Non-teaching Staff’s Participation in Training and Development Programmes: A qualitative inquiry (Published)
The aim of the study was to discover the extent to which the Ghana Education Service (GES) ensures continuous upgrading of the competencies of the non-teaching staff of the service. The study was conducted in senior high schools in a district in the Central region of Ghana. The various non-teaching staff of the senior high schools constituted the population of the study. The study followed the qualitative approach using exploratory design to guide the conduct of the study. Interview guide was the main instrument used to generate data from the study participants. The study disclosed that the non-teaching staff of GES do attend training and development programmes, although not enough. The training and development programmes they attend mainly take the form of workshop. The participants indicated that the few training and development programmes they have attended have been beneficial to them and their service delivery. They however expressed some concerns with the programmes they attend which when addressed would help a lot. The study therefore recommends that GES should endeavour to regularly offer training and development programmes to the non-teaching staff of the senior high schools to help them updgrade their knowledge and skills to make them more effective in their service delivery.
Citation: Anane M. (2022) Non-teaching Staff’s Participation in Training and Development Programmes: A qualitative inquiry, European Journal of Training and Development Studies, Vol.9 No.2, pp.27-39
Motivational Factors and Job Performance of Academic Librarians in University Libraries in Ogun State, Nigeria (Published)
Librarians’ performance is getting tasking and duties assigned must be completed at the expected time, through an effective and efficient manner. Librarians’ performance seems to be low in the libraries located in Ogun State, Nigeria where they work. Motivational factors stimulate individuals to put in their best to see to the completion of an assigned duty/task. Literature has not being fully established on how motivational factors influence job performance of librarians in Ogun State, Nigeria. It is on this premise that this study aimed to find out the influence of motivational factors on job performance of librarians in university libraries in Ogun State, Nigeria.Survey research design was used in this research. The population of the study was 201 librarians from the nine university libraries in Ogun State, Nigeria. Total enumeration technique was employed. A validated self-constructed structured questionnaire was used for data collection. A response rate of 61% was achieved. Data collected was analyzed using descriptive.The findings revealed descriptively that librarians’ job performance was moderate at an overall mean score of 2.80 on a five point Likert scale with quantity of work output being the least score of 2.69. The extent to which librarians were motivated had an overall mean score of 2.00 which showed a low extent of motivation on a five Likert type scale. The most prevalent motivational factor is compensation (Mean = 2.07) while recognition of librarians was X=1.87, which indicates that librarians in these institutions were not recognized.The study concluded that motivational factors in these university libraries in Ogun State, Nigeria were low, therefore recommending that there should be an increase in the extent of motivation management of the library. Also, there be encouragement to improve performance of librarians in the libraries by the management of the libraries and the institution at large
Investigating the link between Self-Concept and Job Performance of Agricultural Science Teachers in selected Secondary Schools in Namibia’s Zambezi Region (Published)
A teacher’s job performance is impacted by diverse components including, among others, the individual self-concept in teaching a particular school subject. The teacher’s self-concept is the perception or belief that he/she has about his/her psychological well-being and occupational satisfaction. The study investigated the job performance self-concept of Agricultural Science teachers in selected secondary schools in Zambezi Region of Namibia. A qualitative research design involving an individual face-to-face interview was used to collect data on teachers’ job performance self-concept from a sample of 12 participants. The study used purposive sampling to select the 12 participants made up of 6 male and 6 female Agricultural science teachers currently teaching in the study area. The results of the study revealed that the majority of the participants were proficient in both theory and practical skills, while a handful further indicated that they could identify the needs of the syllabus and that of the learners. These components were considered essential in nurturing learners’ achievement in Agricultural Science. The study further revealed that gender plays no significant role concerning teacher’s competencies in teaching Agricultural Science in the Zambezi region. However, it was found that the participants who had more years of Agricultural Science teaching experience were better equipped with subject content knowledge than their less experienced counterparts.
