form majority of
the sample population. It implies that appraisal feedback has significant effect on employee
efficiency in Power Holding Company Katsina metropolis
Table .9 Does appraisal feed motive employee performance
Respondents Frequency Percentage (%)
Strongly agreed 29 29%
Agreed 70 70%
Disagreed 1 1%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (29%) respondents strongly agreed, (70%) respondents agreed
while (1%) respondents disagreed. Therefore the (70%) respondents agreed form majority of
the sample population. It implies that appraisal feed motive employee performance in an
organization
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Table .10 Appraisal feed give management right decision making in an organization?
Respondents Frequency Percentage (%)
Strongly agreed 39 39%
Agreed 61 61%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (39%) respondents strong agreed, (61%) respondents agreed.
Therefore the (61%)) respondents disagreed form majority of the sample population. It
implies that appraisal feed give management right decision making in an organization.
Table .11 There is relationship between appraisal feed and employee performance?
Respondents Frequency Percentage (%)
Strongly agreed 28 28%
Agreed 65 65%
Disagreed 7 7%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (28%) respondents strongly agreed, (65%) respondents agreed
while (7%) respondents disagreed. Therefore the (65%) respondents agreed form majority of
the sample population. It implies that There is relationship between appraisal feed and
employee performance
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Table .12 Appraisal feed give organization to achieve its goals in an organization?
Respondents Frequency Percentage (%)
Strongly agreed 21 21%
Agreed 79 79%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (21%) respondents strongly agreed, (79%) respondents agreed.
Therefore the (79%) respondents agreed form majority of the sample population. It implies
that appraisal feed give organization to achieve its goals in an organization
Employee performance
Table .13 Is any significant relationship Performance Appraisal and employees’
efficiency in Power Holding Company Katsina metropolis
Respondents Frequency Percentage (%)
Strongly agreed 31 31%
Agreed 69 69%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (31%) respondents strongly agreed, (69%) respondents agreed.
Therefore the (69%) respondents agreed form majority of the sample population. It implies
that there is significant relationship Performance Appraisal and employees’ efficiency in
Power Holding Company Katsina metropolis
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Table .14 Employee training has significant effect on employee efficiency in Power
Holding Company Katsina metropolis.
Respondents Frequency Percentage (%)
Strongly agreed 41 41%
Agreed 59 59%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (41%) respondents strongly agreed, (59%) respondents agreed.
Therefore the (59%) respondents agreed form majority of the sample population. It implies
that employee training has significant effect on employee efficiency in Power Holding
Company Katsina metropolis
Table .15 performance appraisal has significant effect on employee’s efficiency in Power
Holding Company Katsina metropolis
Respondents Frequency Percentage (%)
Strongly agreed 20 20%
Agreed 72 72%
Disagreed 8 8%
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (30.88%) respondents strongly agreed, (69.12%) respondents
agreed. Therefore the (69.12%) respondents agreed form majority of the sample population.
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It implies that performance appraisal has significant effect on employee’s efficiency in Power
Holding Company Katsina metropolis
Table .16 The training employees undergo helps them gain further and specific skills?
Respondents Frequency Percentage (%)
Strongly agreed 21 30.88%
Agreed 47 69.12%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (30.88%) respondents strongly agreed, (69.12%) respondents
agreed. Therefore the (69.12%) respondents agreed form majority of the sample population.
It implies that GT bank use social media for advertisement.
Table .17 Does performance appraisal has impact on employment performance
Respondents Frequency Percentage (%)
Strongly agreed 21 30.88%
Agreed 47 69.12%
Disagreed - -
Strongly disagreed - -
Total 100 100%
Source: Field Survey, 2022.
The table above indicates that (30.88%) respondents strongly agreed, (69.12%) respondents
agreed. Therefore the (69.12%) respondents agreed form majority of the sample population.
It implies that GT bank use social media for advertisement.
4.2 Test of Hypothesis
STEP 1
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The hypothesis of this research will be tested using chi-square (X 2) distribution. The formula
for calculating chi-square is:
X2=
Where, = chi-square
Observed frequency
= expected frequency
= summation
The figures within the rows and column of the analysis above represent the observed
frequency O1 the expected frequency for each corresponding figure was computed using
the formula below:
Where; = expected frequency
RT= Row total
CT= Column total
GT= Grand total
The degree of freedom is: DF = (R-1) (C-1)
Where DF = Degree of freedom
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R = ROW,
C = Column
Decision rule
If the calculated chi-square value is less than the critical value (table value), the null
hypothesis will be accepted while the alternate will be rejected. However, if the calculated
chi-square value is greater than the critical value then the alternate hypothesis will be
accepted and the null rejected.
Hypothesis One
H01: Performance Appraisal has no significant relationship with employees’ efficiency in
Power Holding Company Katsina metropolis
Table .1 Performance appraisal influences positively individual performance?
Respondents Frequency Percentage (%)
Strongly agreed 21 21%
Agreed 70 70%
Disagreed 9 9%
Strongly disagreed 00 00
Total 100 100%
Source: Field Survey, 2022.
Step 2: consumption of expected frequency (Fe)
Calculate the expected frequency (Fe) because we have 1 response above average and 1
response below average = 2
Fe=
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Fe=34
Step 3
In order to know the calculated value of the chi-square (X 2) from the test of the above
situation, we obtain the deviation of the theoretical frequency or observed frequency (Fo)
using the formular.
