Libraries at University of Nebraska-Lincoln
Abstract
It is known that low levels of job satisfaction can have a negative effect on morale, employee relations, employee performance, organizational functioning, organizational efficiency, and productivity. Low job satisfaction or outright dissatisfaction with a job is likely to evoke an array of negative and potentially damaging personal and professional consequences such as frustration, deterioration of mental and physical health, withdrawal, absence, lateness, sickness, accidents, intra–organizational conflict, thinking about quitting and retirement, examining the costs and benefits associated with leaving a job, and labour turnover. Intentions to quit can be very costly to an organization. It is against this background that the paper examines the global trend in career satisfaction, self-perception, and gender differences among library personnel in the university. Literature reviewed shows that the level of career satisfaction in an organization has to do with salary, promotion, compensation, benefit, job security and physical working condition among others while, self-perception and gender difference have inconsistency in the way a particular society viewed it. The paper concluded that self-perception and gender differences should not be a parameter for achieving career satisfaction among library personnel in the university. The paper recommends that library managers and administrators should formulate policies vis-à-vis adequate working facilities, conducive working environment, and various work incentives that would improve job satisfaction resulting into enhanced career commitment of the library personnel.