Abstract:
Development Agents working towards extension organizational goals and having a strong
motivation to complete their duty is very significant for the achievement of an extension
organization. So as to achieve such motivation and organizational commitment of the
employees, the knowledge about what motivates and demotivates them is essential. This
study assessed the factors affecting work motivation of Development Agents and analyzed
the major factors that affect their motivation in Jeju District, Arsi Zone, Oromia Regional
State, Ethiopia, and to determine the work motivation levels of DAs in the study area. The
sample respondents for this study were all of the Development Agents (a census of DAs) of
the District, an overall of 120 DAs. A self-assessment questionnaire was used to collect
the data on the level of work motivation of Development Agents. To collect quantitative
and qualitative data for the study, survey questionnaire, focus group discussions, and key
informant interviews were used. To analyze the data, both descriptive and inferential
statistics were used for the existence of significance. The ordinal logistic regression model
was used to distinguish the most significant variables affecting DAs motivation to work.
The study found that the majority of DAs (55) had a low level of work motivation, with
(n=45) and (n=20) having a medium and high level of work motivation, respectively. The
results highlight the need of investigating the factors relevant to the low current work
motivation levels of DAs in the study area. The model's results revealed that, of the total
eighteen (18) factors entered in the model, seven (7) independent variables were found to
be significant in defining the work motivation level of DAs. Demographic factors (sex and
marital status), work-related environmental factors (promotion avenues), institutional
factors (quality of work life, dependable supervisors, work incentive and recognition) all
have a significant effect on work motivation. This report contains pertinent
recommendations based on these results. Therefore, concerned agricultural extension
managers, process owners, extension officers and supervisors should perform periodic
assessment to distinguish Development Agents' levels of work motivation in the study area
to formulate plan for improving Development Agents’ work motivation
