Influence Of Home Background As Correlates Of Job Performance In Public Secondary School In Mbaitoli L.G.A Of Imo State

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Influence Of Home Background As Correlates Of Job Performance In Public Secondary School In Mbaitoli L.G.A Of Imo State


Abstract


This study was carried out on the influence of home background as correlates of job performance in public secondary school in Mbaitoli LGA Of Imo State. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprised of teachers of selected public secondary school in Mbaitoli LGA Of Imo State. In determining the sample size, the researcher purposefully selected 53 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. The result of the findings reveals that marital stability influences job performance of teachers in public secondary school. The study also revealed that family income level influences job performance of teachers in public secondary school. Therefore, Government should prioritize teachers’ welfare through prompt payment of salaries and other fringe benefits, this will help improve teachers’ job performance as they will be able to handle family financial needs. And industrial Social Workers should educate working teachers on how to balance their work and family responsibilities in order to have sense of belongingness in both domains and perform efficiently and effectively in the workplace. To mention but a few.


Table of Content


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 Significance of the Study
  • 1.6 Scope of the Study
  • 1.7 Limitation of the Study
  • 1.8 Definition of Terms

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

Chapter Five:

Summary, Conclusion and Recommendation

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

Chapter One


Introduction

1.1 Background to the Study

Schools all over the world have the prime objectives of imparting knowledge and producing sound intellectuals through teaching, research and community services. To effectively deliver these objectives, qualified and competent academics are harnessed. However, academic staffs can only reach the peak performance if they are adequately motivated assuming that the issue of competence is taken as given. Therefore, effective job performance by the workers in schools can only lead to the realization of the broad objectives for which schools are established. Fabunmi (2005) maintained that the success of educational system depends (not totally) on various environmental factors such as the available infrastructure, location of the school, the classroom condition, the architectural design of the school, the availability of standard library for studies and research and so on. He also mentioned that the condition of the home of any educators plays a crucial role in getting an optimal performance from the employee.
The home of an employee can be seen in the light of physical and psychological condition of the house or where the employee lives. This has to do with the relationship and the effect of family, friends and the community on an employee. Albert (2008) defined home as a complex term that can encompass every activities that one does outside workplace. He believed that home is part of one’s journey to workplace, the environment that the employee lives, the people he lives with, the experience with neighbours, welfare of in-laws, friends and even where he worships, as some religious believes have a significant influence on workplace practices.

However, Voydancoff (2008) posited that meeting the often incompatible demand of family and work may create family-work conflict. For example, working long hours may prevent adequate performance of family responsibilities. Employee’s position in the family, marital status, marital expectations for example, when an employee has a problem with child bearing all these can have a psychological effect on the employee and are factors that often bring frictions between home and job. Jokotoye (2001) opined that some parents often frown at their daughters’ ambition of having their doctoral degree which would enhance their performance at work as such parents believe that men will be intimidated by their daughters’ achievement and would not be able to get husband. Ill-health of family member may also interfere with work as illness of one’s child may prevent attendance at work or make one to lose concentration at work.

Job performance is the ability of an employee to render effectively such services that he is paid to do. Lombardi (2012) is of the view that the price of success is hard work, dedication and commitment to job at hand and determination that whether win or lose; we have applied the best of ourselves to the task at hand. Organization performance is the desire and ability on the part of employee to remain committed to the task agreed upon and given while diligently carrying out those tasks with no extra cost on the employer. While job commitment is a bond that links employee to the job, job performance can be seen as ability to deliver the service effectively and efficiently. Meyer and Allen (1997) classify employee performance into two groups, one group as Job Effective Performance while another group of employees may display Normative Way of Performance.

Adams (2004) argued that employees who are not performing in their jobs sometimes feel that they are treating their employers unfairly while some would eventually engage in withdrawal behaviour, which is a set of action employees perform to avoid the work situation-behaviour that may later culminate in quitting the job or being sacked. Job performance is individual psychological and physical contribution to the job. It is therefore necessary to improve what workers contribute in workplace so that maximum utilization of resources could be achieved.
Rogers (2000) advocated that one should never continue in a job which one feels that one is not performing, if one is not happy with one’s performance and in what one is doing, one will not have an inner peace. To Meyer (2012), performance is never an accident. It is always the result of the commitment to excellence, intelligent planning and focused effort. Lombardi (1997), in his own view, felt that the quality of person’s life is in direct proportion to their excellent performance, regardless of their chosen field of endeavors. However, due to the policy of location of university sites in Nigeria, accommodation problems have often been reported by various researchers (Adigun, 2011; Fashina, 2009; and Odedina, 2007) as one of the problems facing the Nigerian lecturers. Some of those who were interviewed by Fashina, lamented that their family members live miles away from them and for that they travel from time to time so as to ensure that various family responsibilities are met. Therefore, link has been established by Desmond (2009) and Orji (2007) between home environment and job performance. It is argued that the kind of home environment an employee comes from will determine his attitude and effort towards the job which will consequently impact their job performance. The extent to which this could be applied to job performance in a formal school setting is the basis for this study In view of the aforementioned, the study sought out the influence of home background as correlates of job performance of teachers in public secondary school in Mbaitoli LGA of Imo State.


