Abstract
This
study examined the influence of home factors on academic staff of University of
Lagos job performance. In carrying out the study, five research questions and
five null hypotheses were postulated to give direction. The descriptive
research design was used for the study. A modified version of instrument used
by other researchers was used to assess the respondents’ opinion. Data
collected form 50 participants were analyzed using mean and Chi-square
statistical tool, while the hypotheses were tested on 0.05 level of
significant. The results of the analysis show that there is a significant
influence of marital stability, family income, health status of family members
and home size on the job performance of University of Lagos academic staff. It
is concluded that marital stability affects the job performance of University
of Lagos academic staff; family income and financial status affect the job
performance of University of Lagos academic staff and health status of family
members and also that of academic staff can affect their job performance. The conclusion drawn from the
study was that the academic staff should be given adequate time to spend with
their family members so as to reduce marital instability; adequate financial
reward should be provided for University of Lagos academic staff so that they
can perform their job adequately and academic staff should reduce the number of
children they have so that they can be financially stabled. It is also
suggested that a study be carried out on the relationship between home factors
and job commitment of academic staff of University of Lagos.
TABLE OF CONTENTS
PAGES
Title
page
Certification
Dedication
Acknowledgement
Abstract
Table
of contents
Abstract
CHAPTER ONE: INTRODUCTION
Background
to the Study
Statement of the Problem
Purpose of the Study
Research
Questions
Research
Hypotheses
Significance
of Study
Scope
and Delimitations of the Study
Definition
of Terms
CHAPTER
TWO: LITERATURE REVIEW
The concept of job performance
The concept of home factor
Home environment and job performance
Home size on
academic job performance
Family health and job performance
Marital stability and job performance
Average family income and academic job
performance
Appraisal of literature reviewed
CHAPTER
THREE: RESEARCH METHODOLOGY
Introduction
Research Design
Population of the Study
Sample and Sampling Technique
Research Instrument
Validation of the Instrument
Reliability of the Instrument
Method of Data Collection
Data Analysis
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION OF RESULTS
Introduction
Demographic Data Analysis of the Participants
Answers to
Research Questions
Testing of Hypotheses
and Interpretation of Results
Summary of the Findings
Discussion of Findings
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
Summary
Conclusion
Recommendations
Suggestions for Further Studies
References
Appendix
CHAPTER ONE
INTRODUCTION
Background
to the Study
Universities
all over the world have the prime objectives of imparting knowledge and
producing sound intellectuals through teaching, research and community
services. To effectively deliver these objectives, qualified and competent
academics are harnessed. However, academic staff can only reach the peak
performance if they are adequately motivated assuming that the issue of
competence is taken as given. Therefore, effective job performance by the
academic staff can only lead to the realization of the broad objectives for
which universities are established.
Fabunmi
(2005) maintained that the success of university system depends (not totally) on various environmental
factors such as the available infrastructure, location of the school, the
classroom condition, the architectural design of the school, the availability
of standard library for studies and research and so on. She also, mentioned
that the condition of the home of any university employee plays a crucial role
in getting an optimal performance from the employee.
The
home of an employee can be seen in the light of physical and psychological
condition of the house or where the employee lives. This has to do with the
relationship and the effect of family, friends and the community on an
employee. Albert (2008) defined home as a complex term that can encompass every
activities that one does outside workplace. He believed that home is part of
one’s journey to workplace, the environment that the employee lives, the people
he lives with, the experience with neighbours, welfare of in-laws, friends and
even where he worships, as some religious believes have a significant influence
on workplace practices.
However,
Voydancoff (2008) posited that meeting the often incompatible demand of family
and work may create family-work conflict. For example, working long hours may
prevent adequate performance of family responsibilities. Employee’s position in
the family, marital status, marital expectations for example, when an employee
has a problem with child bearing all these can have a psychological effect on
the employee and are factors that often bring frictions between home and job. Jokotoye
(2001) opined that some parents often frown at their daughters’ ambition of
having their doctoral degree which would enhance their performance at work as
such parents believe that men will be intimidated by their daughters’
achievement and would not be able to get husband. Ill-health of family member
may also interfere with work as illness of one’s child may prevent attendance
at work or make one to lose concentration at work.
Job
performance is the ability of an employee to render effectively such services
that he is paid to do. Lombardi (2012) is of the view that
the price of success is hard work, dedication and commitment to job at hand and
determination that whether win or lose; we have applied the best of ourselves
to the task at hand. Organization performance is the desire and ability on the
part of employee to remain committed to the task agreed upon and given while
diligently carrying out those tasks with no extra cost on the employer. While
job commitment is a bond that links employee to the job, job performance can be
seen as ability to deliver the service effectively and efficiently. Meyer and Allen
(1997) classify employee performance into two groups, one group as Job
Effective Performance while another group of employees may display Normative
Way of Performance.
Adams (2004) argued that employees who are
not performing in their jobs sometimes feel that they are treating their
employers unfairly while some would eventually engage in withdrawal behaviour,
which is a set of action employees perform to avoid the work
situation-behaviour that may later culminate in quitting the job or being
sacked. Job performance is individual psychological and physical contribution
to the job. It is therefore necessary to improve what workers contribute in
workplace so that maximum utilization of resources could be achieved.
