i
JOB SATISFACTION AMONG LIBRARIANS IN ACADEMIC LIBRARIES IN NIGER STATE, NIGERIA
BY
NNAKAIHE PRISCA OLUCHI PG/MLS/08/49382
A PROJECT SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF MASTER OF LIBRARY SCIENCE (MLS) DEPARTMENT OF LIBRARY AND INFORMATION SCIENCE UNIVERSITY OF NIGERIA, NSUKKA
SUPERVISOR: DR. R. E. OZIOKO
MAY, 2012
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APPROVAL PAGE
This work by Nnakaihe Prisca Oluchi PG/MLS/ 08/49382 has been approved for the
Department of Library and Information Science,
By
______Dr. R. E. Ozioko Prof. V. W. Dike Supervisor Head of Department
______
Internal Examiner External Examiner
______Prof. S. A. Ezeudu Dean of Faculty iii
CERTIFICATION PAGE
NNAKAIHE PRISCA OLUCHI, a post graduate student in the Department of Library and Information Science with Registration Number PG/MLS/08/49382, has satisfactorily completed research requirements for the award of Masters in Library and Information Science.
The work embodied in this thesis is original and has not been submitted in part or in full for another degree of this or any other university.
______Nnakaihe Prisca Oluchi Dr. R. E. Ozioko Student (Name and Signature) Supervisor (Name and Signature)
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DEDICATION
This work is dedicated to the Almighty God for His immeasurable mercies that saw me through, and to the memory of my late father, Mr. R. E. Nnakaihe.
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AKNOWLEDGEMENTS
With deep sense of appreciation, the researcher sincerely appreciates the efforts of her ever dependable supervisor, Dr. R. E. Ozioko who despite his busy schedules showed an undivided attention to this work until completion.
She also want to appreciate in a special way, Dr. V.N. Nwachukwu who was always interested in the completion of this work. Let me thank in a special way, Dr. F.C. Ekere, Dr. A.
J.C. Mole, Mrs. Meg Ngwuchukwu and a host of other wonderful lecturers in the department whose teachings and guidance have helped her in making necessary corrections to this research.
She say thanks to you all.
She is most grateful to numerous friends and colleagues who have contributed so much to the development of this work through their relentless prayers and directives and corrections; Dr.
P. U. Akor, Dr. Mrs. J. N. Udensi, Mrs. Joy Chinasu, Mrs. Pat Chukwu, Chika Amos, Amara
Ibe, Mrs T. Arinze and a host of others I say thank you all.
Her most gratitude also goes to her beloved husband, who has been her source of encouragement to continue with this research work each time she feels that it is becoming too difficult to continue with this work. His love and encouragement throughout the period of this research has been my source of inspiration, may God continue to bless him.
Nnakaihe Prisca Oluchi Department of Library and Information Science University of Nigeria Nsukka.
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TABLE OF CONTENTS
Title page ------i Approval page ------ii Certification ------iii Dedication ------iv Acknowledgements ------v Abstract ------vi Table of Content ------vii List of Tables ------viii
CHAPTER ONE: INTRODUCTION ------1 Background to the Study ------1 Statement of the Problem ------9 Purpose of the Study ------10 Research Questions ------10 Significance of the Study ------11 Scope of the study ------11
CHAPTER TWO: REVIEW OF RELATED LETERATURE ------13 Conceptual Framework ------13 Causes of Job Satisfaction and Dissatisfaction in Academic Libraries -- 13 Factors Affecting Job Satisfaction ------16 Strategies for Improving Job Satisfaction ------20 Review of Related Empirical Studies ------22 Summary of Literature Review ------24
CHAPTER THREE: RESEARCH METHODS ------26 Research Design ------26 Area of Study ------26 Population of the Study ------27 Sample and Sampling Technique ------27 Instrument for Data Collection ------27 Validation of Instrument ------27 Method of Data Collection ------28 Method of Data Analysis ------28
CHAPTER FOUR: PRESENTATION OF DATA ------29
CHAPTER FIVE: DISCUSSION AND CONCLUSSION ------35 Discussion of Findings ------35 Implications of the Study ------36 Recommendations ------37 Limitations of the Study ------37 Suggestions for Further Research ------38 Conclusion ------38
REFERENCES ------40 APPENDIXES ------42 vii
LIST OF TABLES
Tables Pages
1. Mean Responses of Librarians on Level of Satisfaction ------29
2. Mean Responses of Librarians on Behavior when not Satisfied -- -- 30
3. Mean Responses of Librarians on Factors Responsible for Job Satisfaction -- 31
4. Mean Responses of Librarians on Problems Associated with Job Satisfaction 33
5. Mean Responses of Librarians on Strategies to Enhance Job Satisfaction -- 32
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ABSTRACT
The research work carried out was Job satisfaction among academic librarians in academic libraries in Niger State. The general objective of the study is to find out the level of job satisfaction found among the academic librarians in academic libraries in Niger state. The survey research design was used to conduct the study. The population of the study was the 58 academic librarians in Niger state. Due to the small number of the librarians involved no sampling technique was adopted, therefore all the academic librarians were used for the study. Questionnaire was used as the instrument for data collection and the data was analyzed using mean. The results from the findings showed that there is commendable level of job satisfaction among the librarians; the librarians do not resort to lateness to work, abandoning duty, and loss of morale when they are not satisfied with their job, friendly subordinates and positive working environment are some of the factors responsible for job satisfaction. Lack of opportunities for socialization and promotion, lack of managerial skills by the administrators and bad library tools are some of the problems associated with job satisfaction, and annual leave, medical coverage, friendly and competent subordinates are some of the strategies for encouraging and enhancing job satisfaction. It is recommended that the librarians in these academic libraries should be encouraged through sponsorship to attend workshops and seminars. The researcher also recommended that annual leave and medical coverage should be made a regular benefit for the librarians; it was also recommended that academic librarians should be encouraged through sponsorship to attend conferences, workshops and seminars as these will enable them acquire more knowledge and competence.
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CHAPTER ONE
INTRODUCTION
Background to the Study
Academic libraries refer to all the libraries that exist in institutions of higher learning ranging from universities, polytechnics, colleges of Education, and any other form of tertiary institution. Their major aim is to provide the curricular educational needs of the students and the entire academic community, example, supporting the teaching staff in the up – to – date materials required for their teaching jobs. Since the Nigerian independence in 1960, the academic libraries have not been accorded the position they deserve, owing partly to the disruption of political leadership, poor economic situation, and nonchalant attitude of the parent institutions. Moreover, the librarians who have managed the libraries have not been so concerned about how their libraries should look like in terms of architectural designs and resources improvement (Ekere, 2006). According to him, the site of a library should permit sufficient space for ornamental trees, a good drainage system, elaborate parking lot, toilets, and lots more. In the context of this study, it is important to consider the welfare/ happiness of the librarians while planning, for the academic library environment putting into account, the furnishing of their offices, good toilets and so on.
One of the biggest factors that is affecting the environment of academic libraries today is the in ability of the government to contract the establishment of library architecture/buildings to the professionals (Librarians) hence “out of annoyance, the librarians usually abandon such contractors and never bothered about what is happening. Since the librarians are not mentioned in the statutes in the establishment of libraries, they do not form part of the decision making body in the ministry of education. They usually feel disillusioned to contribute to the design of the library buildings even when they have ideas on better things to do (Ekere, 2006). x
In a text, Ode and Omokaro (2007), academic libraries are those libraries established, owned and funded by university which they are part. Thus, they are often referred to as academic libraries.
As integral part of the institutions which they serve, they design their collections and services to meet the instructional program of the particular institution. Academic libraries are recent phenomenon in Africa as a whole (Ode and Omokaro, 2007). In Nigeria, the first academic libraries came in to being with the founding of the University of Ibadan in 1948. Many however, sprang up as from 1960 with the establishment of more universities.
The primary objective of an academic library is to offer those who may be said to constitute its primary clientele (the faculty, students and academic staff of the institution), the academic and research services in support of the programs of the university of which it is part
(Ode and Omokaro, 2007). The objectives of academic libraries as out lined by Ifidon (1985) are as follows:
• To supply books, periodicals and other materials needed by students and staff in all the
subjects of study which the institution offers to the required levels. This sets the
framework within which the academic rather than a public library has to justify its
presence and be related to students needs and be related to research in the courses which
the institution offers.
• To provide support for the teaching and research of the members of the staff in the same
subject, with regards to facilities available in other libraries. It is proper that staff should
have support for work and research in subjects taught in the institution. With the
tremendous developments taking place in a new scheme and methods, it is vital that
academics should see research work as always relevant and beneficial to the local and
international needs.
• To provide for a wide range of background reading of books and periodicals both in
subjects close to those of the curriculum and in more general cultural fields. Each xi
librarian will assess needs variously here. The library should provide materials to support
the various programs offered by the institution.
• To help students to become familiar with the library stock. The ability of many students
to use the academic library in an adequate and efficient way should be the concern of
many academic libraries.
• To help with the day – to – day needs of the users by supplying them with ready
reference information and special materials about the locality where the institution is
located.
• To act as a link with world of books and library outside its own institution being ready to
draw up the special resources of many other institutions and to make its own contribution
to the various co – operative schemes.
• To provide guides, lists of additions, current awareness services, reading lists and other
publications, and to hold displays and exhibitions of library materials inside and outside
the library in order to reinforce the teaching of staff and illustrate the libraries resources.
The following are the major functions of academic libraries:
1. Conservation of knowledge and ideas: Every academic library is supposed to conserve
knowledge and ideas by acquisition of materials written by different authors throughout
the world. These materials could be books, journals, and non book materials which have
relevant information to satisfy the information needs of the students and the entire
academic community. It is when the librarians are not satisfied that most of them will
start exhibiting the I don’t care attitude which affects most importantly the shelf reading.
2. To fulfill both the needs of the instructional program of the parent institution and the
research needs of the students, faculty staff members and people outside the academic
community through the collection and acquisition of knowledge in all formats. xii
3. To organize knowledge for easy storage and retrieval – the technical process which
include ordering, receiving, accessioning, cataloguing, classification and preparing
materials have always been the primary services performed by academic libraries.
Though patrons are not aware of these essential services hence it is referred to as “behind
the scene services” Ode and Omokaro, (2007).
4. Making resources available to users and preserving knowledge for posterity. In
supporting the instructional and research needs of their students and faculties, the
academic libraries provide maximum access to collections.
5. Publication: an academic library is expected to publish occasionally, some important
works done by their staff or even those outside. In addition, academic library staff can
give technical assistance to academic staff outside the libraries who might want to
publish bibliographies, indexes and abstracts and does not know how to do it.
Academic librarians are the people or persons in charge of the academic library, library workers trained in the field of library science or librarianship with at least first degree, they are the people to whom the collection, preservation, use and transmission of information and knowledge are entrusted, (Obodoeze 2001). Apart from the above note, academic librarians are faces with other duties like, ensuring the development of a balance collection, oversees services to the library clientele, administers staff, prepares library budget, plans new library building or maintenance of an old one., prepares annual report, co ordinates library development programs.
The librarians after carrying out the above functions ought to be motivated. To achieve maximum input to the library services. Ekere (2006) suggested the following motivational points:
(i) Good remuneration
(ii) Physical conditions (improved environment)
(iii)Hours of service (by the library system) xiii
(iv) Hours of work (by individual staff)
(v) Leaves of absence (vacation and sick leave)
(vi) Promotion and tenure
(vii) Retirement benefits
(viii) Dismissal of unworthy/ incompetent staff.
From the fore going, it is obvious that if the librarians are not motivated appropriately, they would not be satisfied with their jobs and the consequences could result to not coming to work early, irregular shelf reading, I don’t care attitudes by the academic librarians and more.
These would not be felt by the students alone but also by the lecturers and the entire academic community because the library is the brain of every institution and the librarians are the driving forces.
A job according to the Learners Oxford Dictionary is a particular task or piece of work that you have to do; work for which you receive regular payment. A job is anything that one does to earn a living. One can therefore say that a good job is any work that one does and gets satisfaction. Satisfaction on the other hand is the good feeling that you have when you have achieved something or when something you wanted to happen does happen. Job satisfaction has been defined as the pleasurable emotional state resulting from the appraisal of one’s job, an affective reaction to one’s job and attitude towards ones job (Weiss, 2002). It is the feelings that people have about their jobs. Job satisfaction describes how content an individual is with his or her job; the happier people are within their job, the more satisfied they are said to be. (Weiss
2002) also noted that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are the affects, beliefs and behaviors. This definition suggests that we form attitudes towards our job by taking into account our feelings, our beliefs and our behaviors. Moods and emotions while working are raw materials which cumulate to form the affective element of job satisfaction, (Weiss & Cropanzo 1996). There are xiv some evidence in the literature which suggest that moods are related to overall job satisfaction.
Positive and negative emotions were also found to be significantly related to overall job satisfaction. For decades, researchers have been concerned with the job satisfaction – job performance relationship; the implicit assumption guiding this research has been that, a happy worker is a productive worker. Based on this assertion, job satisfaction can therefore result from a job that meets or promises to meet one’s needs. In view of that, Ugbene (1990) noted that a
Librarian will not be motivated to do his work if he feels that his needs are not met in the library.
Failure to satisfy their needs will lead to frustration which will eventually affect the productivity and or performance of the librarians, and this in turn could affect both the students, staff and the entire academic community. This research work will go a long way in bringing out the relationship job satisfaction and some known job dimensions such as pay, promotion, supervision, contingent rewards, benefits, communication, the work itself, the operational procedure in the work place and interpersonal relationship.
People approach their jobs with two different expectations, viz: expectation with respect to the job content and expectation with respect to the job context. Expectations with regards to the job content include the nature of the work, recognition, achievement, responsibility and growth in the skill and these are called Intrinsic”. The expectations as regards job context which include the working condition, salary, security and coworkers’ relationship are known as
“Extrinsic” factor, Abdulrahman, (2007). It is the Intrinsic and Extrinsic factors of the job that causes satisfied or dissatisfied feeling about the job. This is true because the attainment of the aspiration and expectations about the job produce feeling of satisfaction while frustration or lack of the attainment of aspirations about the job causes dissatisfaction. Another important aspect of job satisfaction that should not be looked down is communication which boils down to superior- subordinate relationship in a broader term. This is an important influence on job satisfaction in the work place, the way in which the subordinates perceive a supervisor’s behavior can xv positively or negatively influence job satisfaction. Communication behaviors such as facial expression, eye contacts, vocal expression and body movement is crucial to the superior- subordinate relationship. Non verbal messages play a central role in interpersonal interactions with respect to impression, action, deception, attraction, social influence and emotional expression. Individuals who dislikes and thinks negatively of their supervisor are less willing to communicate or have motivation to work, where as individuals who likes and thinks positively of their supervisors are more likely to communicate and are satisfied with their jobs and work environment Burgoon, Buller and Woodall (1996).
