Relationship between Tertiary Institutions’ Policy Statements (Appointments and Promotion) Implementations and Academic Staff Job Satisfaction in Adamawa State, Nigeria (original) (raw)
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Research on humanities and social sciences, 2015
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Journal of Social Sciences, 2012
The study investigated the relationship between job satisfaction and performance as well as the relationship between the components of job satisfaction and job performance of administrative staff in South West Nigeria Universities. The research employed a descriptive research of the survey type. The sample consisted of 400 respondents selected from four Universities based on stratified random sampling technique. Two hypotheses were generated and tested a t 0.05 level of significance, using Pearson Moment Correlation Coefficient and Correlation Matrix. The result of the analysis showed that there was a very high and significant rel ationship between job satisfaction and job performance. It was also revealed that there were significant relationships between the components of job satisfaction and job performance. Based on these findings, recommendations wer e made that since a relationship has been established between job satisfaction and performance, the University management should take cognisance of those variables that promotes job satisfaction, which invariably leads to performance of workers and include such in the University policy. Also the components of job satisfaction should be improved upon so that maximum performance will be got from the workers for the achievement of educational goals.
Journal of Education and Practice, 2022
This study investigated the relationship between institutional factors and academic staff job performance in Southwest, Nigeria. The study examined the level of academic staff job performance in public universities. The study also examined the extent to which the institutional factors are favourable in the Universities. The study specifically examined relationship between institutional factors such as physical facilities and staff workload. Methodology: The study adopted descriptive research design of the survey type. The population of this study consisted of 12,844 Academic Staff of public universities in Southwest, Nigeria. The sample of this study consisted of 90 Heads of Departments and 900 academic staff of public universities. Multi-stage sampling procedure involving simple random sampling technique, stratified random sampling technique and proportionate random sampling technique were used in the selection of the sample for the study. Two instruments tagged 'Institutional Factor Questionnaire (IFQ) and the Academic Staff Job Performance Questionnaire (ASJPQ)' were used to collect data from the respondents. Findings: A reliability coefficient of 0.78 was obtained for the Institutional Factor Questionnaire and 0.76 was obtained for the Academic Staff Job Performance Questionnaire. The data collected were analysed using percentages, frequency count, Mean, Standard Deviation and Pearson Product Moment Correlation. All hypotheses formulated were tested at 0.05 level of significance. The study revealed that level of academic staff job performance was high in public universities in Southwest, Nigeria. It also revealed that status of institutional factors was favourable. Institutional factors variables such as physical facilities and staff workload largely determined academic staff job performance in public Universities in southwest, Nigeria.
CONFERENCE PROCEEDINGS PAPER AND PROPOSAL FOR POLICY REGULATIONS ON POSTING, TRANSFER, PLACEMENT AND ENHANCEMENT OF ADMINISTRATIVE OFFICERS IN NIGERIAN UNIVERSITIES (A CASE STUDY OF EKITI STATE UNIVERSITY, ADO-EKITI) This paper is a position paper presented as part of the submissions as Coneference proceedings at the just concluded Academic Summit held at Ekiti State University, Ado-Ekiti, Nigeria. Further to the inauguration of the 7th substantive Vice-Chancellor of the University, Prof. S.O. Bandele on 2nd December, 2015 and the delivery of his mission statements where he mentioned the need to be transparent and fair in dealing with staff matters, I decided to present this paper at the Academic Summit. I believe the paper can help the University to work towards reviewing and making necessary reforms in the Registry and invariably in the University administrative system with focus on: a. The review of the University condition of service b. Updating of the University scheme of service and c. Introduction of policy regulations guiding establishment rules with respect to: i. Specialization and departmentalization ii. Posting and transfers iii. Placement of officers and iv. Periodicity of staff posting and tenor in the Registry as a matter of interest under appointments, promotions and placement in the University. The University can see this paper as a personal contribution and purely an academic exercise to infuse administrative knowledge and practices basically drawn from bureaucratic organizations and the public service in the University Registry. The proposal may help to identify issues of reforms in the University administrative practices towards promoting merit, motivation, fair and proper treatment of staff while eschewing unfair practices and stigmatization, redundancy and highhandedness, favouritism and nepotism, sycophancy and mediocrity.
