The study investigated work incentives and job commitment among university lecturers in Ekiti State, Nigeria. The study examined the extent to which lecturers are committed to their job in the university as well as the level of work incentives available to lecturers in university. The study investigated the relationship between each of the work incentives components (remuneration, recognition and job security) and job commitment of university lecturers. The study adopted a descriptive research design of the survey type. The population for the study consisted of 1,185 lecturers in the three universities in Ekiti State as the time of this study. The sample for the study consisted of 300 respondents selected from the 3 universities using multistage sampling procedure which involved simple and purposive sampling techniques. The instrument used for this study was self-designed questionnaire titled ‘Work Incentives and Lecturers Job Commitment Questionnaire (WILJCQ)’. The instrument was validated by experts in Educational Management and Tests and Measurement. Test-retest method of reliability was used to ascertain the reliability of the instrument. The data collected from the administration of the instruments were correlated using Pearson Product Moment Correlation (PPMC) and a reliability co-efficient of 0.76 was obtained for WILJCQ which was considered high enough to be reliable for the study. All hypotheses were tested at 0.05 level of significance. The findings revealed that the level of work incentives available to lecturers was moderate. The study also showed the extent to which lecturers are committed to their job in the universities. The study further revealed that there was significant relationship between work incentives and lecturers’ job commitment in universities in Ekiti State. Work incentives are highly related to lecturers’ job commitment. It was found that there was significant positive relationship between remuneration and lecturers’ job commitment. There was no significant relationship between recognition and lecturers’ job commitment. The study also revealed a positive significant relationship between job security and lecturers’ job commitment. Based on the findings of this study, it was recommended that prompt payment of salaries and allowances as well as all other allowances to lecturers should be paid as and when due, as this goes a long way to improve lecturers’ job commitment. It is also recommended that management of universities should put in place favourable conditions of service that will guarantee job security of academic staff towards enhancing their job commitment.
Influence of Recognition, Rewards, Remuneration, Compensation and Benefits on the Lecturers’ Job Satisfaction in Kenyan Universities (Published)
To have in place quality staff that can make meaningful contribution, certain supportive incentives and measures are necessary. This paper examines the influence of such supportive incentives on the lecturers’ job satisfaction in Kenyan Universities. A study that targeted 2,773 members of university management and lecturers in the chartered public and private universities within Rift Valley Region of Kenya was undertaken. The study used a sample of 605 participants and employed convergent parallel mixed methods design. Purposive sampling was also used to select information-rich cases. Questionnaires, interview and document analysis guides were used for data collection. Descriptive statistics, Pearson correlation coefficient, independent-samples t-test, One-way ANOVA and regression coefficients, with the use of the Statistical Package for Social Science (SPSS) version 20 were used. The study identified job satisfaction elements like fair promotions, assignment of additional responsibility as a result of outstanding work, among others. However, potential sources of job dissatisfaction included: lack of competitive rates; lack of adequacy of pay commensurate to work done; dissatisfaction with salary, among others. The author recommends that universities should work towards raising the level of job satisfaction through supportive incentives.
Motivation a Catalyst for High Performance: Case Study of University of Port Harcourt Choba Port Harcourt, Nigeria. (Published)
The study x-rayed motivation as catalyst for high performance in a context of University of Port Harcourt, Nigeria. Motivation as a two edged sword was explained, as 79% of the workforce were highly dissatisfied with management not fulfilling her motivational promise of extra one month salary, is capable of generating industrial unrest-strike action and negative attitude to work. Analyzed graduands’ performance for academic sessions 2011-2014, showed that out of 13393 graduands only 0.3 %( 38) and 18 %( 2383) made 1st class and 2nd class upper division respectively. While 64.3 %( 8612) graduated with 2nd class lower division. Based on this analysis, we documented that employees’ performance is average, to improve this output (quality graduates), 56.8% and 65% of respondents out of 400 selected as a sample size through stratified sampling technique strongly agree that unconventional promotion and social activities respectively will improve their performance.