Lecturers’ Job Effectiveness Tertiary Institutions Benefits in Cross River State, Nigeria

Yıl 2020, Cilt: 5 Sayı: 3, 221 - 226, 01.07.2020

Franca Udey

https://doi.org/10.24331/ijere.733451

Öz

The present study was aimed at examining the relationship between institutional emolument/fringe
benefits and job effectiveness of lecturers in public tertiary institutions in Cross River State, Nigeria.
The ex-post facto research design was adopted for the study. One hypothesis was formulated and
tested using Pearson Product Moment Correlation Coefficient at 0.05 level of significance. The
population of this study was 1744 lecturers from four public institutions in Cross River State
(University of Calabar, Cross River University of Technology, Federal College of Education Obudu
and Cross River State College of Education, Akamkpa). The sample was arrived at using the
stratified random sampling technique. The sample size of the study stood at 610 lecturers, which
represents 35% of the population. 1830 students from the four institutions were purposively selected
to respond to items that measures lecturers’ job effectiveness. The questionnaire formed the major
instruments used for data collection for the study. To ensure the reliability of the instruments, a split
half method of reliability was adopted. The reliability produced the value of 0.75 and 0.83
respectively. The figures showed a high reliability of the instruments. Result of the study showed a
significant relationship between emoluments/fringe benefits and job effectiveness of lecturers. The
study recommended among other things that, lecturers deserve their wages/salaries, so
managements should endeavor to pay lecturers wages equitable with their counterparts in the
world, this would motive them to work.

Anahtar Kelimeler

Institution, emolument, fringe benefits

Kaynakça

• Adeyemi, M. O. (1991). Remuneration packages in financial institutions, policy, issues, trend and objectives. Journal of personal management of Nigeria, 5(1), 6-8. Casio, W. (1992). Managing human resources. New York: McGraw-Hill. Ejiogu, A. M. (1980). Theories of job satisfaction and job performance. An overview and critiques. Lagos: Jaja Press. Fabiyi, A. I. (2000). Lecturers job satisfaction and progremme in Nigeria college of education. In E. O. Fagbamiye and D. O. Durosaro (Eds.), Education and Productivity in Nigeria, (pp. 123-154). Ilorin: NAEAP. Heller, R. and Hindle, T. (1998). Essential managers’ manual. London: Dorling Kinderesley. Lillydahl, J. H. and Sungell, L. D. (1993). Job satisfaction, salaries and unions: the determination of university faculty compensation. Economic of education review, 12(3),234-243. Ndagi, A. Y. (2006). The problem of retention in primary school teacher in Bida, Agale North Western State. Unpublished B.Ed. Project, faculty of education, Ahmedu Bello university Zaria, Nigeria. Okpabi, V. E. (1990). Factore that influence teachers’ effectiveness in secondary schools in Geokona Tai Eleme Local Government Area of River State. Unpublished M.Ed. thesis, faculty of education, university of Calabar, Nigeria. Oswald, E. A. (2006). Compensation system attitude to work and job effectiveness of secondary school teachers in Cross River State. Unpublished Ph.D. thesis, faculty of education, university of Calabar, Nigeria. Peretomode, V. F. (2001). Educational administration: Applied concepts and theoretical perspectives. Ikeja: Jaja Educational Research and Publisher. Udey, F. U. (2002). Rewards system and teachers’ attitude to work in northern senatorial Zone of Cross River State. Unpublished M.Ed. thesis, faculty of education, university of Calabar, Nigeria