Niger state is located in the North Central Zone of Nigeria. It was created in 1976 under the military leadership of General Yakubu Gowon. Upon the creation of Niger State, indigenes of Niger State relocated to Minna with Hon. Justice Idris Legbo Kutigi serving as both the
Attorney General and Solicitor General of Niger State while Mr. Jibrin Ndajiwo served as state counsel grade II and Mr. Nuhu A. Kuso served as pupil state counsel.
Federal University of Technology Minna, established in 1983, Federal University of
Technology is a Federal Government owned University located at Minna in Niger State of
Nigeria. Considered as one of the specialized university of Technology, the Federal University of
Technology was established with a prime objective of fulfilling the demand of the nation in sectors like Science, Engineering and Technology. The Federal University of Technology is located on a huge campus at Minna and now runs 2 campuses, Gidan kwano housing the main campus all in Minna in the state of Niger in Nigeria. The university offers comfortable infrastructural facilities for students which include accommodation, library, study and research facilities and other recreational and sports facilities.
The Federal Polytechnic Bida, the Federal Polytechnic, Bida was established by law. It was founded in response to the recognition by the Federal Government that Nigeria is in dire need of Technical and Technological resources, and the empowerment of the citizens to meet the xvi demands of the age. The institution believes in and is firmly committed to a functioning philosophy of education. In consonance with the National Policy on Education, the Polytechnic has clearly stipulated objective, the development and training of manpower is the first. There is research for the developing and adapting of appropriate techniques to problem solving and thirdly service to the immediate as well as larger society. The edict formally establishing the
Federal Polytechnic, Bida is Decree No.33 of 1979 (now the Federal Polytechnic Act of 1990, including Decree No 47 of 1989, No 5 of 1993 and other legal documents. Originally the institution was known as the Federal College of Technology, Kano. She was instituted on March
1, 1977.
Following the Federal Government’s decision to transfer the College, she finally moved to Bida on July 27, 1977. The College before 1979 was known as the Bida College of
Technology. She was temporarily accommodated at the Government Technical School, Eyagi and later on moved to temporary facilities along Mokwa Road, Bida.
The Polytechnic’s first set of students admitted early in 1978 for the 1977/1978 session graduated at the Higher National Diploma (HND) level in August 1981
Niger State Polytechnic was established by Edict No 9 of 1991 to meet the technological manpower needs of Niger State and Nigeria in General.
Prior to its conversion into Niger State Polytechnic in October, 1991, the institution existed as Zungeru College of Advanced Studies (ZUCAS) which came into being in January,
1977 located at a temporary site at Government College, Bida. ZUCAS was established by the
Murtala/Obasanjo Military Administration primarily to remedy the imbalance in education development between the educationally disadvantaged and advantaged states. This goal was achieved vigorously
The introduction and implementation of the 6-3-3-4 new education policy which had no provision for advanced level education attainment necessitated the phasing out of the xvii programmes of ZUCAS and subsequently its conversion to a state polytechnic by the Edict No 9 of 1991 in July 1997. The State Government formally merged College of Administrative and
Business Studies (CABS), Bida with the Polytechnic through the enactment of the Niger State
Polytechnic (Amendment) Edict 1991 and CABS, Bida (transfer of assets and liabilities edict
1997).
Job satisfaction in Niger state is confronted with the following challenges like nonpayment of salaries as at when due, no sponsorship to work shops and conferences, no good working library tools and so on. And this is the reason why the researcher wants to carry out this study in Niger state, to know what the causes are and to proffer solutions for enhancing the problem on ground.
Statement of the Problem
Academic librarians having the responsibilities of ensuring that the day to day activities of the libraries are carried out efficiently. It is therefore disheartening to know that the librarians sometimes exhibits some non-challant attitude attitudes ranging from lateness to work, abandonment of duties, and unfriendliness among their co-workers, the library users and even the community or the institutions in which they are serving. This gave rise to the reason why the researcher began to investigate why the librarians sometimes act the way they do. Does it mean that they are not satisfied with their jobs, or are their needs not been met in the libraries? Despite the importance of job satisfaction and the challenges posed by lack of it, no study has been carried out on it, (job satisfaction), the above justifies the need for this study, job satisfaction among academic librarians in Niger State. And to the best knowledge of the researcher, no research has been carried out on job satisfaction of academic librarians in Niger State.
Research findings from various studies have shown that there are some relationship between job satisfaction and the various job dimensions such as pay, promotion, supervision, contingent rewards, benefits, communication, the work itself, the operational procedure in the xviii work place and interpersonal relationship (Spector, 1985). Job satisfaction creates positive attitude, boosts workers morale, which results in improved performance, harmonious relationships with colleagues ant lots more. Employee satisfaction at the work place propels productivity. If the academic librarians like every other worker are not satisfied in their job, there will be less or no productivity.
Purpose of the Study
The purpose of this study is to determine the job satisfaction among librarians in academic libraries in Niger State. The specific objectives are as follows:
1. To ascertain the level of satisfaction found among the librarians in academic libraries in
Niger State.
2. To ascertain the effects of job satisfaction as perceived by the librarians.
3. To identify the factors responsible for job satisfaction or dissatisfaction among the
academic librarians.
4. To ascertain the problems associated with job satisfaction among the librarians
5. To determine the strategies for enhancing job satisfaction among the librarians academic.
Research Questions
The study was guided by the following research questions:
1. What is the satisfaction level of librarians in academic libraries in Niger State?
2. What are the effects of job satisfaction as perceived by the librarians?
3. What are the factors responsible for job satisfaction or dissatisfaction among academic
librarians?
4. What are the problems associated with librarians job satisfaction?
5. What are the strategies for encouraging motivation and for achieving job satisfaction in
academic libraries? xix
Significance of the Study
The usefulness of this study on job satisfaction of librarians cannot be over emphasized.
It is expected that this study would be useful to future researchers, library administrators and academic librarians in the following ways:
It will help fill the gap in the literature of job satisfaction in the academic libraries, as it would open more avenues for research into the subject of job satisfaction, particularly, in the field of library and information science. The study is expected to make recommendations for further research which are expected to increase the horizon of literature on academic librarians’ job satisfaction in Niger state and beyond. This is an area where researchers and writers have sparingly explored in Niger state.
The result of this study will help the academic library administrators to identify the reasons why the librarians are satisfied or dissatisfied with their jobs, and the recommendations proffered is expected to guide them in providing conducive working environment for the librarians, as this will not only contribute to their satisfaction but also for the benefit of the entire academic community, since a happy worker is a productive worker.
Academic librarians are products and an integral part of the academic community. The implementation of the recommendations that shall be made in this study is expected to encourage the library management or the parent institutions to provide to the librarians, favorable working environment and conditions to enhance their efficiency in carrying out their duties. It will also help to create awareness on the strategies for encouraging job satisfaction and staff motivation.
Scope of the Study
This research focused on job satisfaction among librarians in academic libraries in Niger
State of Nigeria. This study is limited to the academic librarians in Niger State. The institutions to be covered in this study includes: Federal University of Technology, Minna, Ibrahim
Badamasi Babangida University, Lapai, Federal Polytechnic, Bida, Niger state polytechnic, xx
Zungeru, Federal College of Education, Kontagora, Niger state College of Education, Minna,
School of Midwifery, Minna.
xxi
CHAPTER TWO
REVIEW OF RELATED LITERATURE
This chapter presents a review of literature on related topics and made necessary comparison in order to draw a summary of the literature so reviewed. This study is concerned with empirical studies done in the area of job satisfaction. a number of study have been carried out by different people and organizations both within and outside Nigeria. The limitations of the empirical studies relates to the affecting job satisfaction. The related literature to this study were reviewed under the following headings:
A. Conceptual Framework
- Factors Affecting Job Satisfaction
- Strategies for Improving Job Satisfaction
B. Review of Related Empirical Studies
C. Summary of Literature Review
Conceptual Framework
Job satisfaction can simply be defined as the feelings people have about their jobs. It has been specifically accepted as pleasurable emotional state resulting from the appraisal of one’s job, an affective reaction to one’s job and an attitude towards one’s job. These definitions suggest that job satisfaction takes into account people’s feelings, beliefs and behaviors towards their jobs. Rosnowski and Hulin (1992) submitted that the most informative information to have about an employee in an organization was a valid measure of their overall level of job satisfaction.
Satisfaction is to be gratified or to be contented or feel pleased because of the fulfillment of a need, demand, desire or expectation (Oxford English Dictionary, 1991: 502). Job satisfaction is the totality of an individual’s social psychological well being as it relates to his job xxii and performances, if the individual’s social psychological well being in relation to his job or job performance is not good, it could affect the degree of his satisfaction with his job. Job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors, (Weiss, 2002). This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs and our behaviors. In every establishment or organization be it government or private owned which academic libraries is part, job satisfaction is the key to a successful output.
An academic library was defined in Oyedum (2006) as an integral part of a college or a university; it is usually regarded as an instrument of instruction. This means that teaching in the class room will depend more on library than textbooks. This is why academic library is regarded as an integral part of teaching program. According to Oyedum (2006), the academic libraries can be grouped into three categories such as “school libraries, college libraries and university libraries” The schools, colleges and universities are the institutions that impart formal education to the students. These academic libraries are supposed to have rich libraries to feed the students, teachers, and research scholars in meeting their day – day needs related to study and research and to supplement the class room teaching. The libraries are the heart of such institutions, and without them, the body cannot last long. Academic libraries are libraries that are situated in institutions of higher learning. This is to say that any library attached to a post secondary or tertiary institution can be described as an academic library Ekere, (2006). Furthermore, he stated that academic libraries exists in institutions of higher learning such as, the universities, the colleges of education, the colleges of technology and polytechnics. Also, that academic libraries vary in shape, size or objectives or mission statements from one institution to another, but their characteristics functions are both academic and administrative all designed and geared towards the achievement of the educational objectives as set by the individual academic institutions. xxiii
In encouraging job satisfaction in academic library, Herzberg’s two – factor theory pointed out certain things which an administrator should do to ensure adequate staff motivation in university libraries. The administrator will ensure that the librarians are made satisfied. The administrator can do this by:
1. Enhancing – the feeling of achievement of the librarians on the job; such as by
recognition and reward of excellence to the librarians to strive to achieve better.
2. Recognition of the individual’s worth and personal dignity and ego of librarians that is by
involving the staff in decision making, creating healthy social climate in the library and
improving the personal outlook of the staff.
3. Making work challenging and interesting such as by assigning special duties and projects
to competent individual librarian.
4. Assigning responsibility for special function to librarians and ensuring adequate authority
for carrying out such responsibilities.
5. Promoting the personal and professional advancement of librarians. In addition, he
observed that the university library administration will try to reduce those factors or
circumstances which led to job dissatisfaction among the library staff.
Lack of job satisfaction can be a significant source of daily stress, to help get your stress back under your control, figure out exactly what has caused you to sour on your job (Mayo
Clinic Staff, 2008). They further listed the following as the causes job dissatisfaction:
a. Bickering co – workers.
b. Conflict with your supervisor.
c. Not being appropriately paid for what you do.
d. Not having the necessary equipment or resources to succeed.
e. Lack of opportunities for promotion.
f. Having little or no say in the decisions that affect you. xxiv
g. Fear of losing your job.
h. Work that you find boring or overly routine.
i. Work that doesn’t tap into your education, skills or interest.
Work is often approached from three perspectives. Usually all the three perspectives to be discussed are very important for job satisfaction but one is often the priority:
a. It is a job – If you approach work as job, you focus primarily on the financial rewards, in
fact the nature of the work may hold little interest for you. What is important is the
money. If a job with more pay comes your way, you may likely move on.
b. It is a career – If you approach work as a career, you are interested in advancement. You
want to climb the career ladder as far as possible or be among the most highly regarded
professionals in your field, you are motivated by the status, prestige and power that come
with the job.
c. It is a calling – If you approach your job as a calling, you focus on the job itself. You
work less for the financial gain or career advancement than for the fulfillment the job
brings.
Whether your work is a job, a career or a calling, you can take steps to restore meaning to
your job. Make the best out of a difficult work situation by being positive. Doing so will
help you manage your profession.
Factors Affecting Job Satisfaction
Discussing factors affecting job satisfaction of employed adults with multiple sclerosis,
Szymasky and Hershenson (1998) viewed job satisfaction as an outcome resulting from the interaction of several variables. Three factors can affect employment – Extrinsic factors such as wage and salary levels (Bokemeier & Lacy 1986), chronic illness or disability factors affecting one’s ability to perform work tasks, and subjective factors such as perceived job match and job tenure(Hershensen, 1996). According to Bokemeier and Lacy (1986), the most basic theory xxv regarding job satisfaction is that workers are satisfied if their jobs provide what they desire, and certainly the amount and perceived adequacy of financial remuneration is one concrete way in which employment helps people meet their needs. Unfortunately, the cost associated with treating and living with a serious medical condition can quickly erode the satisfactoriness of wage and salary levels McMahon (1979), this is just an example of what could also be obtainable in every other establishment like libraries; and academic libraries in particular is not exceptional. Hershenson (1996) discussed the ways in which health factors related to disability and chronic illness can negatively affect worker competencies which eventually takes its toll on job satisfaction, for example, chronic illness and disabilities, therefore place workers in less congenial, that is, less satisfying situations because they create barriers that frustrate efforts to perform position requirements. These factors include:
A. Environmental factors
Communication Over-load and Communication Under-load:- One of the most important aspects of an individual’s work in a modern organization concerns the management of communication demands that he or she encounters on the job. Demands can be characterized as a communication load, which refers to the rate and complexity of communication inputs an individual must process in a particular time frame. Individuals in an organization can experience communication overload which can affect their level of satisfaction. Communication overload can occur when an individual or a librarian as the case is receives too many messages in a short period of time which can result in unprocessed information or when an individual faces more complex messages that are more difficult to process. Due to this process, given an individual’s style of work and motivation to complete a task, when more imputes exists than out puts, the individual perceives a condition of overload which can be positively or negatively related to job satisfaction. in comparison, communication under load can occur when messages or inputs are sent below the individual’s ability to process them. According to the ideas of communication, xxvi over-load and under-load, if an individual does not receive enough input on the job or is unsuccessful in processing these inputs, the individual is more likely to become dissatisfied, aggravated and unhappy with their work which leads to a low level of job satisfaction.
Superior-Subordinate Communication: - Superior-subordinate communication is an important influence on job satisfaction in the work place. The way in which subordinates perceive a supervisors behavior can positively or negatively influence job satisfaction. Communication behavior such as facial behavior, eye contact, vocal expression and body movement is crucial to the superior-subordinate relationship (Weiss, 2001). Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, deception, attraction, social influence and emotional. Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate with their subordinates non-verbally may be more important than the verbal content. Individuals who dislike and think negatively about their supervisors are less willing to communicate or have motivation to work where as individuals who like and think positively about their supervisors are more likely to communicate and are satisfied with their job and work environment. A supervisor who uses nonverbal immediacy, friendliness and open communication lines is more likely to receive positive feedback and high job satisfaction from subordinates. Conversely, a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and create low job satisfaction in their subordinates in the work place. xxvii
B. Individual factors
Emotions: - Mood and emotion form the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of certain origin, while emotions are often more intense, short-lived and have a clear object or cause. Some research suggests that moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction. frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. Emotion work or emotion management refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion.
Although early studies of the consequences of emotional work emphasized its harmful effects on workers. Studies do workers in a variety of occupation including librarianship suggests that the consequences of emotional work are not uniformly negative.
It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models:
1. Emotional dissonance. This is a state of discrepancy between public displays of emotions and internal experiences of emotions, that often follows the process of emotion regulation. Emotional dissonance is associated with high emotional exhaustion, low organizational commitment and low job satisfaction.
2. Social interaction model. Taking the social interaction perspective, workers ’ emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example, the accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction. xxviii
C. Genetic factor
It has been well documented that genetics influence a variety of individual differences.
Some research suggests genetics also play a role in the intrinsic, direct experiences of job satisfaction like challenge or achievement (as opposed to extrinsic, environmental factors like working conditions). One experiment used sets of monozygotic twins reared apart to test for the existence of genetic influence on job satisfaction. while the results indicates the majority of the variance in job satisfaction was due to environmental factors , genetic influence is still a minor factor. Genetic heritability was also suggested for several of the job characteristics measured in the experiment, such as complexity level, motor skill requirements and physical demands.
D. Personality factor
Some research works suggests an association between personality and job satisfaction.
Negative affectivity is related strongly to the personality trait of neuroticism. Individuals who are high in negative affectivity are more prone to experience less job satisfaction. Positive affectivity is related strongly to the personality trait of extraversion. Those high in positive affectivity are more prone to be satisfied in most dimensions of their lives, including their job. Differences in affectivity likely impact how individuals will perceive objective job circumstances like pay and working conditions, thus affecting their satisfaction in that job.
Strategies for Enhancing Job Satisfaction
1. Set new challenges – If you are stuck in a job because of lack of education or a downturn
in the economy, it doesn’t mean your work has to become drudgery. With a little
imagination, you can create new challenges and make the best of the job you have.
2. Improve your work skills – Imagining yourself on your dream job, you might envision
yourself as an excellent project manager, a confident communicator and a highly
organized person. xxix
3. Develop your own project – Take a project that can motivate you and give you a sense of
control. Start small such as organizing a work related celebrations before moving on to
larger goals. Working on something you care about can boost your confident.
4. Mentor a co- worker – Once you have mastered a job, you may find it becoming routine.
Helping a new co – worker or an intern, advance his/her skills can restore the challenge
and the satisfaction you desire.
5. Break the monotony – Take advantage of your work breaks, read, listen to music, go for
walk, write a letter.
6. Volunteer for something different – If you hear that your company is launching a new
project, volunteer for the work team.
7. Stay positive – Use positive thinking to reframe your thoughts about your job, changing
your attitude about work won’t necessarily happen overnight or increase your job
satisfaction overnight. But if you are alert to ways your view of work brings you down,
you can improve your job satisfaction.
8. Stop negative thoughts – Pay attention to the messages you give yourself. When you
catch yourself thinking your job is terrible, stop the thought in its tracks.
9. Put things in perspective – Remember, everyone encounters good days and bad days on
the job.
10. Look for the silver lining – “Reframing” can help you find the good in a bad situation, for
example, you receive a less than perfect performance appraisal and your boss warns you
to improve or move to another job. Instead of taking it personally or looking for another
job right away, look for the silver lining. Depending on where you work, the silver lining
may be attending continuing education classes or working closely with a performance
coach and having the satisfaction of showing your boss that you are capable of change. xxx
11. Learn from your mistakes – Failure is one of the greatest learning tools, but many people
let failure defeat them, when you make a mistake at work, learn from it and try again. It
doesn’t mean that you are a failure.
12. Be grateful – Gratitude can help you focus on what is positive about your job. Ask
yourself “what am I grateful for at work today?” If it is only having lunch with a friendly
co – worker, that’s okay. But find at least one thing you are grateful for and savor it.
Review of Related Empirical Studies
In Abdulrahmans’ study, (2007), on a comparative study of job satisfaction of libraries in the two polytechnics in Niger state. The purpose of the study was to determine the extent to which polytechnic librarians were satisfied with their jobs. The survey research design used to conduct the research, the population of the research consisted of the professional librarians in the two polytechnic libraries, (Federal polytechnic Bida and Niger State polytechnic Zungeru).
There was no sample and sampling technique, because the number of the librarians were just 10 and so all was used for the study because of their small number. Questionnaire was employed as the method of data collection and the method of data analysis was mean. Findings shows that the librarians were satisfied with the quality of supervision, level of communication, and interpersonal relationships, and dissatisfied with their pay, promotion, benefits and the nature of their work. Consequently, the researcher recommended among others, that library management and policy makers should regularize the salaries, promotions and leave allowances of their librarians.
The work reviewed bears a number of relationships with the present study despite the fact that it was a comparative study but the present study is not. Both studies shared the same research design which is survey. No sampling technique was employed in both because of the small number of their sample size. The instruments for data collection in both studies were questionnaire and the method of data analysis were mean, they also shared the same xxxi geographical area. However, it is narrower in scope as it focuses only on the polytechnic libraries.
In another study, Chidebelu (2004), embarked on a study to determine the level of job satisfaction of librarians in public and academic libraries in Enugu and Anambra states. The population of the study were the librarians in public and academic libraries in Enugu and
Anambra states. The research design used was survey. The instrument for data collection was questionnaire. The stratified random sampling technique was used. And a total of 77 professional librarians were sampled. The work revealed that the librarians were satisfied with the quality of supervision, communication and inter personal relations, but dissatisfied with their pay, promotions benefits and nature of their work. The recommendation was for library management and policy makers to regularize the salaries, promotions and allowances of their librarians and to provide them with good working conditions like, in – service training, and workshops.
Chidebelu’s work used design and instruments akin to the current study except that it addresses a different geopolitical environment and embraces public libraries as against the present study which focuses only on academic libraries. The current study did not employ any sampling technique due to the small number of the librarians
Delfgaauw (2006) conducted a study on the effect of job satisfaction on job search in
Netherlands. A descriptive survey design was used for the study. An aggregate data was collected from the salary administration of the participating employers and a sample of 78,800 workers received the questionnaire but 28,312 workers returned it. In analyzing the data, binary probity and regression were used.
The result of the analysis shows that in the industrial level, poor financial prospects and working conditions and unpleasant job duties affects workers desire to leave the industry.
Bureaucracy and work load appear major reasons to leave work in public sector. Many workers indicated that better pay, less work load or more support from their manager might have xxxii persuaded them to stay. The researcher recommended the following: a reduction in the work load of industrial workers, increase in the salary of workers, relaxing some bureaucratic process in the public service. The same kind of design was adopted in this study but not the method of analysis.
