Employee motivation remains one of the most persistent management challenges confronting Nigeria's public sector, where recurring evidence of poor service delivery, absenteeism, and low productivity has been linked to weak motivational structures within ministries, departments, and agencies (MDAs).This paper examines the relationship between motivational factors, namely job security, work-life balance, and learning and development opportunities, and employee job performance, drawing on Herzberg's Two-Factor Theory as its guiding framework.The paper builds on a comparative empirical precedent from Yang (2025), a quantitative study of 384 Malaysian public sector employees, and synthesises it with a substantial body of recent Nigerian and African literature to develop a conceptual framework suited to the Nigerian civil service context.The analysis suggests that job security, work-life balance, and learning and development opportunities are each strongly associated with employee job performance in comparable developing-country public sector settings, and that similar dynamics are visible across Nigerian federal, state, and parastatal institutions, albeit shaped by distinct structural constraints such as delayed promotions, weak pension administration, bureaucratic rigidity, and underfunded training budgets.The paper proposes a conceptual model and a cross-sectional survey methodology for empirically testing these relationships among Nigerian public sector employees, and concludes with theoretical, practical, and policy implications for the Federal Civil Service Commission, State Civil Service Commissions, and public sector human resource managers in Nigeria.
Kabir et al. (Tue,) studied this question.