Purpose: This research work was driven by the need to improve performance in Nigeria’s public sector, where challenges such as limited resources and bureaucratic inefficiencies often hinder employee productivity. The study aimed to examine the effects of learning and skills development (Ability), financial and non-financial incentives (Motivation), and a supportive work environment (Opportunity) on employee commitment and performance. The study investigated the application of the Ability-Motivation-Opportunity (AMO) framework to enhance employee commitment and performance of a Nigerian public sector entities Methodology: A quantitative research design was adopted, data were collected through a structured questionnaire administered to a sample of 128 staff, selected from a total population of 183 in the sellected public entities using simple random sampling. Descriptive statistics were employed to summarise demographic characteristics and key variables, while multiple regression analysis was conducted to examine the relationships among variables. The analysis was carried out with the aid of Jamovi Statistical software (version 2.3.28). Findings: The results revealed that all three components of the AMO framework significantly influence employee commitment and performance. Specifically, Opportunity had the strongest positive effect (β = 0.290, p < 0.001), followed by Ability (β = 0.186, p = 0.002) and Motivation (β = 0.157, p = 0.040). These findings underscore the importance of providing not only skills and incentives but also an enabling environment in driving employee effectiveness in the public sector. The study concluded that the AMO framework offers a viable strategy for improving workforce outcomes in public institutions. Unique Contribution to Theory, Practice and Policy: The study extends the applicability of the AMO framework to developing country, particularly the Nigerian public sector., It provides empirical evidence for HR managers on how to balance ability-building, motivation, and opportunity creation for optimal workforce performance. The findings advocate for the integration of AMO principles into public sector HRM policies, emphasizing training initiatives, equitable incentive systems, inclusive workplace culture, and strong leadership support as drivers of institutional effectiveness.
Abuh et al. (Fri,) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: