Libraries at University of Nebraska-Lincoln


Document Type



Adams, O. (2005, March 18). Speech at the Opening Ceremony of the First Quadrennial Delegates Conference of the Maritime Workers Union of Nigeria. Vanguard, p.15

Adei, S. (2006). Benchmarking and Organizational Performance. Management in Nigeria, 5 (8), 7.

Aimiuwu, I. (2007). Benchmarking and Performance Improvement. Journal of Management,6 (4), 2-9

Akor, P. U. & Udensi, J. K. (2013). Functions of interpersonal communication in rendering Reference services in two University libraries in Nigeria. Library Philosophy and Practice Journal. Retrieved fro

Armstrong, M. (2006). Performance Management: Key Strategies and Practical Guidelines (3rd ed.). London, England: Kogan Page.

Armstrong, M. & Baron, A. (1998). Performance Management: the New Realities. London, England: CIPD.

Asogwa, M. O. (2014). Performance Management of Civil Servicein Enugu State, Nigeria, 1999 -2011(Doctoral dissertation). Department of Public Administration and Local Government, University of Nigeria, Nsukka.

Bagraim, J. J.(2003). The nature of measurement of multiple commitment foci 126 amongst South African knowledge workers. Management Dynamics, 1(2),13-23.

Daft, R. L. (2000). Organizational theory and design (7th ed.). New York, USA: South-Western College Publishing

Duru, H. Z. (2010). Managing Day-To-Day Employee Performance (A Case Study of Nigerian Television Authority Enugu). (Master’s thesis). Department of Management, University of Nigeria, Nsukka

Ewurum, U. J. F. (2006). Management of Performance and Rewards in an Organization (A Sumit Paper).

Fonta, W. (2008). Performance Improvement: Strategy and Implementation. London, England: Pengium

Ifeagwazi, C. M. (2007). The impact of dysfunctional family communication patterns on psychopathology. An interdisciplinary Journal of Communication Studies 7(1), 2-10

Ifidon, S. E & Ifidon, E.I. (2007). New Direction in African Library Management. Ibadan, Nigeria: Spectrum Books Ltd

Ifidon, I. E. & Ugwuanyi, R. N. C. (2013). Effective communication in academic libraries: An imperative for knowledge delivery. International Journal of Library and Information Science, 5(7), 203-207. DOI:10.5897/IJLIS11.066.

Hartzell, D. (2006). Dictionary of Management. New Delhi, India: Academic Publishers

Hill, C. (2013). The professional divide: examining workplace relationships between librarians and library technicians. Alia National Library and Information Technicians Symposium: Waves of Change.

Hornby, A. S. (2005). Oxford Advanced Learner’s Dictionary. Oxford: (7th ed.). Oxford, England: University Press.

Howell, J.D. (2016). Management Control Measures. Kent: Sweet and Maxwell.

Jia-Fang, Lu (2010). Team training in China: Testing and applying the theory of cooperative and competition. Journal of Applied Social Psychology, 40(1), 101-134.

Joyce, O., Ejirogbene, C. & Michael, M. (2009). Communication as an indispensable tool for organizational growth and development: Survey of selected manufacturing firms in Delta State, Nigeria. Journal of International Economic Development, 8 (1), 1-2.

Kemoni, H. N. (2004). Melvin DeFleur’s information communication model:Its application to archives administration. African Journal of Library, Archives & Information Science, 14(2), 167-175

Kuvaas, B. (2006). Performance Appraisal Satisfaction and Employee Outcomes: Mediating and Moderating Roles of Work Motivation. International Journal of Human Resource Management, 9(17), 504-522.

Lunger, K. (2006). Why You Need More Than a Dashboard to Management Your Strategy. Business Intelligence Journal,11(2), 8-18.

Nwachukwu, A. I. (2011, January 4). Human Capital should be valued on the basis of skills, not certificate.The Guardian. p. 27.

Nwatu, R. (2005). Benchmarking and Total Quality Management, Enugu: Thought Communication Publication.

Obi, E. A. & Chukwuemeka, J. N. (2006). Public Administration theory and application Onitsha, Nigeria: Abbrt Communication

Ojomo, O. W. (2004). Communication: theory and practice. In E. Adegbija (Ed.), Language, Communication and Study Skills, Ota, Nigeria: Covenant University, pp. 77-95).

Okechukwu , O. P. (2012). Improving Employee Performance Using Training Perspective(Master’s Thesis). Department of Library and Information Science, University of Nigeria, Nsukka, Nigeria.

Oladummi, A. (2005), Production Management. Ibadan, Nigeria: Spectrum.

Olowu, D. & Adamolikun, L. (2005). Human Resources Management. In L. Adamolekun (ed.) Public Administration in Africa: Main issues andselected country Studies. Ibadan, Nigeria: Spectrum Books.

Omisore, B. O. (2014).Supervision-Essential to Productivity. Global Journal of Commerce and Management Perspective, 3(2), 104-108

Onah, F. O. (2004). “The environment and Human Resources Development in Nigeria: A Dialectical Relationship.” International Journal ofStudies in the Humanities (IJOSH), 3(1), 54-55.

Ozokoye, A. N. (2011)Incentive as a Motivativational Tool In Enhancing Organisational Performance In Banking Industry (Study Of First Bank Plc, Union Bank Plc And Oceanic Bank Plc.)(Master’s thesis).Department of Management, University of Nigeria, Nsukka

Robert, B. (2006). Employment and decency work in the era of ‘Flexicurity’. DESA working paper No. 32. ST?ESA/2006/DWP/32 Economic Social Affairs.

Rothwell, J. D. (2004). In the company of others: An introduction to communication (2nd ed.). New York, USA: McGraw-Hill.

Scottish Social Service Council (2017). Supervision: Leadership learning pathways for scotland’s social service.Scortland, UK: Scottish Social Service Council.

Peterside, A. (2006). Strategic Management. London, England: Thompson Ltd.

Ugbaja, C. O. (2008). Performance Management in Organization. Lagos, Nigeria: Dominican Publisher.

Ugbokwe, U. O. (1998). Staff development: A motivational tool in university library management. Library Bulletin, 3(1&2), 76.

Ugochukwu, L. N. (2012). Benchmarking as a Performance Management Strategy In The Manufacturing Industry (A Case Study Of Three Manufacturing Firms In Aba, Abia State) (Master’s Thesis), Department of Management, University of Nigeria, Nsukka , Nigeria.


This study investigated performance management approaches for effective service delivery in university libraries. The main purpose of this study was to assess the performance management approaches used in federal university libraries in South East, Nigeria. The research design adopted was descriptive survey. The population of the study was 103 librarians in federal university libraries in South-East, Nigeria. No sampling was used as the number was considered manageable. The instrument used in gathering data for the study was 38-item questionnaire which was validated by three experts. Data collected from the questionnaire on the research questions were analyzed using mean and standard deviation. Findings revealed the patterns of performance management employed in federal university libraries which include performance appraisal, duties rotation, controlled activities and regulation of staff attendance. Result also showed that the performance management approaches for effective service delivery in federal universities are periodic appraisal of librarians' job performance, periodic rotation of librarians from one section of the library to another, through clear and well-defined rules passed down to all employees in the library and reward for outstanding performance. Result showed that performance management contributes to effective job performance by enabling librarians to understand their job expectations and encourages positive work attitude. Based on these findings, the researcher recommended that federal governments should encourage performance management in university libraries by providing enough funds capable of maintaining constant training and development of librarians and providing incentives to motivate librarians to work with full commitment.