FACULTY OF EDUCATION
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Item PSYCHO-SOCIAL FACTORS AS PREDICTORS OF FEMALE ACADEMIC STAFF JOB COMMITMENT IN UNVERSITIES IN SOUTH WESTERN NIGERIA(2013-05) FAGUNWA, A. O."Most female academics have over the years developed low contentment and feelings about various aspects of their jobs arising from work-family life stress. This has resulted in a weak attachment to their institutions and low level of willingness to exert high level of efforts on their jobs. Though literature on job commitment and performance in Nigerian universities is vast and rich, most past studies have focused more on the male faculties’ job commitment with little attention paid to the females’. This study, therefore, investigated psycho-social factors predisposing job commitment of female academic staff in universities in South Western Nigeria. The survey research design was adopted. The total enumeration and purposive sampling techniques were used to select 1125 single and married female academics (922 junior and 203 senior academic staff) from nine universities comprising: three each of federal, state and private. Six instruments were used: Social Factors Scale (r=0.62), Self- Efficacy Scale (r=0.75), Self- Esteem Scale (r=0.83), Self- Concept Scale (r=0.85), Work Value Scale (r=0.71) and Female Academics’ Job Commitment Scale (r=0.64). These were complemented with eighteen sessions of in-depth interviews (IDIs) with two female academics per university. One research question was answered and five hypotheses were tested at 0.05 level of significance. Data were analysed using descriptive statistics, t- test, Pearson Product Moment Correlation, multiple regression and content analysis. Psycho-social factors significantly correlated with female academics’ job commitment (F (7, 1118) =90.14; R2=.571, p<0.05). They jointly accounted for 32.2% of the variance in job commitment; with social factors accounting for 10.0 % and psychological factors accounting for the remaining 22.2%. Their relative contributions were: psychological factors (β=.467, p<0.05) and social factors (β=.210, p<0.05). Significant relationship existed between each of the components of the psychological factors and female academics’ job commitment as ranked: self esteem (r=.577), self concept (r=.517), work values (r=.468) and self efficacy (r=.344). Further, significant relationship also existed between each of the components of social factors and job commitment as follows: networking (r=.521), mentoring (r=.348), educational attainment (r=.089), work experience (r=.029), age (r=.019) and marital status (r= -.038). There was a significant difference in female academics’ job commitment on the basis of rank (t=6.26, p<0.05): junior academic staff ( =46.89) and senior academic staff ( =49.55). Also, significant difference was observed in female academics’ job commitment based on institutional ownership: federal ( =48.42), state ( =48.14) and privately owned ( =45.91). This, therefore, show that female academics’ job commitment was more pronounced in federal universities followed by state and private universities respectively. The IDI revealed that the university’s academic culture was too rigid and insensitive to the females’ work-family life stresses particularly among the junior levels. Psycho-social factors contributed fairly to female academics’ job commitment. Therefore, there is the need to provide female academics with necessary career information and supports through networking /mentoring within a more women-friendly academic environment"Item Psycho-social factors as correlates of job performance of women in the print media in Southwestern, Nigeria(Department of Social Work, University of Ibadan, Nigeria, 2014-06) Odiaka, S. I.; Ogidan, O. T.The effect of communication in any society cannot be ignored. Media play great role in shaping and correcting the vices of the society. The presence of women in the print media has shown that they are relevant and up to the rigorous task of gathering news and meeting deadlines. These they have done in living up to expectations in their various media houses. This thus raises the concern of what could be attributable for this trend of women working in such a demanding profession. Could it be that these women have developed some psycho-social attributes emotional intelligence (EI), self-concept (SC), self-efficacy, (SE) (mentoring, age at job entry, marital status, educational background, socio economic status and number of children), ability to work under pressure and newsworthiness which could have accounted for their job performance? This study, therefore, investigates some psycho-social factors as they correlate with job performance of women in the print media in Southwestern Nigeria. The descriptive survey research design of the ex post facto type was adopted. The total enumeration and stratified random sampling techniques were adopted using 549 women professionals from 12 purposively selected