INTERNATIONAL JOURNAL OF MANAGEMENT AND DEVELOPMENT STUDIES, 2016
For any organization in today's intensely competitive global environment to survive, it must have in place qualified, competent and motivated manpower. This study examined the effect of personal demographic characteristics on job satisfaction among academic staff in Osun State owned tertiary institutions, Nigeria. Multistage sampling procedure consisting of stratified random sampling and simple random sampling technique were adopted in selecting a total of three hundred and sixty three (363) respondents from the three categories of state-owned tertiary institutions. Structured questionnaire was used to collect data from respondents. Ordinary Least Square Method was used to determine the effect of demographic characteristics on job satisfaction while the mean score was computed to classify the level of satisfaction into Outstanding, Manageable and Below Expectation. Result revealed that socio-demographic variables were significant joint predictors of job satisfaction (F(6, 356)= 5.996; R 2 = 0.276; p = 0.000). The socio-demographic variables jointly accounted for 27.6% of the variance of job satisfaction. The study concluded that the demographic factors jointly have significant influence on job satisfaction. The study also affirmed that tenure, rank and education level were independent predictors of job satisfaction, while age, gender and marital status were not independent predictors of job satisfaction. It was recommended that management of tertiary institutions should recruit younger lecturers that are academically qualified irrespective of their marital status and gender. 2
Academic Staff Disposition To Promotion Criteria In Nigerian Universities
Journal of College …, 2010
This study aimed at determining academic staff satisfaction with promotion criteria and what, in their view, should be included in the promotion criteria. A researcher-designed questionnaire was utilized for data collection from a sample size of 349 academic staff. Findings show that the majority of the academic staff were dissatisfied with the promotion practices. Academic staff were satisfied with promotion criteria that had to do with required number of publications but dissatisfied with those related to computer literacy and international publication requirements. An oral interview before promotion was advocated for inclusion into the promotion criteria by academic staff. Evolving a more holistic criterion for promotion of academic staff was recommended.
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International Journal of Research Studies in Education, 2017
The study examined the effect of age, rank, marital status and gender on job satisfaction among academic staff of universities in Ghana. The descriptive survey design was employed for the study. A proportional stratified random sample of 361 academic staff made up of 287 males and 74 females completed a validated survey questionnaire. The results of ANOVA show a significant positive effect of age, rank and marital status on job satisfaction among academic staff of universities in Ghana with senior lecturers being the most satisfied academic staff among the ranks. Independent samples t-test results found no significant difference between male and female members of the academic staff with regard to their levels of job satisfaction. It is recommended from the study that universities in Ghana engage young academics who have the opportunity of progressing on the academic ladder.
EFFECT OF JOB SATISFACTION ON JOB PERFORMANCE OF UNIVERSITY LECTURERS IN SOUTH-EAST, NIGERIA
Though the previous scholars has made progress in understanding the relationship between job satisfaction and employees performance, majority of this studies were concentrated in foreign countries as well focused on non-academic staff. This study therefore determined the effect of job satisfaction on job performance of university lecturers in southEast of Nigeria. Specifically, the study ascertained the significant effect of responsibility, and career advancement on job performance of the academic staff of public universities in SouthEast , Nigeria. The research questions and hypotheses were formulated in line with the objectives of the study. Survey research design was adopted for the study. A sample size of one thousand, seven hundred and eighty (1,780) Academic Staff was derived from population of 9,269 Academic Staff of Public Universities in SouthEast States of Nigeria. Data were collected though the questionnaires distributed among academic staff of SouthEast States of Nigerian public universities, and analyzed using five point likert's scale. The study employed regression analysis and Pearson coefficient correlation to test the formulated hypotheses with aid of SPSS version 20.0. Based on the data analyzed, the following findings were summarized that responsibility, career advancement, has positive significant effect on the job performance of the academic staff of public universities in SouthEast , Nigeria. Based on the findings, the study recommended amongst others that Academic staff should be empowered through meaningful responsibilities in terms of job enlargement, job enrichment and authority that come with it. This will enhance academic staff job satisfaction as they will derive a sense of accountability and authority over their work and that of others. This is expected to trigger better performance among academic staff as they feel empowered and accountable in their job.
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This study critically evaluates the factors affecting employees’ job performance among academics between the private and public HEIs in Nigeria. Two universities were selected as case studies one public, Delta State University Abraka (DELSU) and the other private, Igbinedion University Okada (IUO). A mixed method was adopted for this research. The samples size was 96 questionnaires that were statistically analysed using SPSS including Pearson correlation and MS-Excel. A further eight individual interviews were also conducted and thematically analysed. The findings revealed four key factors: Firstly, Increased teaching load and the high demand on teaching has a significant effect on academic job performance. Secondly, the pressure to publish papers has an effect on academics moral. Thirdly, academics feel that the pressure to engage in third stream is eroding their profession identify. Finally, changes in government policy and lack of funding, has had a negative effect on the academi...