TABLE OF CONTENTS
Title
page ……………………………………………………………………………………………………… i
Approval
page……………………………………………………………………………………………….. ii
Certification
page ………………………………………………………………………………………….. iii
Dedication…………………………………………………………………………….iv
Acknowledgement
………………………………………………………………………………………… vi
Table of contents……………………………………………………………………………………………. .vii
List
of Tables…………………………………………………………………………………………………. viii
Abstract………………………………………………………………………………………………………… ix
CHAPTER
ONE: INTRODUCTION … … … … … … … 1
Background to
the Study … … … … … … … 1
Statement of the
Problem … … … … … … … … 8
Purpose of the
study … … … … … … … … 9
Research
Questions … … … … … … … … 10
Significance of
the Study … … … … … … … … 10
Scope of the
Study … … … … … … … … 11
CHAPTER
TWO: LITRATURE REVIEW
Conceptual
Framework … … … … … … … …. 14
Overview of Job
satisfaction … … … … … … 14
Level of job performance of library personnel … … 19
Relationship
between Job Satisfaction and Job Performance of Library Personnel 25
Barriers to Job
Satisfaction and job performance of Library personnel … 27
Strategies to
Improving Job Satisfaction job performance of Library Personnel 30
Theoretical
Framework … … … … … … … … 33
Review of
Related Empirical Studies … … … … … … 40
Summary of Literature
Review … … … … … … … 43
CHAPTER
THREE: RESEARCH METHOD
Research Design
… … … … … … … … … 46
Area of the
Study … … … … … … … … … 46
Population of the
Study … … … … … … … … 47
Sample and
Sampling Technique … … … … … … … 47
Instrument of
data Collection … … … … … … … 48
Validation of
Instrument … … … … … … … 49
Method of Data
Collection … … … … … … … 49
Method of Data Analysis … … … … … … … … 50
CHAPTER
FOUR: PRESENTATION OF DATA
Research
question one … … … … … … … … 52
Research
question two…… … … … … … … … 54
Research
question three …… … … … … … … … 56
Research
question four … … … … … … … … 57
Research
question five …… … … … … … … … 58
Summary of
findings … … … … … … … … 59
CHAPTER FIVE: DISCUSSION, SUMMARY OF MAJOR FINDINGS
AND CONCLUSION
Discussion
of Findings … … … … … … … …
61
Implications
of the study … … … … … … … … 65
Recommendations … … … … … … … 67
Limitation
… … … … … … … … … … 69
Suggestion for further research … … … … … 69
Conclusion … … … … … … … … … 70
References … … … .. … … … .. … 71
Appendix
A … … … … … … … … … 78
Appendix
B … … … … … … …… … … 80
Appendix
C … … … … … … … … … 81
Appendix
D … … … … … … … … … 82
LIST OF TABLES
Table
1: Library personnel response on their level of job
satisfaction… …. …. 55
Table 2: Library personnel response on their level of job performance… … …….. 56
Table
3:
Correlation matrix on the relationship between job satisfaction and job
performance of library personnel of National Library of Nigeria… …. … 57
Table
4:
Library personnel response on their barriers to job satisfaction and
performance. … …. …. …….. …. ….. …. …. 58
Table
5:
Table 5 Library personnelresponse
on the strategies to improve their job satisfaction and job
performance…. …. …. …. … 59
ABSTRACT
This
study is on the job satisfaction and job performance of library personnel of National
Library of Nigeria. The library personnel who are librarians and
paraprofessional from the professional departments of the library was used. The
study sought to find out their level of job satisfaction, level of job
performance, relationship between their job satisfaction and job performance,
barriers to their job satisfaction and job performance and the strategies to
improving their job satisfaction and job performance. A descriptive research
design was used for the study with a population of 413 library personnel from
five professional departments of the National library. No sampling was done in
the corporate headquarters. A multi-stage sampling technique was used for the
state branches which altogether; a population of 240 (58%) library personnel
from the professional departments of the library was used. The instrument for
data collection was questionnaire. In analyzing the data, mean, correlation
coefficient and frequency tables were used. The findings from the study
revealed that library personnel are generally satisfied with their job but not
satisfied with their salary and also their overall job performance is average. The
relationship between their job satisfaction and job performance shows that
there is a strong positive relationship between salary, responsibility and
relationship with job performance, a week negative relationship between
work-itself and job performance and a negative relationship between
growth/advancement and recognition and job performance. Findings identified lack
of/inadequate professional training, poor policy, unsafe working environment
and poor salary package as barriers to their job satisfaction and performance
and effective communication, adequate professional development, good working
conditions good salary package good policy as strategies to improving their job
satisfaction and job performance.
