FACULTY OF EDUCATION
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Item Financial and non-financial as welfare incentives on job satisfaction among public secondary school teachers in Oyo, Oyo State, Nigeria(2024) Fatoye, H. A.; Adewole, A. AThis study examined financial and nonfinancial as welfare incentives on job satisfaction among public secondary school teachers. This study utilized a descriptive research design while a simple sampling technique was used to select 225 public secondary school teachers. A self-constructed instrument was used to gather relevant data. Three research hypotheses were formulated while Pearson Product Moment Correlation was used to analyze the hypotheses. Findings revealed that there is shows that there is significant relationship between financial and job satisfaction among public secondary school teachers in Afijio local government area (r = .0.621, n=255, p (.013) <.05), there is a significant relationship between significant relationship between nonfinancial incentives and job satisfaction among public secondary school teachers in Afijio local government area (r = .210, n=255, p (.036) <.05). Furthermore, there is a joint significant relationship between financial/ nonfinancial incentives and job satisfaction among public secondary school teachers in Afijio local government area. The study concluded that financial and nonfinancial incentives significantly influenced job satisfaction among teachers. Therefore, it was recommended among others that education stakeholder should make use of both financial and nonfinancial incentives to improve the organization productivity and job satisfaction.Item Work-conflict, job satisfaction and self-efficacy on organisational commitment of workers in selected banks in Lagos State(Department of Industriai Technology Education, 2020-07) Ukpabi, I.D.; Jimoh, A.M.Organizational Commitment is the psychological attachment that employees have with their organizations. This plays a big role in ascertaining the bond that employees share with the organization, which helps to enhance employees' value to it. This study, therefore, investigated the influence of work conflict, job satisfaction and self-efficacy on organizational commitment of bankers in Lagos. The study adopted descriptive design using simple random sampling in thè selection of three hundred bankers. Work conflict, job satisfaction, organisational commitment and self efficacy scales were used. Data were analysed using Pearson product moment correlation at 0.05 level of significant. The independent variables significantly correlated thè dependent variable - organizational commitment of bankers in Lagos, (r = 0.67). This implies that work conflict is significant correlated to organizational commitment among bankers. Each of the independent variables made relative contribution as in thè following order self-efficacy and organizational commitment (r 0.47). Significant association was observed between job satisfaction and organizational commitment among bankers; (r = 0.64). The study recommended that these variables be taken into consideration as a means of enhancing the organisational commitment of bankers in an organisation. Also bank management, government and stakeholders can put in place intervention and motivation as a process towards promoting organizational commitment.Item Workplace Stress, Income And Job Satisfaction As Determinants Of Psychological Well-Being Of Private Secondary School Teachers In Ibadan Metropolis(Department of Adult and Non-Formal Education, 2021-06) Ukpabi, I. D.This study inquiries into the role of workplace stress, income (salary) of teachers and their level of satisfaction in Teacher psychological well-being. The study adopted descriptive survey design of correlation type. A sample of three hundred teachers were selected for the study using simple random sampling. Data were collected using four scale instruments. Three research questions were raised. Data collected were analyzed at 0.05 level of significance using Pearson’s produce moment correlation and multiple regression. The findings revealed that there was a significant positive relationship between the independent variables and the dependent variable. From the regression analysis, it was discovered that stress, income and job satisfaction jointly predicted psychological well-being. This suggests that the three factors combined accounted for variance in the prediction of psychological well-being. More so, the most potent factors were stress (P = .249; t= 5.165;/k0.05) and job satisfaction (P = .175; t= 3.171;/?<0.05). Based on this, it was revealed that reduced job stress and job satisfaction influence teacher’s psychological well-being. This study therefore concludes that moderate job stress and being happy on the job motivates higher job productivity through enhanced psychological well-being among teachers. It also recommended that teachers should know how to manage stress that arises from workplace as this would not pose threat to their health or impair their well-being which may in tum affect their job efficiency.Item Adult literacy facilitators’ job satisfaction in Nigeria and South Africa(2021) Itasanmi, S. A.; Akintolu, M.; Oni, M. T.This study reported a survey conducted to assess the job satisfaction level among adult literacy facilitators in Nigeria and South Africa. The study adopted a quantitative approach and data was collected from eighty-six (86) adult literacy facilitators (Nigeria-50 and South Africa-36) randomly selected from Oyo State, Nigeria