TABLE OF CONTENTS
Title page ——————————————————————————————— i
Approval page……………………………………………………………………………..ii
Certification page…………………………………………………………………………iii
Dedication………………………………………………………………………………..iv
Acknowledgment…………………………………………………………………………v
Table of Content————————————————————————————-vi
List of Abbreviations……………………………………………………………………..ix
List of Tables……………………………………………………………………………..x
Abstract…………………………………………………………………………………..xi
CHAPTER ONE: INTRODUCTION
Background of the Study —————————————————————– 1
Statement of the problem—————————————————————– 6
Purpose of the Study———————————————————————–7
Research Questions————————————————————————-8
Significance of the Study——————————————————————9
Scope of the Study————————————————————————-10
CHAPTER TWO: REVIEW OF RELATED LITERATURE
Conceptual Framework—————————————————————————-11
Constituents of Job Satisfaction—————————————–12 Constituents of Job Performance——————————————–15 Factors Affecting Job Satisfaction and Performance————————-20 Relationship between Job Satisfaction and performance—————————24 Strategies for enhancing Job Satisfaction and Performance————–28 Theoretical Framework——————————————————————35 Theories of Motivation——————————————————–36
Theories of Job Satisfaction————————————————–48
Review of Empirical Works———————————————————–50
Summary of Literature Review——————————————————-60
CHAPTER THREE: RESEARCH METHODS
Research Design————————————————————————— 63
Area of the Study————————————————————————- 63
Population of the Study——————————————————————-64
Sample and Sampling Techniques——————————————64
Instruments for Data Collection———————————————— 64
Validation of the Instrument————————————————–65
Method of Data Collection————————————————————– 65
Method of Data analysis——————————————————————66
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA—– -67
CHAPTER FIVE: DISCUSSION OF FINDINGS, IMPLICATIONS RECOMMENDATION, AND CONCLUSION.
Discussion of Findings………………………………………………………….81
Implications of the Study……………………………………………………….88
Recommendations………………………………………………………………91
Limitation of Study……………………………………………………………..92
Suggestion for Further Research………………………………………. 92
Conclusion………………………………………………………………………..93
REFERENCES-———————————————————————————-96
APPENDICES-———————————————————————————-105
LIST OF TABLES
Table 1: Distribution and return rate of questionnaires……………..67
Table 2: Constituents of job satisfaction……………………………………………68
Table 3: Constituents of job performance…………………………………………..70
Table 4: Influence of job satisfaction on performance of librarians………72
Table 5: Extent librarians are satisfied with their job………………….74
Table 6: Factors affecting job satisfaction and performance………..76
Table 7: Ways of enhancing job satisfaction of librarians…………….78
Table 8: Federal university libraries and the number of librarians……..111
Table 9: Validators Comments……………………………………………………..112
LIST OF ABREVIATIONS
ICT Information and Communication Technology
JSJob Satisfaction
JP Job performance
LJSPQ Librarians Job Satisfaction and Performance Questionnaire
F Frequency
ABSTRACT
This study examined job satisfaction and performance of librarians in Federal University Libraries in South East Nigeria. The study was guided by six research questions. Descriptive survey was used to conduct the study. The population of the study was made up of 110 librarians in the four federal university libraries in South East Nigeria. And the libraries are Nnamdi Azikiwe Library University of Nigeria Nsukka (62), Nnamdi Azikiwe University Library, Awka (15), Federal University of Technology Owerri (26), and Michael Okpara University of Agriculture Library, Umudike (7). Data relevant for the study was collected using questionnaire and a total of 92 out of 110 questionnaires distributed were returned and found usable. Data were analyzed by mean, percentages and frequency. The findings revealed that general job satisfaction exist among the librarians in federal university libraries in South East Nigeria. This was as a result of the existence of constituents of job satisfaction such as opportunity for promotion, good working environment and salary. It also revealed that job satisfaction has great influence on job performance. Equally, the study reveals that lack of opportunity for promotion is the greatest factor that can affect their job satisfaction and performance and the existence of promotion opportunities and other factors such as, salary increment, opportunity for training, concrete job description will to a very great extent enhance the job satisfaction and performance of these librarians. The study recommended that, the existing constituents of job satisfaction should be sustained and improved by adjusting to changes, restructuring of appraisal system to accommodate the changes brought by ICT, putting management induced inefficiency into consideration when judging staff performance, reviewing library policies as and when due, recruiting librarians that like the job and providing opportunities to participate in training.
CHAPTER ONE
INTRODUCTION
Background of the Study
Job is a purposive human activity. It is an exercise of man’s faculties for the production of a particular desired goal in the form of goods and services. (Eze, 2002). Job has been and will continue to be part and parcel of man’s existence in this physical world. It is a means by which societal and individual needs are met. Therefore, job is very natural to man, controls and animates him both in everyday existence and in social and intellectual life. Job is not just about an employment; rather it goes further to mean an activity that produces something of value to and for the society.
Job satisfaction can be seen as a positive attitude of a worker towards his job and a pleasurable emotional state resulting from the perception of one’s job as fulfilling (Adeyemo, 2000). Hodson and Sullivan (1990) view job satisfaction as a summary attitude that people experience about their work. It is the result of their task, the characteristics of the organization. Similarly Parmer and East (1993) describe job satisfaction as relating to individual’s feeling or emotion towards work. The happier people are with their job, the more satisfied they will be. Job satisfaction (JS) as defined by Cranny, Smith and Stone cited in Weiss, (2002) is conceived as effective reaction to one’s job. Weiss (2002) on his own part argues that job satisfaction is an attitude, but points out that it should be clearly distinguished, the objects or cognitive evaluation which affect emotion, behaviors’ and beliefs. The relationship between a worker and his job can be described in terms of the meaning, which the work holds for the persons. A person who engages on a particular job has certain values for the job; such values are strongly related to the basic needs of the individual. That is why Eze (1998), continued that job satisfaction refers to the degree to which personal needs, material and physiological, intrinsic and extrinsic are realized by the individual while performing the tasks involved in his job.