CHAPTER
ONE
INTRODUCTION
Background of the study
The
Library, as one of the human social organization is involved in information and
knowledge management which are the transforming agents of the world today. It
is indispensable in today’s world by serving as a place where library and
information resources such as books, periodicals, newspapers pamphlets, prints,
records and tapes etc are kept for reading, reference or lending. National
Library as one of the types of libraries perform the above functions but is
unique in some aspects. United Nations Educational Scientific and Cultural
Organization (UNESCO) in its 15th General Conference held on the 16th of November 1970
defined National Library as:
Libraries which, irrespective of their title, are responsible for acquiring and conserving copies of all significant publications published in the country and functioning as a ‘deposit’ library, either by law or under other arrangements. They will also normally perform some of the following functions: produce a national bibliography; hold and keep up to date a large and representative collection of foreign literatures including books about the country; act as a national bibliography information centre; compile union catalogues; publish the retrospective national bibliography. Libraries which may be called ‘national’ but whose functions do not correspond to the above definition should not be placed in the national libraries category. (p.6)
The
National Library of Nigeria in co-coordinating the rich cultural and
information resource heritage of the nation has fulfilled the standard to
assume the status of a national library as prescribed by UNESCO in the
definition above. The library being the apex library in the country was
established by an Act of parliament No. 6 of 1964. The Act was repealed and
substituted by decree No 29 of 1970. The
library’s headquarters is located in Abuja,
the Federal Capital Territory (FCT) and has twenty-four (24) branches spread
across the thirty-six states of the federation and the Federal Capital
Territory. The National Library of Nigeria (2005) states
the vision of the library as: To ensure the building of an informed and
enlighten citizenry through the provision of resources that are readily
available and accessible. The mission statement on the other hand is: To
acquire, process, organize, disseminate as well as provide link to information
resources to all Nigerians for their educational pursuits and for informed
decision making.
Based
on the vision and mission statements, it has three main objectives as cited by
Aguolu and Aguolu, (2002). They are:
- To
provide necessary support for intellectual efforts in all activities directed
at progress and development.
- To
ensure the availability of a comprehensive collection and full access to such
treasury both within and outside the nations boundaries.
- To
generate a free flow of information between this nation and others, thereby
ensuring Nigerian’s participate in the community of nations that depend on
recorded knowledge and information for survival in a world of rapid advancement
based on competition of ideas.
Apart from the vision, mission
statements and objectives, the main role of the National Library of Nigeria is
not different from the role played by libraries in general which according to
Adeyemi, (2009) serves as a tool for intellectual freedom and economic
development; a gateway to political, economic and social happiness and
survival. Based on these, the importance of National Library to the political,
economic and social development of Nigeria cannot be overemphasized.
It serves as a repository of knowledge in all forms and shapes through the
following functions as contained in the National Library Act No 29 of 1970
which among others is to;
- Collect legal deposit materials, in order to facilitate the distribution of published materials.
- Assemble, maintain and extend a collection of books, periodicals. Maps etc
- Develop the National bibliography of Nigeria.
The
National Library of Nigeria also provides some fundamental library and information
services which according to Omolayole, (2002) “are not at variance with the
salient features that have been highlighted in the UNESCO’s definition”. The
services are aimed at meeting the mission, vision statements and the objectives
as stated above. The National Bibliography of Nigeria (NBN) 2008 supplementary
edition outlined the library and information services carried by the National Library
of Nigeria by its five (5) professional departments- Public Services Department
(PSD), Collection Development and Processing Department (CDPD), National
Bibliographic Control Department (NBCD), Planning, Research and Statistic
Department (PRSD) and the Virtual Library Services Department
(VLSD) to include among others the
provision of reference and document delivery services, acquiring materials
through subscription/purchase, promotion of research in the field of
information , provision of bibliographic services to the nation and
transforming knowledge into digital content for all levels of education in
Nigeria.
These
library and information services are perform by the National Library personnel
(staff) whose creativity and ingenuity are relevant for effective and efficient
service delivery. The library personnel are made up of the librarians and the para-professionals.
A paraprofessional according to Iwu, (2011) is a train worker who is not a
member of a profession but who assists a professional. Iwu also cited Oberg who
classified paraprofessional in the library to include library assistant,
associates, technicians and technical assistant and paraprofessional position
titles as interlibrary loan assistant, catalog assistant, periodical
supervisor, reference assistant etc. In a similar vein, the librarians are
professionals with a degree in library or information science (Aziagba, 2009).
The librarians are veritable mediators between man and information resources
that have been produced through generations. There primary objective is to
minimize the social utility of these records of human culture for the benefit
of humanity (Aguolu, 1986).
