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Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria [version 2; peer review: 2 approved]

ABSTRACT: Background: Retention of academic staff is gaining the attention of various educational stakeholders in many developing countries like Nigeria. However, there is little extant literature on how various determinants and risk factors affect retention strategies and sustainable performance of academic staff of government owned universities in Nigeria. Consequently, this paper showed the direct relationships between retention strategies and sustainable performance. Methods: Copies of the designed questionnaire were distributed to members of the academic staff ranging from the Professors to Graduate Assistants of the selected state-owned Universities in Southern Nigeria. Statistical analysis for the study included descriptive measures, measurement and structural models. Results: The determinants of retention strategies had significant impacts on the sustainable performance of academic staff at r = 0.660 (p < 0.05) and r = 0.558 (p < 0.05), respectively. A direct relationship was also established between academic retention and sustainable performance of staff in the selected universities (r = 0.187, p < 0.05). This implies that the 48.3% variance in sustainable performance is explained by the level of determinants/risk factors and retention of academic staff in the selected universities. Conclusions: The study concludes that adequate funding provides Nigerian universities with the opportunity to meet the needs of the growing population and to match other top universities elsewhere in the development of vital highly skilled manpower, research and innovations, which are the tools for sustainable performance.

SUBMITTER: Salau O

PROVIDER: S-EPMC8311809 | biostudies-literature |

REPOSITORIES: biostudies-literature

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Project description:Background"The impacts of the Coronavirus Disease 2019 (COVID-19) pandemic and the shutdown it triggered at universities across the world, led to a great degree of social isolation among university staff and students. The aim of this study was to identify the perceived consequences of this on staff and their work and on students and their studies at universities.MethodThe study used a variety of methods, which involved an on-line survey on the influences of social isolation using a non-probability sampling. More specifically, two techniques were used, namely a convenience sampling (i.e. involving members of the academic community, which are easy to reach by the study team), supported by a snow ball sampling (recruiting respondents among acquaintances of the participants). A total of 711 questionnaires from 41 countries were received. Descriptive statistics were deployed to analyse trends and to identify socio-demographic differences. Inferential statistics were used to assess significant differences among the geographical regions, work areas and other socio-demographic factors related to impacts of social isolation of university staff and students.ResultsThe study reveals that 90% of the respondents have been affected by the shutdown and unable to perform normal work or studies at their institution for between 1 week to 2 months. While 70% of the respondents perceive negative impacts of COVID 19 on their work or studies, more than 60% of them value the additional time that they have had indoors with families and others. .ConclusionsWhile the majority of the respondents agree that they suffered from the lack of social interaction and communication during the social distancing/isolation, there were significant differences in the reactions to the lockdowns between academic staff and students. There are also differences in the degree of influence of some of the problems, when compared across geographical regions. In addition to policy actions that may be deployed, further research on innovative methods of teaching and communication with students is needed in order to allow staff and students to better cope with social isolation in cases of new or recurring pandemics.

Project description:IntroductionSignificant gap exists in knowledge about employee-centred human resources practices that address motivation and retention of local government tuberculosis control programme supervisors (LGTBS) in Nigeria. The study examined the role of quality of worklife (QWL) in motivating and retaining LGTBS.Materials and methodsThe study was conducted in south-eastern region of Nigeria comprising five states and 95 local government areas. The design was mixed-methods. We used cross-sectional survey to collect quantitative data on socio-demographic factors, QWL, motivation and retention from a total sample of LGTBS. The qualitative component involved focus group discussions (n = 3) with 26 LGTBS. Quantitative data were analysed using exploratory factor analysis, descriptive statistics, Spearman correlation, Mann-Whitney test, Kruskal-Wallis test and multiple linear regression. Qualitative data were analysed using a thematic framework approach.ResultsThe final 40-item QWL scale was found to be valid and reliable. The LGTBS had high QWL (M = 5.15, SD = 0.88) and motivation (M = 5.92, SD = 1.08), but low intention to leave their jobs (M = 2.68, SD = 1.59). Education significantly predicted satisfaction with overall QWL, work-family balance and work design; but tenure predicted satisfaction with work context. Work design and work-family balance significantly predicted motivation of LGTBS. Motivation mediated the relationship between QWL and intention to leave and accounted for 29% variance in intention to leave. Whereas LGTBS were motivated by responsibility, learning opportunities, achievement and recognition; they were dissatisfied with lack of flexible work schedules, involvement in non-TB tasks, long hours at work, limited opportunities for vacation, resource inadequacy, work-related stigma, lack of promotional opportunities, and pay disparity and delay.ConclusionAddressing work design, work-family balance and working conditions may increase the motivation and retention of LGTBS and improve human resources for TB at the district level and performance of the TB control programme.

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Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria [version 2; peer review: 2 approved]

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