FACTORS THAT DETERMINE ACADEMIC STAFF JOB PERFORMANCE IN NIGERIA

Omojola I. O

Abstract


The study examined the factors that determine academic staff job performance in Nigeria. It investigated the relationship between personnel recruitment, performance appraisal, human resource development, motivation and communication and job performance of academic staff. The study also investigated the relative contribution of these variables to the job performance of academic staff in Nigeria. The descriptive survey design was used. The population of this study consisted of 154 Deans, 849 Heads of Department and 11,828 academic staff in Southwest Nigeria Universities. The sample was one thousand eight hundred (1,800) respondents, comprising 20 Deans, 70 Heads of Department and 1,710 academic staff. Multistage sampling procedure which involves simple random sampling, stratified random sampling and proportional stratified random sampling technique were used to select them. Two self-designed instruments were used, Questionnaire on Human Resource Management (QHRM) for academic staff and job performance of Academic Staff Questionnaire (JPASQ) for Deans and Heads of Departments. To establish the reliability of the instruments, the test-retest method was used. They were found to be 0.74 and 0.71 for QHRM and JPASQ respectively. The data collected were analyzed using descriptive statistics such as percentage; mean and standard deviation, Pearson’s product moment correlation and regression analysis. The hypothesis was tested at 0. 05 level of significance. The study revealed that personnel recruitment, performance appraisal, human resource development, motivation and communication and job performance of academic staff were significantly related.Based on the findings of this study, it was recommended that academic staff should be more committed to their job to ensure qualitative teaching, research and community services for better job performance. The managers should encourage the academic staff perform better in areas of teaching, research and community services.

Full Text:

PDF

References


Abraham, K.G. (1998): Experience, Performance, and Earnings. Quarterly Journal of Economics, 65 (17): 703-736.

Ariss, S.S., & Timmins, S.A. (2009). Employee Education and Job Performance: Does Education Matter? Public Personnel Management, 18(1): 1-10. Arvey, R.D. (2006). General Ability in Employment: A Discussion. Journal of Vocational Behavior, 29 (3): 415-420. Aswathappa, K, (2009). Human resources management: text and cases, Tata McGraw-Hill, New Delhi.Babaita, I.S. (2010). Productivity as a driving force for investment in training and management development in the banking industry. European Journal of Social Science, 13(2): 278-290. Barbra, D.B. (2014).The Effect of Motivation on Productivity. Just another Word Press.com weblog.Bloom, P. J. (2013). Factors influencing overall job satisfaction and organizational commitment in early childhood work environments. Journal of Research in Childhood Education, 3(2): 107-122.Bernardine H.J. & Russel J.E.A. (2013). Human resource management: An experiential approach. Singapore, New York, 10020.Chidi, O.C. (2014). Human capital selection practices and performance of unionized organisations in the food, beverage and tobacco industry in Lagos State, Nigeria. 22(1): 614-636. Csoka, L. (2009).Closing the Performance Gap: A Research Report. New York: The Conference Board. 11-12. Dobbins, C. (2004). Communication and Performance: Alternative Perspectives.Cincinnati: South-Western Publishing Company, p. 4.Downs, A. (2006). The relationship between communication satisfaction and productivity: a study of two Australian organizations. Unpublished master’s thesis, University of Kansas.Epstein, P. D. (2002). Get ready: The time for performance measurement is finally coming! Public Administration Review 52(5): 513-519.Ezeani, N.S & Oladele, R. (2013). Implications of training and development programmes on accountants productivity in selected business organizations in Onitsha, Anambra State, Nigeria. International Journal of Asian Social Science 3(1): 266-281.Ezeani, W.S. (2012). Application of entrepreneurship education: A panacea for effective secondary school management in Nigeria. Singaporean Journal of Business Economics and Management Studies, 1 (15): 27-45.Flora F. T. & Robert T. B. (1996). Research Motivation, and Faculty Research Productivity: Measure Refinement and Theory Testing. The Journal of Higher Education, (67) (1): 2-22.