print media houses. A 5 Likert scale questionnaire was administered and complemented with jour sessions of in-depth interviews with selected women in the print media. Data were analysed using descriptive statistics, Pearson Product moment correlation, multiple regression and content analysis. The findings show that EI, SE, SC mentoring, age at job entry, marital status, educational background, socio economic status and number of children correlated with job performance of women in the media. The study shows that Psycho-social factors influence job performance of women in the print media in Southwestern Nigeria and priority should be given to these factors while number of children does not influence job performance of these women.Item GOVERNMENT ACTIVITIES AND PSYCHO-SOCIAL FACTORS AS DETERMINANTS OF SOLID WASTE MANAGEMENT BEHAVIOUR IN SOUTH WESTERN NIGERIA(2014-07) ADEROGBA, K. A.This study examined the influence of government activities (delineation of dumping sites, provision of bins and transportation facilities, environmental policy formulation, advocacy, establishment of regulatory agencies) and psycho-social factors (attitudinal disposition, aesthetic values, neighbourhood appreciation, income, family/unit size, cultural affiliation, academic qualification, knowledge and awareness of environmental education) on solid wastes management behaviour in Southwestern Nigeria. The descriptive survey research design was adopted. The multi-stage sampling procedure was used in selecting 2465 households, 310 commercial units and 370 institutions in the six state capitals in Southwestern Nigeria. Three instruments were used: Psycho-social Factors Scale (r=0.84), Government Activities Scale (r=0.73) and SWMB Scale (r=0.78). These were complemented with 18 sessions of Key Informant Interview with heads of households, commercial units and institutions. Two research questions were answered and four hypotheses tested at 0.05 level of significance. Data were subjected to descriptive statistics, Pearson product moment correlation, multiple regression and content analyses. Government activities and psycho-social factors jointly correlated significantly with SWMB among households (F(3, 2452)=16.834), commercial units (F(3, 306)=3.654) and institutions (F(3, 366)=18.288). Their relative contributions were: institutions (12.0%), households (2.0%) and commercial units (2.0%). Relatively, the independent factors predicted SWMB as follows: Households- psychological factors (β=.53), social factors (β=.039) and government activities (β=-.43); Commercial units- psychological factors (β =2.72), government activities (β=1.25) and social factors (β=.02); Institutions- psychological factors (β=.384), social factors (β=.35) and government activities (β=.06). Solid wastes management behaviour correlated significantly with households’ attitudinal disposition (r=.18) and neighbourhood appreciation (r=-.10) but aesthetic value did not. For commercial units, SWMB correlated significantly with all psychological factors: attitudinal disposition (r=.157), aesthetic value (r=.148) and neighbourhood appreciation (r=-.117) while for the institutions, SWMB also correlated significantly with all psychological factors: neighbourhood appreciation (r=-.35), attitudinal disposition (r=.30) and aesthetic value (r=.12). Significant difference existed in attitude to SWM among commercial units ( =2.50), institutions ( =2.25) and households ( =1.25). Also significant difference existed in general knowledge about SWM among households ( =2.75), commercial units ( =2.25) and institutions ( =2.25). Although households had a better SWM awareness, they had poor attitude compared to commercial units and institutions. Interviews revealed that urban dwellers were kn owledgeable about SWM but had poor disposition to its management due to long-standing tradition. Delineation of dumping sites, provision of bins, attitudinal disposition and knowledge of environmental education positively determined solid waste management behaviour among households, industrial and institutional organisations. Therefore, urban dwellers’ disposition towards proper management of solid wastes needs to change, while all the strategies to improve SWMB must take into consideration these identified factors.Item Influence of Psycho-Social Factors on Job Performance of Women in the Print Media in Southwestern Nigeria(2014) Ogidan, O. T.Women are now occupying leadership positions regardless of the existing glass ceiling and other barriers. This has however been demonstrated to be having positive impacts on the job performance of the generality of women and especially the print media houses. Previous studies rather than focusing on the psycho-social factors that enhance women‘s performance in the sector, had concentrated more on issues of work-life balancing, leadership and financing. This study, therefore, investigated influence of psycho-social factors on job performance of women in the print media in Southwestern