1.2 Statement of the Problem

The number of academic staff in Nigeria has witnessed a magnanimous growth in the last twenty years. Nigerian school system unlike in the past, now produces a great number of seasoned academic staff many of whom now ply their trade abroad as a result of global recognition. Some academic staff of Nigerian schools have also won laurels for themselves and made the country proud. However, the perception the parents, students and government on the contributions of the educators have not been positive. Parents and students often argue that academic staff are unpatriotic and self-centered as they believe that instead of the teachers to concentrate on their primary assignment, they shuttle from one private school to another for part time jobs leaving their main job to suffer.
However, home factors, which include but not limited to stress, family income, marital stability, health status have often been blamed for their attitude towards their job performance. It is against this background that the researcher feels that it is necessary to investigate if home background can affect the job performance of teachers in public secondary schools in Mbaitoli Local Government Area of Imo State.


1.3 Purpose of the Study

The general purpose of this study is to investigate the influence of home background on the job performance of teachers in public secondary schools in Mbaitoli Local Government Area of Imo State. To achieve this, the study specifically aims at:

  1. Finding out the influence of marital stability on job performance of teachers in public secondary schools.
  2. Investigating the influence of family income on job performance of teachers in public secondary schools.
  3. Investigating if health status of family members’ influences the job performance of teachers in public secondary schools.
  4. Investigating if home size affects the job performance of teachers in public secondary schools.

1.4 Research Questions

The study provides answers to the following questions;

  1. Does marital stability influence job performance of teachers in public secondary school?
  2. Does family income level influence job performance of teachers in public secondary school?
  3. Does health status influence job performance of teachers in public secondary school?
  4. Does home size influence job performance of teachers in public secondary school?

1.5 Significance of Study

The finding of this study is expected to serve as positive contribution to employers of academic staff of various schools in discovering the role of home on academic staff job performance and are expected to use this study as a basis for staffing process in the federal, state and private owned schools and it will also help them in making staffing policies that will help them adequately provide for the welfare of prospective lecturers so as to perform their job effectively.

This study will serve as a guide to others researchers who may be interested in finding answers to some issues on academic staff job performance. It will also help the policy makers in making adequate provisions for the academic staff so as to improve their performance. The study will also enlighten the academic staff of schools on how to make adequate provision for their family members so as not to make themselves affected by pressure from home as it can affect their job performance.


1.6 Scope and Delimitation of the Study

This study is strictly concerned with the influence of home background as correlates of job performance in public secondary school in Mbaitoli LGA Of Imo State. The study covers family income, health status, home size and how marital stability or the absence of it affects teacher performance. The research is restricted to selected number of public secondary schools in Mbaitoli Local Government Area of Imo State.


1.7 Limitation of the Study

Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.

Moreover, the case study method utilized in the study posed some challenges to the investigator including the possibility of biases and poor judgment of issues. However, the investigator relied on respect for the general principles of procedures, justice, fairness, objectivity in observation and recording, and weighing of evidence to overcome the challenges.


1.8 Definition of Terms

The following terms have been defined operationally as follows:

Marital Stability:

This has to do with the conjugal status of a staff as intact or non-intact i.e. separated, divorce, happily married.

Family Income:

This can be seen in terms of the average earning of the family. This also means per capital income of the family. That is, an academic staff whose wife and children are not working will definitely have low par capital income.

Health Status:

Overall wellbeing of the organism. This is also a condition of physical, mental and social well-being or the absence of diseases or any other abnormal condition.

Job Performance:

This is the ability to do the job that one is expected to do well

Home:

This has to do with the finance, marital stability, family and friends that have impact on employee outside the work environment.

Health Status:

This has to do with the medical wellbeing of the whole family. The amount of money and time spent in hospital or clinic will affect one’s disposable income.

Home Size:

This is the number of people living with an employee. They can be dependents or independent. More dependent number of people in a family will lower t5he per capital income of the family.

Effective Performance:

This is ability to accomplish a set task.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings into the influence of home background as correlates of job performance in public secondary school in Mbaitoli LGA Of Imo State. 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 the influence of home background as correlates of job performance in public secondary school in Mbaitoli LGA Of Imo State. The study specifically was aimed at finding out the influence of marital stability on job performance of teachers in public secondary schools; investigating the influence of family income on job performance of teachers in public secondary schools; investigating if health status of family members’ influences the job performance of teachers in public secondary schools; and investigating if home size affects the job performance of teachers in public secondary schools.

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 respondents are teachers of selected public secondary school in Mbaitoli LGA Of Imo State.


5.3 Conclusions

Based on the findings of this study, the researcher made the following conclusion.

  1. Marital stability influences job performance of teachers in public secondary school.
  2. Family income level influences job performance of teachers in public secondary school.
  3. Health status influences job performance of teachers in public secondary school.
  4. Home size influences job performance of teachers in public secondary school.

5.4 Recommendation

Based on the responses obtained, the researcher proffers the following recommendations:

  1. Government should prioritize teachers’ welfare through prompt payment of salaries and other fringe benefits, this will help improve teachers’ job performance as they will be able to handle family financial needs.
  2. Teachers should create the enabling environment at home which will make them more satisfy with their family life for better job performance.
  3. Industrial Social Workers should educate working teachers on how to balance their work and family responsibilities in order to have sense of belongingness in both domains and perform efficiently and effectively in the workplace.
  4. Management or Supervisors should develop empathetic feelings and give supportive attitude to subordinate when work-family-conflict is observed. This will inspire working mothers to see their work environment as caring.

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