Internal and External Quality Assurance Practices as Predictors of Institutional Effectiveness of Public Universities in Cross River State, Nigeria (Published)
This study assessed internal and external quality assurance practices as determinants of institutional effectiveness of public universities in Cross River State, Nigeria. The study was intended to address two objectives, from which two null hypotheses were developed. Based on the descriptive survey research design, the census approach was used to study the whole population of 157 administrators (Deans and head of departments) in the two public universities in the study area. Quality Assurance Practices and Institutional Effectiveness Questionnaire (QAPIEQ) was the instrument utilized to collect data. Five experts validated the instrument while an overall Cronbach reliability rating of. 853 was obtained. Data were gathered from 132 respondents due to restrictions that prevented data collection from the targeted 157 respondents. Multiple regression analysis with R studio software version 3.6.0 was used to test the two null hypotheses at the .05 alpha level. Internal quality assurance processes have a substantial influence on university institutional effectiveness (R=.924, R2=.846, F=120.851, p.05), according to the findings. External quality assurance measures were also shown to have a significant influence (R=.792, R2=.782, F=79.100, p.05) on university institutional effectiveness. Based on these findings, it was concluded that internal and external quality assurance processes are critical components that can increase university institutional performance. It was suggested, among other things, that the Nigerian Institutions Commission (NUC) should ensure that accreditation visits are made to universities at least twice, in each academic session to verify the quality of courses and programs.
Management Strategies for Effective Course Advisership in Public Universities in Edo State, Nigeria (Published)
Course advising is the fulcrum of an academic staff roles in a university system towards ensuring quality production of human capital needed for development. The study therefore investigated the level of effectiveness of course advisers and their challenges in public universities in Edo State. The descriptive survey of the ex-post facto design was adopted for the study. Course advisers in University of Benin, Benin City and Ambrose Alli University, Ekpoma during the 2018/2019 academic session constituted the study population. Purposive sampling technique was used to select 40 course advisers each from the two institutions across ten uniform departments from the two universities. 1600 students who served as respondents to the instruments were also purposively sampled. 80 students each were sampled from the study population from the 10 common departments in the two institutions. Two sets of researcher’s design questionnaire which were validated by senior academics and reliability of the instruments ascertained were used to collect data for the study. Descriptive and inferential statistics such as mean, standard deviation, t-test and multiple regression analysis were used to analyse the data collected. The results of the analysis revealed that course advisers in the public universities in Edo State were generally ineffective. It was also found that there was no significant difference in the effectiveness of course advisers based on experience and gender. The study equally found that course advisers’ effectiveness was hampered by many challenges. To improve on the effectiveness of course advisers, some managerial strategies were recommended. Among which was that regular workshops, seminars and trainings should be organized for course advisers to improve on their capacity. It was also recommended that they should be equipped with computers and internet facilities to boost their effectiveness and efficiency. Another recommendation was that online course advising should be introduced to ease the problem of students’ pressure.
Relationship between Category of University and Lecturers’ Job Satisfaction in Universities in Kenya (Published)
Lecturers’ job satisfaction is considered an all round unit of an institution’s human resource strategies. The category of University (public or private) in which the lecturers belong may have an effect on their levels of job satisfaction. This paper analyses the relationship between category of university and lecturers’ job satisfaction in Universities in Kenya. A mixed methods design was adopted for the study which targeted academic staff of chartered public and private universities in the Rift Valley Region of Kenya. The sampling method employed was census, and a total of eight chartered universities (six public and two private) participated in the study. The participating universities were labelled 1, 2, 3, 4, 5, 6, 7 and 8, in order to conceal their identities. Descriptive statistics, the one-way analysis of variance (ANOVA) and the independent-samples t-test was employed in the study. The study found out that chartered public universities’ staff were more satisfied compared to those in the private universities.
The paper investigated the electricity end use characteristics of public universities in Southwestern Nigeria; examined the patterns of electricity use in public universities and determined the proportion of electricity consumption by various stakeholders. We adopted a quantitative survey and questionnaire as instrument for gathering relevant data from electricity end users in the study area. In addition, energy monitor was employed to determine the actual consumption of each end user. The data obtained were used to develop regression model for predicting electricity consumption of public universities in the study area. The percentage contribution of the four stakeholders’ groups investigated, namely Staff offices, Business units, staff and students’ halls of Residences were 12.45% – 42.18%, 171% – 6.77%, 3.32% – 12.25% and 43.50% – 82.52%, respectively. Forty-four key electrical appliances were identified in the study area. Analysis of the data retrieved showed that electric cookers, A/C, electric jugs, stabilizers, pressing iron, photocopiers, electric kettles and printers consumed 14.14%, 14.07%, 8.53%, 7.87%, 6.48%, 5.12%, 4.51% and 4.17% in that order respectively. It was found that the regression model developed could predict the electricity consumption of public universities in the study area for every unit increase in the predictor variables.
