Open AccessMotivation and Job Performance of Lecturers of Tertiary Institutions in Nigeria: Implication for Counseling
Author(s) -
Anna Onoyase
Publication year - 2017
Publication title -
world journal of educational research (los angeles. online)/world journal of educational research
Language(s) - English
Resource type - Journals
eISSN - 2375-9771
pISSN - 2333-5998
DOI - 10.22158/wjer.v4n2p280
Subject(s) - salary , promotion (chess) , psychology , scale (ratio) , job performance , test (biology) , medical education , incentive , job satisfaction , validity , social psychology , medicine , political science , clinical psychology , geography , psychometrics , paleontology , cartography , politics , economics , law , biology , microeconomics
The study was set out to investigate motivation and job performance of lecturers of tertiary institutions in Nigeria. In order to investigate the problem, three hypotheses were formulated to guide the study. Two instruments were used, namely, “Lecturers’ Motivation scale” and “Lecturers’ Job Performance Scale”. The lecturers’ motivation scale had a reliability coefficient of 0.86 and the lecturers job performance scale, a reliability coefficient of 0.84. Both instruments had content and facial validity and also language appropriateness. The researcher used six research Assistants to administer two hundred and sixty copies of the questionnaire on respondents in the six tertiary institutions in Nigeria. Two hundred and forty six copies were retrieved showing ninety four percent return rate. The information obtained from the field work were collated and the Pearson Product Moment Correlation Coefficient Statistics was used to test the hypotheses at 0.05 level of significance. The findings showed that there was no significant relationship between lecturers’ work environment and their job performance; there was significant relationship between lecturers’ salary/incentives and job performance; there was significant relationship between lecturers’ promotion and job performance. Some of the recommendations are: that salaries and allowances which motivate lecturers in their job performance should be paid regularly. Lecturers should also be promoted as and when due in order to perform their job better.