Academic Staff Motivation And Job Satisfaction

Project / Seminar Topics and Materials on Educational Administration and Planning

Academic Staff Motivation And Job Satisfaction (Charles)


Abstract


This study was carried out to examine academic staff motivation and job satisfaction in Federal University Gashua. The study was carried out to determine whether there is a significant relationship between staff motivation and job satisfaction, identify the factors which deteriorates the job satisfaction of academic staff in Federal University Gashua, ascertain the impact of motivation on the job satisfaction of academic staff in Federal University Gashua, identify the motivation techniques which can improve the job satisfaction of academic staff in Federal University Gashua. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of lecturers in Federal University Gashua. In determining the sample size, the researcher conveniently selected 59 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and mean scores. While the hypotheses were tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a significant relationship between staff motivation and job satisfaction. Furthermore, the result of the findings reveals that the factors which deteriorates job satisfaction of academic staff in Federal University Gashua includes: irregular payment of salaries, lack of promotion as at when due, poor working conditions, and lack of training and career development programmes. Therefore, it is recommended that academic staff should be empowered through meaningful responsibilities in terms of job enlargement, job enrichment and authority that come with it. This will enhance academic staff job satisfaction as they will derive a sense of accountability and authority over their work and that of others. This is expected to trigger better performance among academic staff as they feel empowered and accountable in their job. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background of the Study

The greatest efficiency and productivity in an organization will flow from efforts of those who find satisfaction in their work and conditions or services, who feel encouraged to move ahead and to meet new challenges, who perceive their working environment as one in which high standards of performance are maintained and rewarded. Increasing motivation, workers commitment and the extent of appointments are key organizational aspects in contemporary time. The development of compensation policies plays a very important role in motivating the workforce to give out the high levels of performance, unrestricted effort and input within organizations. The process of motivation usually starts with someone recognizing a dissatisfied need. Thereafter a goal is established to be reached and that way to satisfy the need.

Successful organizations always try to maintain their employees motivated and satisfied at their jobs (Griffin, 2006). In any education system, teachers are considered to be the pillars of society because they shoulder the responsibility of educating and training students until they become important elements to develop their countries (Li & Bray, 2007). Findings in previous researches have revealed that employees who are satisfied with their job are more likely to be creative, innovative and initiate the breakthroughs that can increase their job performance (Usop et al, 2013). According to Garcia et al., (2005) in their research they realized that organizations cannot achieve competitive levels of quality, either at a product level or a customer service level, if their employees do not feel satisfied or do not identify with the company. On the hand of Oshagbemi (1999) it is shown that an understanding of the factors affecting job satisfaction is relevant for improving the wellbeing of workers. It is very important to note also that in education system, it is indispensable to keep and try to maintain the academic staff motivated and satisfied at their job (Munyengabe et al., 2016).

In order to make employees satisfied and committed to their jobs in academic ground and in all spheres of life, there is need for strong and effective motivation at the various levels, department and sections of life. Job satisfaction is not a new phenomenon at all in organizational science and organizational behavior. Attempt to improve performance in tertiary institution will never succeed if academic staffs job satisfaction is ignored. If employees in an organization are motivated, they will render services to the employer and customers very efficiently and effectively Mbua(2003). This implies that motivated and satisfied academic staffs are most likely to affect the students learning positively while the opposite of that may have negative impacts on students’ performance.

Educational leaders and administrators have to pay special attention to the phenomena of motivation and job satisfaction particularly among academic staff of tertiary institutions because of the important role they have to play in the development of the society.


1.2 Statement of the Problem

Academic staff in higher institutions in Nigeria are supposed to be happy and fulfilled doing their jobs. They are supposed to be motivated in terms of salary bonuses, incentives, payment of salaries as at when due, flexible work conditions and attractive health and social welfare packages but what is obtainable now is the opposite(Nidhi 2015). These days there are little or no incentives and motivations for academic staffs in Nigeria; salaries are paid late, unnecessary deductions from their monthly income, no adequate allowances among others(Okiswa, & Oketchi, 2016). This is really a problem and an issue to be attended to. Of course there are different forms of motivation which can affect job satisfaction among academic staff of tertiary institutions and once they are not satisfied the effect include truancy and refusal to carry out their responsibilities and duties, in the long run, students will be more affected because they will not get the required knowledge(Salanova, & Kirmanen, 2010). In view of the aforementioned, this study seek to examine academic staff motivation and job satisfaction in Federal University Gashua.


