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Job rotation as predictor of job satisfaction of library personnel: a Nigerian study
Previous studies on Job Rotation (JR) and Job Satisfaction (JS) focused largely on organizational settings, different from the library. Moreover, such studies have mainly examined the two variables, independently. In Nigeria in particular, there is dearth of literature on the inter-relationships bet...
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2021
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| LEADER | 00000njm a2000000a 4500 | ||
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| 001 | oai:repository.ui.edu.ng:123456789/13224 | ||
| 042 | |a dc | ||
| 720 | |a Folorunso, O. O. |e author | ||
| 720 | |a Olowoyeye, A. A. |e author | ||
| 260 | |c 2021 | ||
| 520 | |a Previous studies on Job Rotation (JR) and Job Satisfaction (JS) focused largely on organizational settings, different from the library. Moreover, such studies have mainly examined the two variables, independently. In Nigeria in particular, there is dearth of literature on the inter-relationships between these variables. This study, therefore, was designed to determine JR as a predictor of JS of library personnel in federal universities in south-west, Nigeria. The survey design of correlational type was adopted, while the total enumeration method was used to capture the entire 223 personnel. The instruments used were JR (α=0.79) and JS (α=0.81) scales. Data were analyzed using descriptive statistics, Pearson’s product moment correlation and Multiple regression at 0.05 level of significance. The level of JS of the personnel was average ( =2.54), compared to the threshold mean value ( =2.50). The greatest satisfaction was that the personnel’s views about their job were being respected by the library management ( =3.19); however, they were least satisfied with their career progression ( =1.75), job training ( =1.84), work environment ( =1.93) and recognition of their special skills (=1.93). The largest claim about JR was that the personnel have been transferred to another section of the library more than once ( =3.33). Job rotation (r=0.02) did not have significant relationship with JS. Job satisfaction of library personnel in federal universities in south-west, Nigeria was average. Therefore, management should consider factors such as career progression, job training, work environment, and recognition of special skills, for improved job satisfaction of library personnel in federal universities. | ||
| 024 | 8 | |a 0189-5656 | |
| 024 | 8 | |a ui_art_folorunso_job_2021 | |
| 024 | 8 | |a Nigerian Journal of Applied Psychology 23, pp. 52 – 64 | |
| 024 | 8 | |a https://repository.ui.edu.ng/handle/123456789/13224 | |
| 653 | |a Library personnel in federal universities in south west | ||
| 653 | |a Job rotation | ||
| 653 | |a Job satisfaction | ||
| 653 | |a Nigeria | ||
| 245 | 0 | 0 | |a Job rotation as predictor of job satisfaction of library personnel: a Nigerian study |