and King Cetshwayo District, KwaZulu-Natal province, South Africa. A structured questionnaire validated by experts and pilot-tested among primary School teachers serves as the research instrument. Data collected from the study were analysed using frequency count, simple percentages, mean, multiple regression analysis and T-test. Results revealed that adult literacy facilitators' job satisfaction level in the two countries is on average. Provision of a positive working environment in terms of improvement in the infrastructural facilities in the literacy centre was ranked first amongst others as ways to improve the job satisfaction of literacy facilitators. There was, however, no statistical difference in job satisfaction among literacy facilitators in Nigeria and South Africa. Therefore, it was concluded that conscious effort must be made at mapping out strategies to improve literacy facilitators’ job satisfaction to enhance adult literacy delivery in the two countriesItem Predictors of job satisfaction among community development officers in Oyo state, Nigeria(Association for communities integration and educational advancement in Nigeria, 2017-12) Abiona, I.A.; Osu, U. C.Job satisfaction (JS) among community development (CD) officers in the various local government areas (LGAs) in Oyo State has been reported to be very low, thereby leading to absenteeism and high turnover rate. This study examined Predictors of Job Satisfaction (leadership, supervision, working conditions, work environment, career advancement opportunities, work placement, remuneration, training and development) among job satisfaction of CD officers in Oyo State, Nigeria. Descriptive survey design was adopted. Multi-stage sampling procedure was used. Five local government areas with high number of CD officers were purposively selected front each of the three senatorial districts in the state, while total enumeration technique was used to select respondents front the fifteen (15) LGAs. A total of 771 CD officers were sampled. The independent variables considered during this study were leadership, supervision, working conditions, work environment, career advancement opportunities, work placement, remuneration, training and development. Quantitative Data were analysed using descriptive statistics, multiple regression and Pearson product moment correlation at 0.05 level of significance. The results show job satisfaction is affected by leadership attitude (r=0.95), supervision (r=0.72), working conditions (r=0.77), work environment (r=0.64), career advancement opportunities (r=0.85), work placement (r=0.82), remuneration (r=0.64), training and development (r=0.77) and job satisfaction (r=0.85). Among the predictors of job satisfaction considered, working condition had the highest contribution to the prediction (job satisfaction) at P <0.05. The study revealed that a positive significant relationship exist between job satisfaction and working condition. It is recommended that there is the need for government, policy makers and community development practitioners to put into considerations predictors of job satisfactionItem Influence of work-family conflict, organisational leadership and mentoring on employee performance and job satisfaction among flank workers in Nigeria(Department of Guidance and Counselling University of Ibadan, 2019-11) Ekwugha, E. C.; Oyekola, A.O.; Oluwole, D.A.This study investigated influence of work- family conflict, organisational leadership, and mentoring on employee performance and job satisfaction among bank workers in Nigeria. It adopted a descriptive research design that utilizes correlational method. The study used simple random sampling technique in selecting the participants. Six banks were randomly selected in South-western Nigeria, with the sample of 300 bank workers. Instruments used were Pradhan and Jena Employee Performance Scale (EPS), α = 0.91; Macdonald and MacIntyre Generic Job Satisfaction Scale, α= 0.77; Haslam, Filus, Morawska, Sanders & Fletcher Work-Family Conflict Scale (WAFCS), α = 0.91; Bass and Avolio Multifactor leadership Questionnaire, α = 0.80; Berk, Berg, Mortimer, Moss & Yeo Mentoring Effectiveness Scale, α = 0.95. There were six hypotheses, tested with Pearson Product Moment Correlation (PPMC) and two-stage approach to Partial Least Square Structural Equation Modeling (PLS-SEM) at P<.05. It was found that: mentoring (r = 0.40, p < 0.05), organisational leadership (r = 0.29, p < 0.05) and work-family conflict (r = 0.37, p < 0.05) significantly correlated with employee performance. Mentoring (r = 0.54, p < 0.05), organisational leadership (r = 0.55, p < 0.05) and work-family conflict (r = 0.29. p < 0.05) significantly correlated to job satisfaction. Work-family conflict, organisational leadership and mentoring jointly explained 24.3?o of the variance in employee performance. Work-family conflict, organisational leadership and mentoring jointly explained 39.8% of the variance in job satisfaction. Work-famiiy conflict (β = 0.281, p < 0.05) and mentoring (β = 0.259, p < 0.05) significantly predicted employee performance, organisational leadership (β = 0.099, p > 0.05) did not significantly predict employee performance. Mentoring (β = 0.334, p < 0.05), organisational leadership (β = 0.354, p < 0.05) significantly predicted job satisfaction. Therefore, banks need to develop strategies that would enable employees enjoy better work-life balance. They should adopt a system which ensures that tellers take at least one-hour break in turns in the course of the day