The work assessed stress as predictor of principals’ work performance in public schools in Edo State. Two research objectives gave focused to the study and one null hypothesis was tested. Descriptive survey research design gave credence to the study. The entire population of 140 principals was used for the study. Data was obtained with the aid of Questionnaire. Chronbach Alpha method gave reliability coefficient of 0.76 for the instrument. Data collected were answered using mean. The t-test answered the hypothesis. From the results, it was concluded that the job stress indicators that influence principals’ job performance are workload and role ambiguity. Male & female principals did not differ significantly with respect to influence of stress on their job performance in public schools in Edo State hence the null hypothesis acceptance. Consequently, it was recommended that development and implementation of stress management strategies for principals should be a major option for effective and efficient public school administration. Furthermore, principals should be encouraged with extra allowance for their excess job functions as to reduce brain drain in public senior secondary schools.
Determinants of Teacher Motivation and Job Performance at Senior High Schools in Greater Accra Region, Ghana (Published)
This study aimed to investigate the factors affecting teacher motivation and job performance/productivity at senior high schools in the Greater Accra region, Ghana. The study is quantitative in nature and survey approach was employed to gather data from 676 respondents out of sample size of 700. Descriptive statistical test as well as Exploratory Factor Analysis (EFA) and Confirmation Factor Analysis were used to analyze the data obtained from the respondents. In addition, tools such as mean, standard deviation, frequency and Ordinary Least Squares (OLS) were employed. The study found that motivations of teachers are low due to the lack of such variables as medical allowance, accommodation allowance, pension scheme, career advancement, recognition and low level of salary compare to their colleagues with the same qualifications in other government’s institutions and this is impacting negatively on their job performance. It was suggested by the teachers that major paradigm shift in Ghana education policies in connection to factors such as school governance, remuneration, safety and security, as well as assessments and evaluations needed to be revised for an improved performance.
Motivation and Job Performance among Nurses’ in the University of Calabar Teaching Hospital, Calabar Cross River State (Published)
Purpose. The purpose of the study was to assess motivation and job performance among nurses’ in the University of Calabar Teaching Hospital, Calabar Cross river state. Objectives: The following specific objectives were set; to assess the level of job performance among nurses in UCTH, to determine the level of intrinsic and extrinsic motivation among nurses’ in UCTH. Two research questions where developed in line with the research objectives. Literature review: Extensive literature review of the 2 variables was done and the theoretical framework adopted for the study was the Herzberg two factor theory of motivation. Methods: A descriptive research design was adopted for the study and the convenient sampling technique was used a sample size of 240 respondents was selected using the Taro Yamane’s formula. Data was obtained using a 23 item structured questionnaire constructed in line with the research question which was duly validated and reliability ensured. Results: Data obtained was analyzed using Statistical package for social sciences (SPSS) and result gotten was presented using tables, and percentages. Result from the analysis showed that 130 (54.2%) of the respondents strongly agreed that nurses’ achieved their goals by satisfying patents’ needs, 129(53.8%) of the respondents strongly disagreed that nurses’ do not have patients ‘best interest in mind. Findings from the study also revealed that there was a significant relationship between motivation and job performance among nurses in UCTH. Conclusion: Based on these findings, the researchers recommended that government provides adequate funding to health care facilities for procurement of equipment and materials, ensure regular employment of nurses, ensure increment in salaries and allowances of nurses, and provide adequate funding of researches to nurses to further increase motivation and job performance.
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.
Management of Teachers’ Psychosocial Needs and Their Job Performance in Universities in South-South Zone of Nigeria (Published)
The study investigated the relationship between management of lecturers’ psychosocial needs and job performance in universities in South-South, Nigeria. Three research questions and three null hypotheses guided the study. The study adopted a correlational research design. The population of the study comprised all the 9999 lecturers in all the 0000 universities in South-South zone of Nigeria. The sample of the study comprised 999 lecturers. The simple random sampling technique was used to arrive at the sample. Two instruments titled Management of Lecturers’ Psychosocial Needs Scale (MLPNS) and Job Performance Scale (JPS) were used for data collection. Face and content validities were ensured by experts. Cronbach alpha statistics was used to compute the reliability coefficients of MLPNS and JPS to be 0.87 and 0.72 respectively. Simple and multiple regression were used to answer the research questions while t-test and ANOVA associated with simple and multiple regression were used to test the null hypotheses at 0.05 alpha level.