Nigeria. The descriptive survey research design of the ex post facto type was adopted. The stratified and total enumeration sampling techniques were adopted to select 549 women respondents from 12 purposively selected print media. Self-concept Scale (r= 0.83), Self- efficacy Scale (r=0.78), Mentoring Scale (r=0.86), Emotional Intelligence Scale (r=0.69), Social Factors Scale (r=0.93), Job Performance Scale (r=0.85) and Women in the print media Career Progression Checklist were used to determine the influence of psycho-social factors on job performance. These were complemented with 12 sessions of in-depth interviews (IDIs) with selected male line-heads and one female respondent from each of the media houses. Five research questions were answered and four hypotheses tested at 0.05 level of significance to determine the strength of contribution and relationship between the independent and dependent variables. Data were analysed using descriptive statistics, Pearson product moment correlation, multiple regression and content analysis. Psycho-social factors significantly correlated with job performance of women in the print media with (F (9,538) = 82.534) and jointly accounted for about 58.0% of the variance in job performance. Their relative contributions were: psychological factors (β =.427) and social factors (β=.237). Psychological factors correlated to job performance as ranked: Self -concept (r=.535); Self-efficacy (r=.468); mentoring (r=.380) and emotional intelligence (r=.356). Also the social factors correlated with job performance as follows: job entry age (r=.669), socio-economic status (r=.508): educational attainment (r=.481); number of children (r=.240); marital status (r=.185). Further, there was a significant difference in job performance across the print media houses (F(11,537)= 5.678) with mean scores as ranked: Tell Magazine (=71.05); City People (= 70.85); The News (=70.37); Vanguard (=66.16); The Champion (=65.73); The Nation (=65.87); Guardian (=64.00); Daily Sun (=63.70); Punch (=63.06); Tribune (=62.30); The Compass (=61.57) and Business Day (=57.43). Women‘s strength and commitment as well as their desire for self achievement and development were perceived to make them excel on their job. Also, peer mentoring was perceived to have assisted them in discharge of their duties with full sense of accomplishments. Psycho-social factors positively contributed to job performance of women in the print media in Southwestern Nigeria. Priority should be given to these factors while further professional training and good mentoring system be encouraged.Item Psycho-Social Factors as Predictors of Female Academic Staff Job Commitment in Unversities in South Western Nigeria(2013) Fagunwa, A. O.Most female academics have over the years developed low contentment and feelings about various aspects of their jobs arising from work-family life stress. This has resulted in a weak attachment to their institutions and low level of willingness to exert high level of efforts on their jobs. Though literature on job commitment and performance in Nigerian universities is vast and rich, most past studies have focused more on the male faculties’ job commitment with little attention paid to the females’. This study, therefore, investigated psycho-social factors predisposing job commitment of female academic staff in universities in South Western Nigeria. The survey research design was adopted. The total enumeration and purposive sampling techniques were used to select 1125 single and married female academics (922 junior and 203 senior academic staff) from nine universities comprising: three each of federal, state and private. Six instruments were used: Social Factors Scale (r=0.62), Self- Efficacy Scale (r=0.75), Self- Esteem Scale (r=0.83), Self- Concept Scale (r=0.85), Work Value Scale (r=0.71) and Female Academics’ Job Commitment Scale (r=0.64). These were complemented with eighteen sessions of in-depth interviews (IDIs) with two female academics per university. One research question was answered and five hypotheses were tested at 0.05 level of significance. Data were analysed using descriptive statistics, t- test, Pearson Product Moment Correlation, multiple regression and content analysis. Psycho-social factors significantly correlated with female academics’ job commitment (F (7, 1118) =90.14; R2=.571, p<0.05). They jointly accounted for 32.2% of the variance in job commitment; with social factors accounting for 10.0 % and psychological factors accounting for the remaining 22.2%. Their relative contributions were: psychological factors (β=.467, p<0.05) and social factors (β=.210, p<0.05). Significant relationship existed between each of the components of the psychological factors and female academics’ job commitment as ranked: self esteem (r=.577), self concept (r=.517), work values (r=.468) and self efficacy (r=.344). Further, significant relationship also existed between each of the components of social factors and job commitment