Libraries at University of Nebraska-Lincoln

 

Abstract

Retention and productivity levels of the existing

Retention and productivity levels of the existing workforce are an essential concern in human resource management. Employee turnover is one of the most studied topics in organisational psychology and is of interest to other professionals, including personnel researchers and managers of organisations. Employees became dissatisfied with their job because of poor condition of service and lack of motivational strategies on the part of the employer. It is against this background that this research examines the influence of job satisfaction on turnover intentions of library personnel in some public Universities in South West Nigeria.

Research questions as well as hypotheses were formulated as the means of data collection. Descriptive research design of the ex-post facto type was adopted for the study. The target population comprises of professionals and library officers from public Universities in South West Nigeria. Total enumeration technique was used to cover the study population of two hundred and thirty three (233) respondents working in ten selected public (Federal and State) Universities in South West Nigeria. Demographic information, job satisfaction and Turnover Intentions questionnaire (DIJSTI) scale was used in the study. Job motivation scale developed by John Smith (2004) with reliability coefficient of 0.81, job satisfaction scale with reliability coefficient of 0.95 as well as turnover intentions scale by Viator (2001) with reliability coefficient of 0.86 using cronbach-alpha method were used for data collection. Out of the two hundred and thirty three (233) copies of the questionnaires that were administered, two hundred and twenty six (226) copies or 97% were returned and valid for analysis. Data collected were analyzed using percentages, mean, standard deviation, Pearson’s product-moment correlation coefficient and multiple regression analysis methods.

The result of the study shows that the linear combination effect of job satisfaction and turnover intentions was significant (F (2,223) = 20.846; R = 0.397; R2 = 0.158; Adj. R2 = 0.150; P < 0.05). Also, there are significant relationships between job satisfaction and turnover intention. The study also reveals that there was no significant difference in the turnover intention of library personnel by their place of work (i.e. Federal andStateUniversities).

The study discusses ways of improving job satisfaction of library personnel in public universities in South West Nigeria. It is therefore recommended that Public Universities should design developmental programmes that would focus on greater motivation of workers so as to reduce their turnover intentions. Job satisfaction policies should be formulated to reduce employee’s turnover intentions.

workforce are an essential concern in human resource management. Employee turnover is one of the most studied topics in organisational psychology and is of interest to other professionals, including personnel researchers and managers of organisations. Employees became dissatisfied with their job because of poor condition of service and lack of motivational strategies on the part of the employer. It is against this background that this research examines the influence of job satisfaction on turnover intentions of library personnel in some public Universities in South West Nigeria.

Research questions as well as hypotheses were formulated as the means of data collection. Descriptive research design of the ex-post facto type was adopted for the study. The target population comprises of professionals and library officers from public Universities in South West Nigeria. Total enumeration technique was used to cover the study population of two hundred and thirty three (233) respondents working in ten selected public (Federal and State) Universities in South West Nigeria. Demographic information, job satisfaction and Turnover Intentions questionnaire (DIJSTI) scale was used in the study. Job motivation scale developed by John Smith (2004) with reliability coefficient of 0.81, job satisfaction scale with reliability coefficient of 0.95 as well as turnover intentions scale by Viator (2001) with reliability coefficient of 0.86 using cronbach-alpha method were used for data collection. Out of the two hundred and thirty three (233) copies of the questionnaires that were administered, two hundred and twenty six (226) copies or 97% were returned and valid for analysis. Data collected were analyzed using percentages, mean, standard deviation, Pearson’s product-moment correlation coefficient and multiple regression analysis methods.

The result of the study shows that the linear combination effect of job satisfaction and turnover intentions was significant (F (2,223) = 20.846; R = 0.397; R2 = 0.158; Adj. R2 = 0.150; P < 0.05). Also, there are significant relationships between job satisfaction and turnover intention. The study also reveals that there was no significant difference in the turnover intention of library personnel by their place of work (i.e. Federal andStateUniversities).

The study discusses ways of improving job satisfaction of library personnel in public universities in South West Nigeria. It is therefore recommended that Public Universities should design developmental programmes that would focus on greater motivation of workers so as to reduce their turnover intentions. Job satisfaction policies should be formulated to reduce employee’s turnover intentions.

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