Theses & Dissertations

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    DEMOGRAPHIC FACTORS AS DETERMINANTS OF PRIVATE RETURNS TO INVESTMENT IN EDUCATION AMONG NIGERIAN WORKERS
    (2012) FABUNMI, A. B.
    Earlier studies on private returns to education in Nigeria neither gave adequate attention to the demographic factors nor covered the whole country. Some of them investigated the relationship among years of schooling, experience and earnings that covered one state, while others investigated some of the demographic factors that covered a few states. This study, therefore investigated the contributions of demographic factors to private returns to investment in education across the six geo-political zones in Nigeria. The study adopted the descriptive survey research design. Data were collected using the 2005 Labour Market Survey of the National Manpower Board covering 19,888 Nigerian workers: 7,032 with no formal education; 4,910 with primary school certificate; 4,873 with secondary school certificate; and 3,073 with first degree. Occupations were categorised into agriculture, information management, commerce and industry, education, health and safety, science and technology, legal and security, and others. Sectors of employment were grouped into private and public across the six national geo-political zones. Nine research questions were answered and four hypotheses tested at 0.05 level of significance. Data were analysed using multiple regression and modified Mincerian earnings function. There was a significant difference in workers' earnings across the geo-political zones (R=0.03, F (5, 19,882) =4.693, p< 0.05). These accounted for 3.4% of the variance in workers' earnings. The Scheffe post-hoc analysis showed two homogeneous subsets, revealing that North-East, South-South, and South-West salary structures were almost the same, while South-South, South-West, North-Central, North-West, and South-East belonged to the second homogenous group. These results indicated that workers in the North East zone were the least paid, while South East zone workers received the highest earnings. All the independent variables significantly correlated with workers' earnings (R=0.64, F (7, 8,021) =774.80, p< 0.05) and accounted for 40.3% of the variance in workers' earnings. Each demographic factor correlated with workers' earnings as follows: level of education (r=0.034); geo-political zone (r=0.034); occupation (r=0.018); and sector of employment (r=0.07). The following variables also predicted earning differentials: work experience (? =0.61); level of education (? = 0.37); and sector of employment (? = 0.02). Earning equations explained 82.9% of the variations in log earnings for all workers, implying that the higher the level of education of workers within the same sector, the higher the earnings. The model for female workers in the public sector explained 85.5% while that of male explained 84.8% of such variations. The slight difference in the male and female coefficients indicated little difference in earnings based on gender. The coefficients for the private sector workers showed that the model for the female explained 83.5% of the variations in log earnings, while that of the male explained 83.3% of the variations. Work experience, level of education and sector of employment are important determinants of private returns to investment in education. Private returns differed across the six geo-political zones in Nigeria. Employers of labour, particularly in the North-East zone should ensure that workers' remunerations are commensurate with their level of education so as to minimise earning differentials.
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    PSYCHO-SOCIAL AND DEMOGRAPHIC FACTORS AS CORRELATES OF PERCEIVED ORGANISATIONAL PERFORMANCE IN SOUTHWESTERN NIGERIAN POLYTECHNICS
    (2014) AKINOLA, O. A.
    Polytechnic education which is considered crucial in the development of middle level technical manpower in Nigeria is dependent among other factors on the quality and level of its perceived organisational performance (POP), which has however not been stable over time. The dwindling POP has been attributed to some psycho-social and demographic variables and these have affected the accomplishment of the vision and mission of the polytechnics, particularly in Southwestern Nigeria. Previous studies have concentrated more on the influence of leadership styles, personality traits, employees� job satisfaction and commitment without considering the prediction of psycho-social and demographic factors on the polytechnics� POP. Therefore, this study examined the extent to which psycho-social (mentoring, communication, work-self efficacy, motivation, organisational citizenship behaviour, innovative work behaviour) and demographic factors (educational qualification, work experience, and gender) when combined can predict perceived organisational performance in polytechnics in Southwestern Nigeria. The study adopted the survey research design. The multi-stage random sampling technique was used to select 769 senior and 184 junior staff from 12 polytechnics accredited by the National Board for Technical Education. Seven instruments were used: Organisational Citizenship Behaviour Scale (r=0.82), Perceived Work-Self Efficacy Scale (r=0.81), Motivation Scale (r=0.76), Superior-Subordinate Communication Scale (r=0.82), Superior-Subordinate Mentoring Scale (r=0.94), Innovative Work Behaviour Scale (r=0.68) and POP Scale (r=0.90). These were complemented with two sessions of Key Informant Interviews in each of the 12 institutions with heads of departments (12) and principal officers (12). Two research questions were answered and three hypotheses tested at 0.05 level of significance. Data were subjected to Pearson Product Moment Correlation, multiple regression and content analysis. Psycho-social and demographic factors significantly correlated with POP in polytechnics (F (9,953) =64.03; p<0.05) and jointly accounted for 38.0% of the variation in the dependent variable. Psycho-social factors contributed about 37.1% while demographic factors had less than 1.0%. The relative contributions of psycho-social factors to POP were: innovative work behaviour (?=.28, p<0.05), mentoring (?=.22, p<0.05), organisational citizenship behaviour (?=.15, p<0.05), communication (?=.13, p<0.05); though work-self efficacy and motivation did not contribute to the dependent measure. Among the demographic factors only educational qualification contributed to the dependent measure (?=.02, p<0.05); while gender and working experience did not. POP correlated with psycho-social factors as follows: innovative work behaviour (r=0.52, p<0.05), mentoring (r=0.52, p<0.05), communication (r=0.48, p<0.05), organisational citizenship behaviour (r=0.34, p<0.05), motivation (r=0.31, p<0.05) and work-self efficacy (r=0.30, p<0.05). Further, POP did not correlate with any of the demographic factors. Seventy percent of the interviewees indicated that the polytechnic�s work environment rely mostly on informal mentoring, with little or no opportunities for creativities, innovations and learning on the job, a situation which is not fairly conducive for POP. Innovative work behaviour, mentoring, organisational citizenship behaviour and communication positively contributed to perceived organisational performance in polytechnics in Southwestern Nigeria. A proper understanding and enhancement of these psycho-social factors with learning opportunities are necessary in promoting optimal organisational performance. There is also the need to promote creativity, innovation and formal mentoring system among the staff.