Comparative Analysis of the Training Needs and Job Performance Constraints among Block Extension Supervisors in Abia and Akwaibom States, Nigeria (Published)
Comparative analysis of the training needs and job performance constraints among block extension supervisors in Abia and Akwa Ibom states was studied. Primary and secondary data were collected with structured questionnaire from 28 BESs drawn from Abia and Akwa Ibom states. Descriptive statistics such as frequency counts, percentages, means and t-test were employed in data analysis. Result shows that BESs in Abia and Akwa Ibom states had highest need for training in control of ecto-parasite (X= 3.93) and endo-parasite (X= 4.29) respectively. In fishery practices, Abia and Akwa Ibom states BESs had greatest need for training in fish pond construction (X = 3.71) and site selection for pond. In extension message delivery, Abia and Akwa Ibom states BESs had highest training needs in reporting farming/field problems, identification of new farmers (X=4.93) for each practice and coordination of farmers meeting (X=4.64) among others. In soil science, Abia and Akwa Ibom states BESs had highest training needs in fertilizer application methods (X= 4.93) and (X= 4.57). In Agroforestry, the BESs in Abia and Akwa Ibom states had highest need for training in establishment of snail farm (X= 4.21) and (X= 3.93). In agronomic practices, Abia and Akwa Ibom states BESs had highest need for training in site selection for crops land preparation, planting technique and fertilizer application (X= 4.79) and (X= 4.64). The major problems facing the BESs were poor input backup, lack of tangible facility for movement on the field, irregular supply of OFAR and SPAT inputs e.tc for Abia and Akwa Ibom states. Recruitment of more EAs and constant in-service training were recommended among others.
This study was conducted to find out the effect of occupational stress on job performance at Aspet A. Company Limited. The study employed descriptive approach. The sample size adopted was one hundred and nine through the help of convenience sampling techniques. Descriptive analysis factors like frequency tables, mean scores and percentages were generated, and their interpretations thoroughly explained and interpreted. Based on the findings of the study, it was clear that there are multiple causes of stress which have physical, emotional and psychological effects on employees at the company. The study revealed that stress relation with workforce marital status, education, and working experience was negative. However, the study found out that stress among employees does enhance their job performance in a positive manner (r = 0.348, sig. value=.000). This gives the indication that as employee stress increases, their job performance also tends to increase and vice versa. This section concludes on the premise that stress to an extent enhances job performance at the company. It was therefore recommended that management of the company must come up with an overall coping strategy policy on stress reduction focusing on employees’ marital status, education and working experience at the workplace. Also, the study recommended that tasks should be assigned taking into much consideration the marital status, education and working experience of employees in order not to overburden them with so much work and negatively affect them. Lastly, the research recommended the need to look at any further study concerning the effect of occupational stress on job performance to either confirm or refute the outcome of this study.
School Culture and Teacher Job Performance: A Comparative Analysis of the Perception of Teaching Staff in Private and Public Basic Schools in Ga South Municipality (Published)
This study examined the effect of school culture on teachers’ job performance in private and public basic schools in the Ga South Municipality. Based on the work of Denison’s (2000) Framework of Organizational Culture and Teacher Job Performance, the study adopted a descriptive survey design through the quantitative approach where a structured questionnaire was developed and distributed to collect data from 46 teachers using the census sampling technique. With the aid of the Statistical Package for Service Solution version 20, descriptive (mean, standard deviation) and inferential statistics such as t-test, One-way ANOVA, Pearson correlation, and multiple regression were used to analyze the data. The study revealed that adaptability culture was more dominant (M=4.30, SD=0.60) than involvement culture (M=4.16, SD=0.55), mission culture (M=4.06, SD=0.43), and consistency culture (M=3.82, SD=0.58), and that generally job performance of teachers was rated as very good (M=4.43, SD=0.26). Besides, the study indicated that school culture was a good predictor of teacher job performance. However, the study revealed that adaptability culture (P=0.785, p=0.000) and consistency culture (P=-.334, p=0.017) made significant unique contribution to teacher job performance whilst involvement culture (P=-.240, p=0.213) and mission culture did not contribute significantly to teacher job performance. It was therefore recommended that school administrators and teachers should be guided to strengthen the culture in their schools, especially the adaptability and consistency cultural traits since they contribute significantly to teacher job performance. Further, it was recommended that the Ministry of Education and the Ghana Education Service should design and implement programmes to assist public basic schools to improve their culture and teacher job performance so as to attain educational goals.
