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THE
INFLUENCE OF HOME FACTORS AS CORRELATES OF STAFF JOB PERFORMANCE
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.
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,
thestudy 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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