1.3 Objective of the Study

The overall aim of this study is to critically examine academic staff motivation and job satisfaction in Federal University Gashua. Hence, the study will be channeled to the following specific objectives;

  1. Determine whether there is a significant relationship between staff motivation and job satisfaction.
  2. Identify the factors which deteriorates the job satisfaction of academic staff in Federal University Gashua.
  3. Ascertain the impact of motivation on the job satisfaction of academic staff in Federal University Gashua.
  4. Identify the motivation techniques which can improve the job satisfaction of academic staff in Federal University Gashua.

1.4 Research Question

The study will be guided by the following questions;

  1. Is there a significant relationship between staff motivation and job satisfaction?
  2. What are the factors which deteriorates job satisfaction of academic staff in Federal University Gashua?
  3. What is the impact of motivation on the job satisfaction of academic staff in Federal University Gashua?
  4. What are the motivation techniques which can improve the job satisfaction of academic staff in Federal University Gashua?

1.5 Research Hypothesis

  • Ho: There is no significant relationship between staff motivation and job satisfaction.
  • Ha: There is a significant relationship between staff motivation and job satisfaction.

1.6 Significance of the Study

This study will serve as a basis for further studies in the topic of motivation and job satisfaction. It will also help stakeholder to formulate policies that will help alleviate job dissatisfaction among academic staff for optimum productivity. This study will also build upon the existing knowledge on the impact of motivation on job satisfaction.


1.8 Scope of the Study

This study is structured to generally examine academic staff motivation and job satisfaction in Federal University Gashua. The respondents for the study will be Lecturers in Federal University Gashua.


1.8 Limitation of the Study

The following factors poses to be a limitation during the course of this research

  • Financial constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
  • Time constraint: The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
  • Respondent Attitude: The majority of respondents failed to collect the questionnaires, and those who do collect them pay close attention to filling out and returning them, while others do not return theirs at all. Others were less accommodating and may have provided untrustworthy information because they were afraid of being exposed, despite the researcher’s promise that all information would be treated with the utmost secrecy and only for education purposes.

1.8 Definition of Terms

Job Satisfaction:

A feeling of fulfillment that an employee derives from their job.

Motivation:

The processes of indicating or causing someone to behave in the most desired way in the aid of certain incentives.

Performance:

Is the way in which some things react under certain condition or fulfills the purpose for which it was intended.


1.10 Organization of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, abnd selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on academic staff motivation and job satisfaction in Federal University Gashua. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was to examine academic staff motivation and job satisfaction in Federal University Gashua. The study was specifically set to; determine whether there is a significant relationship between staff motivation and job satisfaction, identify the factors which deteriorates the job satisfaction of academic staff in Federal University Gashua, ascertain the impact of motivation on the job satisfaction of academic staff in Federal University Gashua, identify the motivation techniques which can improve the job satisfaction of academic staff in Federal University Gashua.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 50 responses were validated from the enrolled participants where all respondent are lecturers in Federal University Gashua.


5.3 Conclusions

In the light of the analysis carried out, the following conclusions were drawn.

  1. There is a significant relationship between staff motivation and job satisfaction.
  2. The factors which deteriorates job satisfaction of academic staff in Federal University Gashua includes: irregular payment of salaries, lack of promotion as at when due, poor working conditions, and lack of training and career development programmes.
  3. Motivation has a significant impact on the job satisfaction of academic staff in Federal University Gashua as it boost workers morale, it improves staff commitment, improves workers effectiveness, and improves workers productivity.
  4. The motivation techniques which can improve the job satisfaction of academic staff in Federal University Gashua includes: reward, salary increment, promotion, and fringed benefits.

5.4 Recommendations

Based on the findings of this study, the following recommendations are made:

  1. Academic staff should be empowered through meaningful responsibilities in terms of job enlargement, job enrichment and authority that come with it. This will enhance academic staff job satisfaction as they will derive a sense of accountability and authority over their work and that of others. This is expected to trigger better performance among academic staff as they feel empowered and accountable in their job.
  2. It is encouraged that both university management and government through their agencies such as NUC should facilitate through policies and actions a hitch free opportunity for career advancement. Academic staff like every other employee derives a sense of fulfiment and satisfaction with their job when there is a hitch free opportunity for their upward progression in academic profession. Such upward progression with the benefits usually attached to it elicit positive attitudinal and behavioural outcome such as job satisfaction and better performance among academic staff.
  3. The management of the organization should also encourage the training of workers. The present situation whereby majority of the workers are not happy with the present training policy of the organization should be checked.

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