The Levels of Deployment, Utilization and Job Performance of Teachers in the Public Senior Secondary Schools in Edo State (Published)
A central concern is that teachers are the bedrock upon which the attainments of the objectives of the programmes in the school system are based. Adequate deployment and utilization enhances their job performance. This study had the broad objective to investigate the Levels of Deployment, Utilization and Job Performance of Teachers in the Public Senior Secondary Schools in Edo state, Nigeria from the customers’ perspective. The specific objectives were to determine the level of deployment of graduate teachers in Edo State public senior secondary schools and to identify the level of deployment of graduate teachers in the different teaching subjects in Edo State public senior secondary schools. The study adopted descriptive survey research design. The population of the study was made up of 3366 graduate teachers deployed to 306 public secondary schools in the 18 local government areas as at 2010/2011. A sample size of 396 graduate using multi –stage randomly selected procedure determination from a finite population. Questionnaires were distributed to the filled and returned. Validity of the instrument was measured using content validity, and this was done by experts from the academia. Internal consistency was done using Cronbach alpha coefficient test statistic to test the reliability of the instrument, yielding a coefficient of 0.78. The hypotheses were tested using Pearson product moment correlation at 5% probability level of significance and regression analysis with charts for illustrations. The findings indicated that: There is low deployment and uneven distribution of graduate teachers to public schools. Also, poor utilization of these teachers was very obvious. Thus, the study concluded that job performance would be very low. The study therefore recommended that government should carry out an analysis to fill areas of scarcity, rationalize distribution of teachers and ensure there is a balance in deployment. This will create a fair system of graduate teachers in both urban and rural areas especially in mathematics and English subjects.
The Impact of Organizational Culture on Job Performance among Employees of the College of Administrative Sciences at Najran University (Published)
The present study is an attempt to identify the nature of the relationship between organizational culture and job performance among employees of the College of Administrative Sciences in Najran University, Saudi Arabia. The study problem lies in identifying the impact of organizational culture on job performance of employees at the College of Administrative Sciences. To achieve the objectives of the study, a number of hypotheses tested, mainly: There is a statistically significant relationship at the significant level of (0.05) between organizational culture and job performance among employees of the College of Administrative Sciences. The study adopted the questionnaire for collecting data from the study sample that consisted of (81) employees. The main finding of study is that there is a positive impact for organization culture on job performance among employees at College of Administrative Sciences due to the vital and effective role played by the organizational culture in the development of administrative thinking, which contributes to raising the level of job performance
Perceived Effects of Women-Directed Employment Benefits on Job Performance among Female Bankers in Selected Banks in Calabar Metropolis, Cross River State, Nigeria. (Published)
Men and women vary both physically and physiologically, and so do their needs. As such, in work place for instance, the likelihood is that they will also vary in how they feel rewarded for their work or how they are motivated towards enhancing their job performance. This study investigates the relationship between female-directed employment benefits and the job performance of women in selected banks in Calabar Metropolis of Cross River State, Nigeria. Maslow’s Need Hierarchy Theory provided the theoretical underpinning for the study, while the research design adopted was the survey method. The purposive sampling technique was used to select 200 female employees of five randomly selected banks, who formed the sample of the study. Data was collected through the administration of a Likert-scale questionnaire while the Pearson Product Moment Correlation Coefficient was used to test the two stated hypotheses that guided the study. Results revealed a relationship between female-directed employment benefits such as crèche facilities and paid maternity leave and enhanced job performance among subjects. Thus, the study recommended the adoption and implementation of more female gender-friendly work policies to meet the specific needs of the many women who have joined and are continuing to join the world of paid employment, as well as enhance their job performance.