Librarians
perform some functions of meeting the information needs of their clients.
Omekwu, (2003) listed some professional competences of a Librarian in performing these functions to
include: demonstrates expert knowledge of the content and format of information
resources including the ability to critically evaluate and filter them, employs
specialized knowledge appropriate to the business of the organization or
client, assembles most appropriate suite of information access tools to meet
the ongoing information needs of the organization or clients, leads in the
testing, selection and application of the latest technologies and tools for
information delivery and promote the use of appropriate information formats and
technologies in the hybrid world of information sources and services etc.
Likewise, Senyah, (2003) gave the duties performed by paraprofessionals to include
ordering, filling, shelving, charging and discharging of books, bibliographic
searching, stamping and accessioning. The
execution of these functions and acquisition of competences by the library
personnel to provide information services befitting of a National Library
depends on their job satisfaction and performance.
The
oxford Learners Dictionary defines job as work for which you receive regular
payment or a particular piece of work that you have to do. It is the activity
that has almost occupies the entire human life and it is an important aspect of
people’s life where most people spend large part of their working life in work.
Job has several facets like satisfaction, performance, training, motivation
etc. This makes human resource development central in the attainment of the goals and
objectives of any organization that is focused on providing services that will
meet up to best global practices. It is therefore important for organizations
to create a working environment that will attract, motivate and retain
hardworking individuals who will be better positioned to succeed in a
competitive business environment that demands quality and cost efficiency.
Job
satisfaction is a complex and multi-faceted concept which can mean different
things to different people. It is the level of containment and commitment which
workers exhibit in the course of carrying out their functions in the workplace.
Popoola, (1982) defined it as the totality of an individual’s social and
psychological well-being relative to his or her job and job performance. Tafida,
(2009) simply put it as the quality of life at work as experienced by the
employee, and the condition that could be promoted by social responsibility
programs executed by the employer. On the other hand, Williams, (2004) defined
it as the extent to which people like (satisfaction) or dislike
(dissatisfaction) their Job. From these definitions, it is important to realize
that attitudes to job vary according to individual experiences and expectations
and hence there is no single unitary concept of job satisfaction.
In
line with the deferent definitions of job satisfaction, it will be seen that it
generally depends on once attitude and personnel feelings which according to Jordan
as cited in Udomisor and Haruna, (2010) said “since job satisfaction is an
emotional response to work environment, it can only be ascertained through the
worker’s expression of his or her personal feelings about the job and it’s
environment, perception which depends on age, education, gender, experience,
judgments and other personal attribute peculiar to the individual which
influence his or her job satisfaction’. The Society for Human Resource
Management, (2009) gave five top factors that affect or lead to job
satisfaction to include job security, benefits, compensation/pay, and
opportunity to use skills and abilities and feeling safe in the work
environment. Individual’s feelings
towards these factors determine their level of job satisfaction. Thornton, (2000)
therefore suggested that management style and quality of work life affects job
satisfaction and that overall job satisfaction is a function of many needs.
In relation to the attainment of organizational
goals and objectives is the job performance of its personnel. Job performance is simply the extent to which an individual carries out his/her
assignment or task. Ojo, (2009) defined job performance as the extent to which the
day-to-day work is being carried out. Hose, (2012) simply puts it as the
way employees perform their work. Job performance is therefore an important
criterion that relates to organizational outcomes and success. It is determined
by factors such as knowledge; skills, motivation, ability, work environment etc
and some indicators are used to measure job performance which includes
quantity, quality, timeliness, creativity etc.
With an overview of the concepts of job satisfaction
and job performance, it is clear that they are relevant to the attainment of
the goals and objectives of any organization. Job satisfaction and job
performance are somehow interrelated and interdependent. The relationship
between the two is that it is not clear so far that either job satisfaction is
dependent on job performance or job performance is dependent on job
satisfaction but it is assumed that “when an employee feels a satisfaction
about the job, he/she is motivated to greater effort to the job performance.
Then it tend to increase the overall performance of the organization” (Pushpakumari,
2008). With this argument, they both have common antecedents as motivation,
work environment, facilities/equipments etc. The level of satisfaction or
performance depends on how these antecedents are perceived by the employee.
Also, these antecedents can be a barrier to job satisfaction and performance if
not rightly provided. But at the same time, organizations use them as a
strategy to improving job satisfaction and job performance.
The job satisfaction and job
performance of National library personnel remain central for the library to be
effective and efficient in meeting up to its statutory functions as stated in
the Act establishing it. The National Library of Nigeria is a federal
government agency and its personnel are guid
