Tag Archives: Fringe benefits

Motivation as Predictor of Lecturers’ Job Satisfaction: Insight from Ghanaian Technical Universities (Published)

The purpose of the study was to examine the effect of motivation on job satisfaction of lecturers in the Technical Universities of Ghana. Two research hypotheses were formulated to direct the study. Descriptive survey design was used for the study. The accessible population comprised full-time lecturers and four Technical Universities. The Universities were selected through stratified random sampling technique. Purposive sampling technique was applied in selecting all the full-time lecturers. A sample of 400 lecturers was used for the study. Questionnaire was the main instrument used to elicit responses from the lecturers. The reliability coefficient of 0.74 was obtained from the pre-test. Pearson product moment correlation coefficient and linear multiple regression were used to analyze the data. The findings were discussed in relation to the literature. The study established statistically significant and positive relationship between motivation and job satisfaction of lecturers. Motivation was found to have statistically significant effects on lecturers’ job satisfaction. It was recommended among others that Management of the Universities should sustain the use of motivation for lecturers. Ministry of Education needs to accelerate its efforts to make pay reward and fringe benefits more attractive to motivate lecturers and increase their satisfaction level for lecturing.

Keywords: Extrinsic Motivation, Fringe benefits, Intrinsic Motivation, Job Satisfaction, ill-motivated, pay reward

Institutional Emolument/Fringe Benefits and Job Effectiveness of Lecturers in Public Tertiary Institutions in Cross River State, Nigeria (Published)

The present study was aimed at examining the relationship between institutional emolument/fringe benefits and job effectiveness of lecturers in public tertiary institutions in Cross River State, Nigeria. The ex-post facto research design was adopted for the study. One hypothesis was formulated and tested using Pearson Product Moment Correlation Coefficient at 0.05 level of significance. The population of this study was 1744 lecturers from four public institutions in Cross River State (University of Calabar, Cross River University of Technology, Federal College of Education Obudu and Cross River State College of Education, Akamkpa). The sample was arrived at using the stratified random sampling technique. The sample size of the study stood at 610 lecturers, which represents 35% of the population.  1830 students from the four institutions were purposively selected to respond to items that measures lecturers’ job effectiveness. The questionnaire formed the major instruments used for data collection for the study. To ensure the reliability of the instruments, a split half method of reliability was adopted. The reliability produced the value of 0.75 and 0.83 respectively. The figures showed a high reliability of the instruments. Result of the study showed a significant relationship between emoluments/fringe benefits and job effectiveness of lecturers. The study recommended among other things that, lecturers deserve their wages/salaries, so managements should endeavor to pay lecturers wages equitable with their counterparts in the world, this would motive them to work.

Keywords: Fringe benefits, Institution, Job Effectiveness, Lecturers, emolument

Can Welfare Management Affect Teachers’ Performance? Evidence from Ghana (Published)

The study examined welfare management practices that affect teachers’ job performance by discussing variables such as working condition and fringe benefits. The study was guided by two research hypotheses.  Descriptive survey design was adopted and the major instrument used in collecting data for the study was a questionnaire. A sample size of one hundred and sixty-five (165) teaching staff from the target population was drawn using simple random technique. Analysis of the responses revealed, inter alia, the following; (a) there was statistical significant and positive effect of working condition on teachers’ job performance, and (b) fringe benefit had statistically significant and positive effect on teachers’ job performance. It is recommended that school managements and the Ghana Education Service (GES) should ensure teachers enjoy family friendly policies, efficient and effective working conditions, and good and timely payments of fringe benefits.

Keywords: Fringe benefits, Job Performance, Working Condition, welfare management