Employee Job Satisfaction in Nigerian Tertiary Institution: A comparative study of Academic Staff in Public and Private Universities (Published)
The paper examines the difference that exists in the level of job satisfaction between academic staff in private and public tertiary institutions in Nigeria. Centred on detailed review of literature, the hypothesis formulated for research is whether academic staff in public universities are more satisfied with their jobs compared to academic staff in private universities. The variables with which job satisfaction was measured are recognition, pay and working condition. The sample of the study comprise 120 academic staff – 88 members of staff from a public university and 32 academic staff from a private university within Kwara state, Nigeria. Questionnaires were used as the instrument with which primary data was collected. Independent ‘’t’’ test was performed to obtain the difference in job satisfaction between both sectors of tertiary institution. Also, oral interviews were arbitrarily conducted with 8 academic staff from both universities. The findings of the research indicate that a significant difference in job satisfaction exists between academic staff in private and public universities in Nigeria. The result also showed the following: 1. Academic staff in private universities have better working conditions 2. Academic staff in public universities have better payment package 3. Academic staff in private universities are more recognised for their job. Recommendations were offered by researcher to cater for the short-falls identified from the dichotomy in job satisfaction from both sectors 1. private-public interaction 2.To enhance job satisfaction of academic staff in private universities, Government should formulate policies that will cater for other incentives, such as enjoyed by academic staff in public universities.
Challenges Facing Higher Education in Management of Privately Sponsored Student Programmes PSSP in Kenya (Published)
Massification or the exponential growth experienced by universities in Kenya for the last one and ahalf decades has negatively impacted on the quality of education being offered by these universities.In their attempt to cater for the large increase in student numbers has come with many challenges caused by overcrowding, crumbling infrastructure, inadequate human and financial resources and declining quality of the professional courses on offer. This paper sought to identify the challenges faced in the management of Privately Sponsored Students Programmes (PSSP) especially given the continuing expansion in public universities in Kenya. The study was carried out at Moi University, situated in Eldoret, and six of its satellite campuses. Ex post facto design and a mixed method approach study design was used. The target population consisted of all the PSSP students (11,185) enrolled in the academic year 2009/2010 in all the schools that have these programmes and all staff. One hundred and forty (140) teaching and none-teaching staffs were interviewed while 460 students were had questionnaires administered for data collection. Data was analyzed qualitatively. Unclear university policy for PSSP administration, poor management shrouded by corruption and, inadequate and unqualified teaching staff were among others some of the challenges identified. Public universities need to be open and transparent in management of funds from PSSP Programmes while investing part of the earnings in relevant infrastructure that supports learning in the university.
Lecturers’ Performance Appraisal and Total Quality Management of Public Universities in South-Western Nigeria (Published)
This paper examined the influence of lecturers’ performance appraisal on total quality management of public universities in South-Western Nigeria. The study cuts across all public universities in South-west Nigeria. It adopted a descriptive research design. Three hypotheses were formulated and tested at 0.05 alpha level. Random sampling technique was used to select 500 lecturers from the ranks osenior lecturers to professors in all the universities. Pearson Product Moment Correlation was used to analyze the data collected. At the end of the study, it was revealed that there are significant relationship among establishing performance standard, communicating performance standard to the lecturers, assessing lecturers by annual performance appraisal and total quality management in public universities. It was recommended amongst other things that management must ensure the assessment of lecturers’ performance thoroughly and continually in order to improve quality in the lecturers and bring about overall total quality management in public and private universities.
Impact of Employee Development Programs on Organizational Commitment in the Public Universities (Review Completed - Accepted)
Kenyan public universities needed an empirical study to guide them on how they should handle employee development programs of their non-teaching staff. Thus, this study sought to fill this empirical gap by finding out the effect of employee development programs on non-academic staff’s performance in Kenyan Public Universities.
This study adopted descriptive research design that involved a filed survey and questionnaires to collect data. It target 2174 respondents of non-teaching staff. Simple random and purposive sampling was used to select 327 employees as respondents from all the public universities. The study used SPSS to analyzed data
The study revealed that employee development and support influence performance in public universities but not to a large extend as indicated in R squared of 0.8 percent and 0.54 percent. The study recommends that Public Universities should use other motivational strategies and a well designed appraisal procedure to evaluate staff alongside staff development
Factors affecting teachers’ motivation in Pakistani public universities (Review Completed - Accepted)
The instructive foundations particularly, universities assume a critical part in the underpinning of nation building. This study is pointed at getting a clearer perspective of the level of teachers’ motivation at Pakistani public universities. The principle concerns are the relative imperativeness and need of diverse motivational components and how they give to the general teachers’ motivational level. The outcomes concluded speak for representative relations, pay, border benefits, self-confidence, workload, class environment and stress as the most significant components impacting the teachers’ motivational level. This paper was used in comprehension the essence of the earth in which the teachers’ function, pay, stress, announcement, nature, self-assurance, and associate relationships and their impact on motivational level. Diverse Pakistani public universities were gone by to gather essential information. Information was quantitatively gathered through close-ended surveys with a sample size of 200 Pakistani public university teachers. Information was examined through relationship and different relapse utilizing SPSS programming and outcomes were noteworthy. The general work fulfillment of the representatives in the public universities is at the positive level. Henceforth, this examination study shows that pay & promotion are the most paramount element affecting teachers’ motivation at Pakistani public universities. It was for the most part undertaken to explore on the importance of components, for example class environment, stress, workload, self-confidence and association with coworkers in influencing the employment fulfillment. This paper presents an extensive judgment of teachers’ motivational lists of Pakistani public universities, the components making the disappointment & proposals enhance them.