as follows: networking (r=.521), mentoring (r=.348), educational attainment (r=.089), work experience (r=.029), age (r=.019) and marital status (r= -.038). There was a significant difference in female academics’ job commitment on the basis of rank (t=6.26, p<0.05): junior academic staff (=46.89) and senior academic staff (=49.55). Also, significant difference was observed in female academics’ job commitment based on institutional ownership: federal (=48.42), state (=48.14) and privately owned (=45.91). This, therefore, show that female academics’ job commitment was more pronounced in federal universities followed by state and private universities respectively. The IDI revealed that the university’s academic culture was too rigid and insensitive to the females’ work-family life stresses particularly among the junior levels. Psycho-social factors contributed fairly to female academics’ job commitment. Therefore, there is the need to provide female academics with necessary career information and supports through networking /mentoring within a more women-friendly academic environment.Item Psycho-Social and Organisational Climate Factors as Predictors of Female Academics’ Career Growth and Leadership Position in South-West Nigerian Universities(2012) Oti, A. O.Studies have shown that women are a minority in non-traditional careers, have slow career growth compared to their male colleagues and almost invisible in leadership positions, therefore excluded in power structure. These have been attributed to culture, socialisation, conditioning and self-perception of the women themselves. However, predicting factors of female academics’ career in Nigerian Universities are yet to be examined. This study, therefore, affirmed the efficacy or otherwise of psycho-social and organisational climate factors as predictors of female academics’ career growth and leadership positions in universities in South-West Nigeria. The study employed both quantitative and qualitative research methodologies. The quantitative aspect adopted the survey research design of the ex-post facto. Multistage sampling involving the use of purposive and stratified random techniques were used to select 898 respondents from six Universities in South-West Nigeria. Five hundred and thirty eight Female Academics from Graduate Assistant to Professor, three hundred male academics, (senior lecturers) sixty members of appointment and promotion committee participated in the study. Female Academics Psychological Questionnaire (R=0.82), Social Factors Questionnaire (R=0.87), Organisational Climate Factors Questionnaire (R=0.84), Female Academics Career Growth Questionnaire (R=0.79) and Female Academics Leadership Questionnaire (r=0.84) were used for data collection. These were complemented with 27 in-depth interviews with female Professors. Twelve research questions were answered. Data were analysed using multiple regression and content analysis. Psychological factors (self-esteem and self-efficacy), social factors (parental influence, spousal support, male academics collegial support and attitude towards women, as well as organisational climate factors (fairness, inclusion, work climate) had positive multiple correlation with career growth of female academics (R=0.40) and explained 14.2% of the variance in the dependent variable. The three categories of factors also jointly correlated with leadership position of female academics (R=0.55), and explained 28.5% of the dependent measure. The factors which made the highest contributions to career growth are: self-efficacy (β=.28), parental influence (β=.22) and spousal support (β=.18) while for leadership position they are parental influence (β=.36), attitude towards women (β=.27) and self-efficacy (β=.25) in that order. Further, self-efficacy (B=.40; t=6.59; p < .05), parental influence (B= -.12; t= -4.89;p<.05) and spousal support (B=.13; t=4.26; p<.05) could predict career growth. Predictors of female academics’ leadership position include parental influence (B= -.22; t= -9.10; p<.05), self-efficacy (B=.370; t=6.316; p<.05), spousal support (B= .169; t = 5.673; p<.05) and work climate (B= .56; t =2.03; p<.05). In-depth interviews revealed that female academics are self-conscious of their minority status, and perceive they work twice as hard as their male colleagues. They are aware that support and positive attitudes from male colleagues, their spouses, parents and favourable work climate are essential for their career growth and the attainment of leadership positions. Significant factors of female academics’ career growth are self-efficacy, parental influence and spousal support, while parental influence, academic men’s attitude towards women, self-efficacy, and work climate are essential towards their attainment of leadership positions. Therefore, female academics must develop positive self-efficacy, seek the support of their husbands and male colleagues. Also, universities should create a favourable work climate for all staff.