The work also addresses a foreign audience and it is also outside academic environment.
In yet another study, Ezema (2003), carried out a research on The Extent of job satisfaction among librarians in Nnamdi Azikiwe library, University of Nigeria Nsukka and
Institute of Management Technology, Enugu. The population of 44 librarians as a purposive sample, investigated the extent of job satisfaction among librarians at Nnamdi Azikiwe library,
University of Nigeria Nsukka and Institute of management and technology Enugu. Questionnaire and oral interview were used as instrument for data collection. Mean was used as the method for data analysis.
The study among other things revealed that there was no overall job satisfaction among the librarians of the two institutions studied. Based on these, recommendations were made to the effect that reward and motivation systems particularly in areas of prompt payment of salaries and allowances and other incentives such as in – service training should be put in place.
This work bears much similarity to the present one, they have the audience which is academic librarians, they will use questionnaire as instrument for data collection, but the current research will not employ oral interview. Moreover, the work reviewed covered academic libraries in a different geopolitical zone which is the South Eastern Nigeria.
Summary of Literature Review
The study reviewed job satisfaction in academic libraries and non academic libraries in different geopolitical zones and outside Nigeria. The study sees job satisfaction as an important factor in the development of any organization and in libraries in particular. It highlighted the level of job satisfaction among academic librarians. It also mentioned the factors that influences and enhances job satisfaction, and also pointed out the strategies for enhancing job satisfaction. . xxxiii
The conceptual framework looked at job satisfaction as the fulfillment of a need, demand, desire or expectation. It is the totality of one’s well being as it relates to his job or job performance. It also described the academic library as an integral part of an institution of higher learning, pointing out its functions and objectives which are all geared towards the achievement of the educational objectives as set by the individual academic institutions. The study also highlighted some points about what causes job satisfaction and dissatisfaction.
This study covered job satisfaction in; university and institute of technology libraries in south east zone of Nigeria, public libraries also in the same zone, job satisfaction in the public sector which addressed a foreign audience. The work which covered an academic library in the same zone with this research was on polytechnic libraries only. However, a good number of the designs and instruments used in these earlier studies were adopted in the current one. With this notion, it is evidence that the previous related studies have been carried out on these areas of job satisfaction among librarians and some of the works are in this research work. This work specifically addresses job satisfaction in academic libraries in Niger state. However, from the researchers’ best knowledge, and literature, no research has been carried out on job satisfaction among librarians in academic libraries in Niger State to be precise. Such study is very useful in determining their level job satisfaction. it is hoped that the study will fill in previous gap in the knowledge of this subject matter.
xxxiv
CHAPTER THREE
RESEARCH METHOD
This chapter explains the method employed in collecting and analyzing data for the research. It presents the research design adopted for this study. It also shows the area of study, the population, the sample and sampling technique, the instrument for data collection, validation of the instrument as well as the method of data collection and analysis.
Research Design
The survey research design was used to conduct the study. Survey is a descriptive study which seeks to describe what exists or the present status of existence or absence of what is being investigated, (Ali, 1996). The survey research method was adopted for this study because, it involves studying a group of people in a profession by collecting and analyzing data from a few they considered to be representative of the entire group. Furthermore, the survey research design was considered more appropriate for this study due to the fact that it provides the needed logical model of proof that allows the researcher to draw inferences concerning relationships among the variables under investigation.
Area of Study
The study was conducted in Niger state which is in the North central Geo political zone of Nigeria. Niger State houses so many institutions of higher learning which includes Federal university of technology minna, Ibrahim Badamasi University Lapai, Federal college of
Education Kontagora, Niger State College of Education Minna, Federal Polytechnic Bida, Niger
State polytechnic Zungeru and Niger State School of Midwifery, Minna. This study covers the following areas, Minna, Bida, Kontagora, Lapai and Zungeru. The choice of Niger State for this study is because it houses a quite number of functional academic libraries.
xxxv
Population of the Study
The population of this study consists of all academic librarians in federal university of technology Minna, Ibrahim Badamasi Babangida University Lapai, Federal Polytechnic Bida,
Niger State polytechnic Zungeru, Federal College of Education Kontagora, Niger State College of Education Minna and Niger State School of Midwifery Minna. The distribution is shown in the Appendix 1.
Source: Offices of: The University librarians, nominal role (2009).
Sample and Sampling Technique
The number of librarians involved is 58, and so the whole librarians were used for the study because of the small size.
Instrument for Data Collection
The instrument for data collection for this study was questionnaire. The questionnaire titled
Job Satisfaction of Librarian’s Questionnaire, (JSLQ) for the purpose of this study. The questionnaire was designed by the researcher, strictly in line with five research questions of the study. The questionnaire was divided in to two parts viz: A and B. Part A asked questions about the background information of the respondents while part B treated levels of job satisfaction among librarians. The respondents were required to tick (ü) from the appropriate options as provided in the questionnaire.
Validation of Instrument
The instrument was validated by the following people using face validation; two lecturers in the department who are experts in research works and the supervisor of the work for final examination. They were requested to take critical examination of the questions with the view of determining the appropriateness to the variables being investigated. Their comments and xxxvi suggestions were taken into consideration in the final modification of the instrument; see
(Appendix 11 and 111).
Method of Data Collection
The researcher visited the institutions under study for the purpose of administering the questionnaires. The researcher administered copies of the questionnaires to the respondents personally, and with the help of research assistants in most cases, collected them back. This method helped in ensuring high return rate of the questionnaires
Method of Data Analysis
Responses to the items in the questionnaire will be analyzed using frequency counts and mean. Mean scores are used to analyze the data and the mean score of 2.50 is used as the benchmark. Any mean score from 2.50 and above indicates that the respondents agreed on that item and any mean score below 2.50 indicates disagreement.
xxxvii
CHAPTER FOUR
PRESENTATION OF DATA
In this chapter, the results of the data obtained using questionnaires which have been
analyzed are presented. The results are organized in line with the research questions guiding the
study.
Research Question One
What is the satisfaction level of librarians in academic libraries in Niger State?
The information used to answer this research question is obtained using items i-viii of the
questionnaire. The results of the analyses are presented in table 1 below.
Table 1: Mean Responses of Librarians on level of Satisfaction N = 58 S/N Items Mean Decision i I am satisfied with the salary I receive. 2.72 Agree
ii The communication level with my co-workers is good. 3.21 Agree
iii The communication link with my supervisor is good. 2.97 Agree
iv The government attends to the needs of my library. 2.55 Agree
v My salary is good and regular. 2.86 Agree
vi I have good rapport with my director. 2.97 Agree
vii There are promotion opportunities for me 2.74 Agree
viii I am sponsored for workshops and conferences. 2.12 Disagree
Table 1 revealed that items i to vii have mean of 3.21, 2.97, 2.97, 2.86, 2.74 and 2.55
respectively. These mean scores are greater than the 2.50 cut-off mark. This implies that the
Librarians in the academic libraries agreed that they are satisfied with the salary they receive,
communication level with co – workers and supervisors, government providing the needs of the
workers, regular salary, and commendable rapport with the directors as well as promotion
opportunities. xxxviii
However, item viii with mean score of 2.12 indicates that the librarians disagreed that they are sponsored for workshops and conferences.
Research Question Two
What are the effects of job satisfaction as perceived by the Librarians?