Perceived Contributory Motivational Factors to Teachers’ Effective Job Performance in Secondary Schools in Afikpo Education Zone, Ebonyi State (Published)
The study was focused on examining perceived contributory motivational factors to teachers’ effective job performance in Secondary Schools in Afikpo Education Zone. Descriptive survey research design was adopted for the study. The population of the study covered all the five Local government areas in the zone, which consists of (43) public schools with all the teachers totaling two hundred and sixty-five (265). The selection of sample was first done in clusters, based on the 5 local government areas under the zone. Stratified random sampling technique was used to select 5 schools from each cluster, (2) under urban and (3) under rural areas, making a total of (10) and (15) urban and rural public secondary schools respectively. With the use of proportionate sampling technique a total of (125) teachers were selected for sampling, (50) from urban and (75) from rural areas. The gender composition from the total sample size of 125 consists of (29) female and (96) male teachers respectively. The instrument for data collection was a self developed instrument questionnaire titled, “Perceived influence of Teachers’ motivation on teachers’ job performance in Secondary Schools in Afikpo Education Zone (PTMTJP)”. The instrument was given face validation and corrections were incorporated adopted as final version of the instrument. The Cronbach’s alpha was used to calculate the index, which gave a reliability of co-efficient of 0.67 which showed that it was usable. Descriptive statistical tools; mean and standard deviation were used to answer the research questions while t-test was used to test the null hypotheses at 0.05 alpha levels of significance. Results showed that both extrinsic and intrinsic motivational related factors influence job performance of teachers. However, low public opinion on teaching profession as well as non-material rewards were not accepted as significant teachers’ intrinsic motivational factors for job performance. Recommendations showed that government needs to improve on teachers’ material need while administrators need to adopt more human relation approach to school governance among others.
Principals’ Supervisory Techniques and Teachers’ Job Performance in Secondary Schools in Ikom Education Zone, Cross River State, Nigeria (Published)
The study investigated the relationship between principals’ supervisory techniques and teachers’ job performance in Ikom Education Zone of Cross River State, Nigeria. Ex-post facto research design was adopted for the study. The sample was 86 principals, 344 teachers and 1,376 students drawn from a population of 86 principals, 1829 teachers and 35,359 students in public secondary schools in the study area. To achieve the purpose of the study, two null hypotheses were formulated. Data collection was carried out with the use of two research instruments titled “Principals’ Supervisory Technique Questionnaire (PSTQ)” and “Teachers’ Job Performance Questionnaire (TJPQ)”. The instruments were subjected to face validity and Cronbach Alpha reliability estimate. The reliability value obtained ranged between 0.73 and 0.78. These figures confirmed that the instruments were reliable in achieving the objective of the study. Pearson Product Moment Correlation Analysis (r) was used for data analysis at .05 level of significance. Results obtained revealed that a significant relationship exist between principals’ supervisory techniques in terms of classroom visitation, workshop techniques and teachers’ job performance. Based on the findings, it was concluded that job performances of teachers would be enhanced when they are properly supervised by principals using the various supervisory techniques.
IMPACT OF EMPLOYEE JOB SATISFACTION ON THEIR PERFORMANCE… A CASE STUDY OF BANKING SECTOR IN MUZAFFARGARH DISTRICT, PAKISTAN. (Published)
Everybody knows that successful implementation of any strategic objective depends on the inspiration and hard work of the company employees. Researches indicate that satisfied employees are the major asset and source of any bank for successful achievement of its short-term and long-term objectives. The present study investigates the link between job satisfaction with the job salary package, job security, and reward system, and impact of this satisfaction on employees’ job performance in banking sector of Muzaffargarh District, Pakistan. Data is gathered randomly from sample of 150 employees selected from 10 branches of different banks situated in Muzaffargarh District. Descriptive statistics have been applied to check the relationship between two variables (job satisfaction and job performance. The results of study indicate that the relationship between job satisfaction and job pay package, job security, and reward system is positively correlated. And the impact of this satisfaction is direct and significant on employees’ job performance.