However, Rogers (2000) advocated that one
should never continue in a job which one feels that one is not performing, if
one is not happy with one’s performance and in what one is doing, one will not
have an inner peace. To Meyer (2012), performance is never an accident. It is
always the result of the commitment to excellence, intelligent planning and
focused effort. Lombardi (1997), in his own view, felt that the quality of
person’s life is in direct proportion to their excellent performance,
regardless of their chosen field of endeavors.
However,
due to the policy of location of university sites in Nigeria, accommodation
problems have often been reported by various researchers (Adigun, 2011;
Fashina, 2009; and Odedina, 2007) as one of the problems facing the Nigerian
lecturers. Some of those who were interviewed by Fashina, lamented that their
family members live miles away from them and for that they travel from time to
time so as to ensure that various family responsibilities are met. Therefore,
link has been established by Desmond (2009) and Orji (2007) between home
environment and job performance. It is argued that the kind of home environment
an employee comes from will determine his attitude and effort towards the job
which will consequently impact their job performance. The extent to which this
could be applied to job performance in a formal school setting is the basis for
this study In view of the aforementioned, the study sought out the influence of
marital stability, family size, family income and health status of the family
members on staff job performance in University of Lagos.
Statement of the Problem
The
number of university academic staff in Nigeria has witnessed a magnanimous
growth in the last twenty years. Nigerian university system unlike in the past,
now produces a great number of seasoned academic staff many of whom now ply
their trade abroad as a result of global recognition. Some academic staff of
Nigerian universities have also won laurels for themselves and made the country
proud. However, the perception the parents, students and government on the
contributions of the lecturers have not been positive. Parents and students
often argue that university academic staff are unpatriotic and self centered as
they believe that instead of the university lecturers to concentrate on their
primary assignment, they shuttle from one private university to another for
part time jobs leaving their main job to suffer.
However,
home factors, which include but not limited to stress, family income, marital
stability, health status have often been blamed for their attitude towards
their job performance. It is against this background that the researcher feels
that it is necessary to investigate if family income, marital stability, family
health status and size of the family can affect the job performance of the
academic staff of University of Lagos.
Purpose of the Study
The
general purpose of this study is to investigate the influence of home factors
on academic staff job performance at the University of Lagos. To achieve this,
the study aims at:
1.
finding out the influence of marital
stability on academic staff job performance
2.
investigating the influence of family
income on academic staff job performance
3.
investigating if there is any influence
of health status of family members’ on academic staff job performance
4.
investigating if there is any influence
of home size on academic staff job performance.
Research Questions
The study provides answers to the following
questions
1.
Will marital stability influence
academic staff job performance?
2.
Is there any influence of family income
on academic staff job performance?
3.
Is there any influence of health status
of family members’ on academic staff job performance?
4.
Is there any influence of home size on
academic staff job performance?
Research Hypotheses
The following hypotheses are formulated at
0.05 level of significance to guide the study:
Ho1: There is no significant
influence of marital stability on the job performance of University of Lagos
academic staff
Ho2: There is no significant
influence of family income on the job performance of University of Lagos
academic staff
Ho3: There is no significant
influence of health status of family members’ on the job performance of University
of Lagos academic staff
Ho4: There is no significant
influence of home size on the job performance University of Lagos academic staff
Significance of
Study
The finding of this study is expected to
serve as positive contribution to employers of academic staff of various
universities in discovering the role of home on academic staff job performance
and are expected to use this study as a basis for staffing process in the
federal, state and private owned universities and it will also help them in
making staffing policies that will help them adequately provide for the welfare
of prospective lecturers so as to perform their job effectively.
This study will serve as a guide to others
researchers who may be interested in finding answers to some issues on academic
staff job performance. It will also help the policy makers in making adequate
provisions for the academic staff so as to improve their performance.
The study will also enlighten the academic
staff of universities on how to make adequate provision for their family
members so as not to make themselves affected by pressure from home as it can
affect their job performance.
Scope
and Delimitations of the Study
This study is strictly concerned with the
influence of home factors on academic staff job performance in the university Lagos. The study covers family
income, health status, home size and how marital stability or the absence of it
affects academic staff performance. The research is restricted to selected
number of academic staff of University of Lagos while primary source of data
were also available for use.
Definition of Terms
The following terms have been defined operationally
as follows:
Job Performance: This is the ability to do the job
that one is expected to do well
Environmental Factors: These are facilities such as the
infrastructure, location of the school, the classroom condition, the architectural
design of the school.
Home: This has to do
with the finance, marital stability, family and friends that have impact on
employee outside the work environment.
Employee’s position in
the family:
This has to do with being the first or the last born. First born sometimes have
more financial responsibility to bear.
Marital stability:
This has to do with if the marital experiences of an employee. Employee who has
marital instability or failure are believed to sometimes duel on the marriage
failure.
Family income: Family income is
the amount of money that comes into a family account. Too much dependants on a
fixed income sometimes reduces the savings at the disposal of the family
Health status: This has to do
with the medical wellbeing of the whole family. The amount of money and time
spent in hospital or clinic will affect one’s disposable income.
Home size: This is the
number of people living with an employee. They can be dependents or
independent. More dependent number of people in a family will lower t5he per capital
income of the family
Effective Performance: This is ability to accomplish a
set task
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