The information used to answer this research question are obtained from items i- vi of the questionnaire. The results of the analyses are summarized in table 2.
Table 2: Mean Responses of Librarians on Behavior when Not Satisfied N = 58 S/N Item Mean Decision
i Lateness to work 1.93 Disagree
ii Abandonment of duty 1.93 Disagree
iii Low productivity 2.24 Disagree
iv Antagonism with colleagues 1.97 Disagree
v Loss of morale 2.22 Disagree
vi Poor quality of output 2.07 Disagree
The results presented in table 2 shows that items i to vi have mean scores 1.93, 1.93,
2.24, 1.97, 2.22 and 2.07 respectively. Obviously these mean scores are below the 2.50 cut-off.
This shows that the respondents disagreed on these items. The implication is that even when not satisfied with the conditions of work, the librarians do not resort to lateness to work, abandonment of duty, low productivity, antagonism with colleagues, loss of morale and poor output. xxxix
Research Question Three
What are the Factors responsible for job satisfaction or dissatisfaction among academic
Librarians?
The information used to answer this research question are sort using items i - v of the research questions. The results are summarized in table 3.
Table 3: Mean Responses of Librarians on Factors Responsible for Job Satisfaction N = 58 S/N Item Mean Decision
i Ill health is a factor for retrenchment in my library 2.07 Disagree
ii I must come to work even when my salary is delayed. 3.17 Agree
iii The rules and policies in my library are rigid. 2.54 Agree
iv The environment affects my job positively. 2.69 Agree
v My subordinates are friendly 3.16 Agree
From table 3, items ii to v have mean scores of 3.17, 2.54, 2.69 and 3.16 respectively, which are greater than 2.50 benchmark. Therefore, the librarians agreed that coming to work even when salary is delayed, rigid library policies, positive effect of the environment on the job and friendly subordinates are the factors responsible for job satisfaction. on the other hand, item
3i with mean of 2.07 shows that the Librarians disagreed that ill-health is a factor for retrenchment.
Research Question Four
What are the problems associated with Librarians job satisfaction?
The information needed to answer this research question are obtained using items i to ii and analyzed, the results are presented in table 4. xl
Table 4: Mean Responses of Librarians on Problems Associated with Job Satisfaction N = 58 S/N Items Mean Decision i There opportunities for socialization 2.09 Disagree ii There are no promotion opportunities for me 2.07 Disagree iii My director has no good administrative and managerial skills 2.16 Disagree iv There is no room for personal growth on the job. 2.43 Disagree
Table 5 revealed that items i to iv have means scores as 2.09, 2.07, 2.16, and
2.43,respectively.it means that the librarians disagreed that there are opportunities for socialization, no promotion opportunities, director has administration and managerial skills, no room for personal growth on the job and library tools are not in good working condition.
Therefore, these are not the problems associated with job satisfaction in the academic libraries.
Research Question Five
What are the strategies for motivation and for achieving job satisfaction among academic librarians?
The information used to answer this research question are obtained using item i – viii and analyzed. The results are summarized in table 5 below.
Table 5: Mean Responses of Librarians on Strategies to Enhance Job Satisfaction N = 58 S/N Item Mean Decision i Strategies for achieving job satisfaction is clear 2.83 Agree ii I always go on annual leave 2.78 Agree iii I have medical coverage 2.71 Agree iv My supervisor shows appreciation for job well done 3.02 Agree v My subordinates are competent 2.81 Agree vi I receive financial rewards as appreciation for job well done 1.85 Disagree vii My subordinates are respectful and friendly 2.88 Agree viii My subordinates are always ready to co operate with me 3.00 Agree xli
From table 5, except item vi, other items have mean scores of 2.83, 2.78, 2.71, 3.02, 2.81,
2.88,and 3.00, respectively. Therefore, the librarians agreed that strategies for achieving job satisfaction are clear, going on annual leave, medical coverage, appreciation from supervisor for job well done, competent subordinates, respectful and friendly subordinates who are ready to cooperate are strategies for enhancing job satisfaction. however, the librarians disagreed that receiving financial reward as appreciation for job well done is not a strategy for enhancing job satisfaction in academic libraries in Niger State.
Summary of Findings
The following findings can be deduced from this study:
A total number of fifty eight (58) academic librarians in academic libraries in Niger State were the population for this study. This study was carried out based on five research questions: what is the satisfaction level of librarians in academic libraries in Niger state?, what are the effects of job satisfaction as perceived by the librarians?, what are the factors responsible for job satisfaction and dissatisfaction?, what are the problems associated with librarians job satisfaction?, what are the strategies for encouraging motivation and for achieving job satisfaction in academic libraries?. After collecting the data and analyzing them, the following findings were derived from the study:
1. There is commendable level of job satisfaction among the librarians, except for
workshops and conferences where they disagreed with a mean score of 2.12.
2. The librarians do not resort to lateness to work, abandoning duty, low productivity,
antagonism with colleagues, loss of morale and poor quality of output when they are not
satisfied with their job.
3. From the results it was found that ill health is not a factor for retrenchment, they must
come to work even when their salary is delayed, the rules and policies in the libraries are xlii
rigid, the environment affects their jobs positively, and that their subordinates are
friendly.
4. From the result, it is clear that there are opportunities for socialization, they have
promotion opportunities, the library directors have administrative skills and that there is
also room for personal growth on the job.
5. There are clear strategies for achieving job satisfaction, they go on annual leave, they
have medical coverage, their supervisors appreciates them for a job well done, their
subordinates are competent, respectful and always ready to co operate. But disagreed that
that they receive financial reward as appreciation for job well done.
xliii
CHAPTER FIVE
DISCUSSION OF FINDINDINGS, RECOMMENDATIONS AND CONCLUSION
In this chapter, the findings of the study are discussed, conclusions drawn and recommendations made based on the findings. Also the implications of the study, limitations and summary of the study are included in this chapter.
Discussion of Findings
Based on the objectives of this study, the following findings can be deduced from this study:
The level of satisfaction found among the librarians in academic libraries in Niger State
The study revealed that the librarians are satisfied with the salary they receive, the communication link between co-workers and supervisors, government attention to the needs of their libraries, their salaries and its regularity, rapport with the directors and promotion opportunities that exists in their libraries, but only disagreed that they are sponsored for workshops and conferences. This finding agrees with Abdulrahman (2007) in his comparative study on job satisfaction which he mentioned communication, relationship with co-workers, promotion and salaries as measures to find the level of job satisfaction found among librarians.
Effects of job satisfaction as perceived by the librarians
It was revealed that the librarians do not resort to lateness to work, abandoning duty, low productivity, antagonism with colleagues, loss of morale, and poor quality of output when they are not satisfied. This result disagrees with the result of the analysis showed in the work of
Delfgaauw (2006) where poor financial prospects, working conditions and unpleasant job duties affects the workers desire to leave the industry. xliv
Factors responsible for job satisfaction
It was also revealed that ill health is not a factor for retrenchment in the academic libraries under study. They come to work even if their salaries are delayed, the library policies and rules are so rigid, the environment affects their jobs positively and that their subordinates are friendly.
Problems associated with librarians’ job satisfaction
It was found that the librarians have opportunities for socialization, opportunities for promotion, the library directors have good managerial skills, and there is room for their personal growth on the job.