Gabris, G. &Ihrke D. (2001). Does performance appraisalcontribute to heightened levels of employee burnout? The results of one study. Journal on Public Personnel Management. 30 (2): 123-134.Goris, J. R. & Pettit J. D. (1997). An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction. The Journal of Business Communication, 34 (1): 324-354.Hamid, S. (2011). A study of effectiveness of training and development programs of UPSTDC, India-an analysis. South Asian Journal of Tourism and Heritage, 4(1): 72-82. Jansen, J. D. (2013). On the state of South African universities: guest editorial. South African. Journal of Higher Education. (17) 3:9. Kotey, B. & Folker, C. (2007). Employee training in small and medium-sized enterprises: Effect of size and firm type-family and non-family. Journal of Small Business Management. 45 (2): 13-28. Lavigna, R .J. (1992). Predicting job performance from background characteristics more evidence from the public sector. Journal of Public Personnel Management. 21(3): 54-76.Lavigna R.J.(1996). Innovation in recruiting and hiring: Attracting the best and brightest to Wisconsin State Government. Journal of Public Personnel Management. 25 (4): 67-81. Lee Y. (2007). A study of the relationship between communication and job satisfaction among faculty at the junior colleges of technology in the republic of China. Unpublished doctoral dissertation. Drake University.Levoy B. (2012). Quiz: Test your knowledge of employee motivation strategies. Veterinary Economics, 50(2): 18. Linda R. (2014). The Effect of Communication on Productivity. Stratflow Facilitatorswww.stratflow.com.Majekodunmi, B. O. (1999). Training and productivity: A case study of effects of training on job performance of workers of the Nigerian institute of social and economic research (NISER) Ibadan.Unpublished Masters Dissertation of the department of Guidance and Canceling of University of Ibadan.Mani, B. G. (2002). Performance appraisal systems, productivity, and motivation: A Case Study. Journal on Public Personnel Management. 20 (4): 36-70. Morris, L. & Stanton P. (2007). Performance management in higher education –development versus control. New Zealand Journal of Employment Relations (Online).32(2) Muraina, M.B. (2014). Principal’s managerial skills and administrative effectiveness in secondary schools in Oyo State, Nigeria. Global Journal of Business Research, Administration and Management. 14 (3): 50-54.Nwadiani, M. (2009). Dystrophies in Higher Education: The Nigerian Experience. Higher Education Review. 3 (3): 17. Ogbodo, C.M. & Nwaoku, N.A. (2007). Quality Assurance in Higher Education.Paper presented at the second Regional Conference on Reforms and Revitalization in Higher Education, held at IITA, Ibadan, Nigeria, August 13-16, 2007.Oluwatoba M.E. (1997). Workers’ attitude and productivity in public organization: A case study of NISER.Ibadan. Unpublished Masters Dissertation of the department of Guidance and Cancelling of University of Ibadan.Oluchukwu, E.E. (2000). Staff motivation towards effective job performance in Nigerian schools. Management in Nigerian Education: Personal Administration and Quality in Education. Fadipe, J.O. and Ojedele, P.K. (eds) Vol.3 p. 25-39. Owusu-Acheaw, (2007). Staff development and employee welfare practices and their effect on productivity in three special libraries in Ghana. Productivity, Special Libraries, Ghana Library Journal, 19 (1): 83-96.Rebecca A.C. (2012). The Relationship between Motivation and Productivity!http://www.brighthub.com/office/home/articles/83187.aspxRehman, R. A. & Mohammed, A. (2013). Is pay for performance the best incentive for employees? Journal of Emerging Trends in Economics and Management. 4(6): 34-53.Sandra E. B. & Lisa M. L. (1996). Human-Capital Investments and Productivity.The American Economic Review, 86, (2), Papers and Proceedings of the Hundredth and Eighth Annual Meeting of the American Economic Association San Francisco, CA.263-267. Schnake, M.E, Williams R.J &William F. (2007). Relationships between frequencies of use of career management practices and employee attitudes, intention to turnover, and job search behavior. Journal of Organizational Culture, Communications and Conflict. 11(1):14-29Stang, J. (2000). Management and Motivation: An Analysis of Productivity in Education and the Workplace. Education Journal. 121(1): 67-90.Taymaz, (1998) in Davar, S. C & Parti, M. (2013). Does training affect productivity of employees? Two methods of meta-analysis”Indian Journal of Industrial Relations. 3 (1): 65-90.

Tolorunsagba, J. (2015). Administrative effectivenessof principals of secondary school as a correlate of teachers’ productivity in Kogi State, Nigeria. An unpublished master’s thesis submitted to the department of Educational Foundation and anagement, Ekiti State University.Ugah, A.D (2008).Motivation andProductivity in the Library. Academic Journal Article by Library Philosophy and Practice, July 2008. Willie R. (2010): http://wikieducator.org/User:Satarupa/Temp/BasicConceptof Personnel_Yaney, J.P (1995). The personnel management: Reaching organization and human goals.Charles E. Merrill Company. USA.


Refbacks

  • There are currently no refbacks.