Thesis Abstract

<p> The study was carried out to determine the relationship between motivational factors and librarians’ job satisfaction in university libraries in Nigeria. The study was guided by seven research questions and four hypotheses. Survey Design was used to conduct the study. The population of the study was made of librarians in the 25 Federal and 26 State universities in Nigeria which is 685 in number, with 458 librarians in federal and 229 in state university libraries. &nbsp; The Hat draw method was used to select the respondents. A sample of 453 librarians representing 80% of the population was used for this study. Questionnaire was the instrument used for data collection. Mean was used to answer research question 1, 2, 4,5and 6, while research question 3 was answered using percentages. A mean of 3.0 and above was adjudged to be acceptable. Research question 7 was answered using Pearson Product Moment Correlation Coefficient .Hypotheses 1 and 2was tested with ANOVA, while t-test were used to test hypotheses 2 and 4 and at 0.05 level of significance. The results of the study showed that all motivational factors namely, work itself, achievement, recognition, responsibility and advancement, were perceived by the librarians as motivational factors. The result also showed that the majority of librarians (249 or 74.4%) showed high level of job satisfaction in university libraries. Working experience influenced librarians’ job satisfaction with the librarians within the age group of 31-35 years of working experience having the highest mean score of 73.43. The result also showed that there is a relationship between motivational factors and job satisfaction as the Correlation Coefficient was 0.05, which indicates that there is a strong positive relationship between motivational factors and job satisfaction. Gender has no significant influence on librarians’ job satisfaction in university libraries in Nigeria. Based on the findings it was recommended that University library management in Nigeria should re-direct their motivational factor (job satisfiers) like work itself, achievement, recognition, responsibility and advancement to effectively impact upon these librarians as they already perceive them as motivational. <br></p>

Thesis Overview