Strategies for enhancing job satisfaction
Under the strategies for enhancing job satisfaction, it was revealed that strategies for achieving job satisfaction is clear, the librarians always go on annual leave, they have medical coverage, their supervisors appreciates them for a job well done, their subordinates are competent, respectful and friendly and are also always ready to co operate. It was only in the area of financial reward as appreciation for a job well done that they disagreed with.
Implications of the Study
This study will have several implications for instance; one of the major problems associated with job satisfaction is promotion. When the librarians are denied their promotions or are not promoted as at when due, it may lead to so many negative moods like, lateness to work, antagonism with colleagues and will even lead to low productivity.
The rules and policies guiding the libraries should not be so rigid so that the upcoming professionals (librarians) would not be scared of coming in. If the librarians are not sponsored to attend workshops and conferences, it could also result to low productivity and desire to leave the library for a more benefiting industry just as the study of Delfgaau (2006) on the effects of job satisfaction on job search in the Netherlands revealed. xlv
Recommendations
From the findings of the study, the following recommendations were made:
1. Librarians should be sponsored to workshops and conferences if not they may not be
enlightened about the current trends in librarianship which they might have learnt from
their counter parts from other libraries or library schools. This will also enable them to
acquire more knowledge and become more competent in executing their duties.
2. Annual leave and medical coverage are the factors identified to enhance job satisfaction.
Hence the researcher recommends that these factors should be enshrined as regular
benefits of the workers in these academic libraries. These will give the librarians sense of
security and care.
3. There should always be opportunities for socialization in the libraries to ease their stress
and relax their nerves, this might give them the opportunity to crack jokes, play games as
the case may be, and hence a happy worker is a productive worker.
4. Governments should always attend to the needs of these libraries, supply them with good
and current library tools and equipment, this will encourage them to carry out their duties
effectively and efficiently
Limitations of the study
In the course of carrying out this study, the researcher experience many limitations namely:
The respondents were not very free with the researcher, as many thought the questionnaire was for economic advantage. Some insincere responses from the respondents made it difficult to understand the situation of things in the research especially in the area of satisfaction generally.
This study is limited to only academic libraries in Niger State, therefore inferences and conclusions made on the study are only applicable to these academic libraries. Such inferences cannot be extended to academic libraries that are not in Niger State. xlvi
Suggestions for Further Research
The following topics have been suggested for investigation in order to carry out further studies on job satisfaction.
1. Job satisfaction of academic librarians in other states of the federation should be looked
at so that the findings put together will be used for generalization.
2. There should be a comparative study of academic librarians’ job satisfaction of libraries
in federal and state owned institutions.
3. There should be a study to determine the level of job satisfaction of librarians not only in
academic libraries but also in others like special libraries and public libraries.
4. This study covered only the academic libraries in Niger State which is a minor percentage
compared to all the academic libraries in the country. Hence there is need to broaden this
research to cover all the academic libraries in the country. This will give a clearer picture
of the level of job satisfaction among librarians in academic libraries in Nigeria.
Conclusion
Job satisfaction among employees in academic libraries is a driving force in obtaining quality library services in Niger State. The study investigated the levels of job satisfaction, factors affecting job satisfaction and strategies to enhance job satisfaction. The study was guided by five research questions. The survey research design was used to conduct the study. The population of the study consisted of all librarians in the institutions under study. The entire 58 academic librarians were used as the sample for the study. Questionnaire was used as the instrument for data collection. The researcher administered copies of the questionnaires and with the help of research assistants collected them back. The research questions were the basis for data analysis. From the results obtained, the researcher discovered that the level of job satisfaction among workers in academic libraries in Niger State is commendable. The salary, interpersonal communication and administration, worker relationships are the qualities that xlvii characterize the level of job satisfaction among the workers in the academic libraries. The researcher also observed that for enhancement of job satisfaction in the academic libraries, the following strategies are very relevant: annual leave, having respectful, friendly and competent subordinates as well as medical coverage. The librarians should be sponsored for workshops and conferences to enable them to acquire more knowledge and competence. It was recommended that the librarians should always be granted annual leave and medical coverage as these would give them a sense of security and care. This study is limited to only academic libraries in Niger state, therefore, inferences and conclusions made on the study are only applicable to these academic libraries. Job satisfaction of academic librarians in other states of the federation should be looked at so that the findings put together will be used for generalization. xlviii
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APPENDICES
APPENDIX 1
S/N Institution No. of Librarians
1 Federal University of Technology, Minna. 18
2 Ibrahim Badamasi University, Lapai. 13
3 Federal Polytechnic, Bida. 7
4 Niger State Polytechnic, Zungeru. 5
5 Federal College of Education, Kontagora. 7
6 Niger State College of Education Minna. 7
7 School of Midwifery, Minna. 1
Total 58
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APPENDIX II
QUESTIONNAIRE
Department of Library and Information Science, University of Nigeria Nsukka April, 2010. Dear Respondents,
I am a post graduate student in the above stated department. I am carrying out a research on Job satisfaction of Librarians in the Academic Libraries in Niger State.
This research constitutes my Master’s Degree project and it is my candid request that you fill in the information required on the questionnaire. The exercise is purely academic and the information gathered will be treated with utmost confidentiality.
Thanks for your co-operation.
Nnakaihe, Prisca Oluchi.
lii
JOB SATISFACTION OF LIBRARIANS QUESTIONNAIRE (JSLQ)
SECTION A
BACKGROUND INFORMATION
1. Sex: Male ------Female------
2. Marital status: Married------Single------
3. Name and Location of Institution or Library------
4. Qualifications obtained? HND------BLS------PGD LIB SC------
MLS------PhD------Others (Specify)------
5. Your position/post in your Library------
6. Your years of experience as a Librarian------
SECTION B
LEVELS OF JOB SATISFACTION AMONG LIBRARIANS
Each question item has four response choice columns as :Very High = VH, High = H,
Low = L, Very Low = VL and Strongly Agree = SA, Agree = A, Disagree = D, Strongly
Disagree = SD, Tick ( ü ) the column that indicates how much you agree or disagree with each of the following aspects of your job.
Dimensions Items VH H L VL
1 Satisfaction level of
librarians
i I am satisfied with the salary I receive.
ii The communication level with my co
– workers is good.
iii The communication link with my
supervisor is good. liii
iv The government attends to the needs
of my library
v My salary is good and regular.
vi I have good rapour with my director.
vii There are promotion opportunities for
me.
viii I am sponsored for
workshops/conferences.
2 Which of the following SA A D SD
best describe your
behavior at work when
you are not satisfied?
i Lateness to work
ii Abandonment of duty
iii Low productivity
iv Antagonism with colleagues
v Loss of morale.
vi Poor quality of output.
3 Factors responsible for SA A D SD
job satisfaction
i Ill health is a factor for retrenchment
in my library.
ii I must come to work even when my
salary is delayed liv
iii The rules and policies in my library
are rigid.
iv The environment affects my job
positively.
V My subordinates are friendly
4 Problems associated SA A D SD
with job satisfaction
i There are opportunities for
socialization.
ii There are no promotion opportunities
for me
iii My director has no good
administrative and managerial skills
iv There is no room for personal growth
on the job
5 Strategies for enhancing SA A D SD
job satisfaction
i Strategies for achieving job
satisfaction is clear
ii I always go on annual leave.
iii I have medical coverage.
iv My supervisor shows appreciation for
job well done
v My subordinates are competent lv vi I receive financial rewards as
appreciation for job well done. vii My subordinates are respectful and
friendly viii My subordinates are always ready to
co-operate with me