X2=
Where X2 = Chi-square
F0 = Mean observed frequency
Fe = mean expected frequency
Contingency table
Response F0 Fe F0 - Fe (F0 - Fe)2 (F0 - Fe)2/Fe
SA 21 50 -29 841 16.82
A 70 50 20 400 8
DS 9 50 -41 1681 33.62
SD 00 00 00 00 00
Total 100 X2=58.44
Chi-square (X2) computed = 58.44
the critical value of 5% significance level and degree of freedom of 1 is 9.488
STEP 4
To obtained the chi-square value from table of 5% level of significance, we first find the
degree of freedom (DF) using the formular.
DF = (R – 1) (c – 1)
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Where: R = number of rows
C = number of columns
R = 2, C = 5
DF = (2 - 1) (5 – 1) = 1 =4
STEP 5: The computed value of X2 = 55.93, while the critical value of 5% significance level
and degree of freedom of 1 is 9.488
Decision Rule:
According to the decision rule, if the calculated value of X 2 is greater than critical value, we
reject the null hypothesis (Ho) and accept the alternative hypothesis (H 1), if otherwise, accept
the Ho and reject the H1.
Therefore, performance appraisal has significant relationship with employees’ efficiency in
Power Holding Company Katsina metropolis
Hypothesis Two
H02: Appraisal feedback has no significant effect on employee efficiency in Power Holding
Company Katsina metropolis
Table .8 Appraisal feedback has significant effect on employee efficiency in Power
Holding Company Katsina metropolis?
Respondents Frequency Percentage (%)
Strongly agreed 17 17%
Agreed 75 75%
Disagreed 8 8%
Strongly disagreed - -
Total 100 100%
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Source: Field Survey, 2022.
Contingency table
Response F0 Fe F0 - Fe (F0 - Fe)2 (F0 - Fe)2/Fe
SA 17 50 -33 1089 21.78
A 75 50 25 625 12.5
DS 8 50 -42 1764 35.28
SD 00 00 00 00 00
Total 100 X2=69.56
Chi-square (X2) computed = 69.56
the critical value of 5% significance level and degree of freedom of 1 is 9.488
STEP 4
To obtained the chi-square value from table of 5% level of significance, we first find the
degree of freedom (DF) using the formular.
DF = (R – 1) (c – 1)
Where: R = number of rows
C = number of columns
R = 2, C = 5
DF = (2 - 1) (5 – 1) = 1 =4
STEP 5: The computed value of X2 = 69.56, while the critical value of 5% significance level
and degree of freedom of 1 is 9.488
Decision Rule:
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According to the decision rule, if the calculated value of X 2 is greater than critical value, we
reject the null hypothesis (Ho) and accept the alternative hypothesis (H 1), if otherwise, accept
the Ho and reject the H1.
Therefore, appraisal feedback has significant effect on employee efficiency in Power Holding
Company Katsina metropolis
4.3 Discussion of Findings
Based on the findings in the research it was revealed that majority of the respondents are
within the age range of 20-29 years of age represented by (49%).and also, the majority of the
respondents are males with (92%) of the whole sample population. The findings revealed that
(72%) were married and the (64%) respondents were of HND/[Link] holders.
The findings shows that performance appraisal has significant relationship with employees’
efficiency in Power Holding Company Katsina metropolis.
The findings also revealed that appraisal feedback has significant effect on employee
efficiency in Power Holding Company Katsina metropolis.
This study is affirms with position of Jackson and Schuller (2012) suggests that adequate
feedback builds accountability, since employees and supervisors participate in developing
goals, identifying competencies, discussing career development and employee motivation.
However, there are some organizations that fail to provide feedback. Banket (2011) explains
that although a few managers may intentionally hold back employee feedback, many are
overwhelmed with other management tasks that take up their valuable time.
The findings indicates that performance appraisal is valuable to my performance in my
organization and also revealed that performance appraisal contributes to management
decision-making in Power Holding company Katsina Branch.
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The findings further revealed that employee appraisal aids employees to examine strength
and weakness & areas of improvement that enhances their productivity and indicates that
performance appraisal have impact on employee performance in your organization.
The findings revealed that Performance appraisal feedback is used for improving staff
performance. The findings shows that performance appraisal feedback is used for improving
next section appraisal. The findings appraisal feed give management right decision making in
an organization and also revealed there is relationship between appraisal feed and employee
performance The findings indicates that appraisal feed motive employee performance and
also shows that appraisal feed give organization to achieve its goals in an organization
The findings shows that employee training has significant effect on employee efficiency in
Power Holding Company Katsina metropolis.
This study is affirms with position of Caruth & John (2008) the feedback should be given
with a positive attitude as this can have an effect on the employees’ future performance.
Effective performance feedback has the potential to enhance employee engagement,
motivation, and job satisfaction (Aguinis, Gottfredson and Joo, 2011). Moreover,
Performance feedback is a critical component of all performance management systems.
Performance feedback is effective in changing employee work behavior and enhances
employee job satisfaction and performance.
Therefore, there is a need for the improvement of employee performance appraisal process in
power holding company Katsina branch through training, communicating the appraisal
process to the stakeholder, provision of proper feedback, standardizing the instrument and
through different ways of indicating corrective actions (Decision making).
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