Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self-efficacy and achievement motivation in job performance among employees of Arik Air.Cross-sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 (50.4%) were males, while the other 125 (49.6%) were females.Findings revealed that there exists significant and positive relationship between job performance and self-efficacy (r = .48; P<.01). Also, there exists significant and positive relationship between job performance and achievement motivation (r = .30; P<.01). When combined, self-efficacy and achievement motivation contributed about 40% variance in job performance [F (2, 249) = 56.092; P<.01]. only self-efficacy (ß = .25; t = 4.239; P<.01) had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self-drive in carrying out daily activities and subsequent increase in job performance.
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