Moonlighting: An Antecedent to Job Commitment Between Academic Staff and Medical Doctors in Southwest Nigeria

Abstract

This study investigated the effects of moonlighting on job commitment between academic staff and medical doctors in Southwest Nigeria. The study employed descriptive research design and multi-stage sampling technique to select the respondents. Questionnaire was adopted as the research instrument and it was administered to 393 academic staff and 348 medical doctors respectively across various Universities and hospitals in Southwest, Nigeria. The returned questionnaire were coded in Excel and IBM SPSS 23 version respectively and were further analysed through t-test, analysis of variance (ANOVA), and multivariate analysis of variance (MANOVA). Evidence from these tests indicated that moonlighting has positive and significant effect on job commitment, also that there is a difference between academic staff and medical doctors whereby academic staff were found to moonlight more often than medical doctors; the study also indicated that moonlighting has positive and significant effect on job commitment however the differences indicated that academic staff enjoy benefit from moonlighting than medical doctors. The study concluded that management of Universities and hospitals should develop a Human Resources Management practice that has potency of satisfying their employees with the aim of getting them more committed to their primary duties and assignments. In this way, moonlighting will be drastically reduced among academic staff and medical doctors.

To moonlight or not to moonlight: The role of organisational commitment dimensions in secondary employment decisions among higher education teachers

“…However, it is also associated with depletion in some cases, particularly when the primary job already demands long hours (Campion et al, 2020). Several studies have investigated the causes and consequences of teacher moonlighting, including in public sector universities in the provinces of Punjab and Federal Capital in Pakistan (Ara et al, 2016), among academic staff and medical doctors in Southwest Nigeria (Arogundade, 2020), and in US schools in the mid-1980s (Ballou, 1995). Studies have shown that moonlighting can lead to superficial teaching, limited personal contact with students, reduced concentration on daily teaching activities, and increased risk of burnout (Mumbere Kisumano & Safary, 2017).…”

“…Moonlighting can have both positive and negative effects on employees and their organisations, and the nature of the impact can vary depending on the specific context (Arogundade, 2020; Fröhlich et al, 2013; Scott et al, 2020). On the one hand, moonlighting can provide employees with additional financial resources, skills, and experiences, which can help them to achieve their personal and professional goals (Averett, 2001).…”

“…Numerous studies have investigated the relationship between organisational commitment and moonlighting intentions across various professions and contexts. While Seema and Sachdeva (2020) and Seema et al (2021) explored the relationship among IT professionals, other studies have focused on different industries such as healthcare (Rispel et al, 2014), journalism (Fröhlich et al, 2013), and academia (Arogundade, 2020; Khatri & Khushboo, 2014).…”

“…Arogundade (2020) discovered that moonlighting had a considerable impact on the job commitment of academic staff and medical doctors in Southwest Nigeria. The study also revealed that moonlighting negatively affected organisational commitment, which in turn influenced job performance, job satisfaction, and employee turnover.…”

“…A significant inverse relationship exists between organisational commitment and employee moonlighting intentions in organisations, including higher education institutions (Arogundade, 2020; Khatri & Khushboo, 2014; Seema et al, 2021; Seema & Sachdeva, 2020). The three‐component model of organisational commitment, proposed by Meyer and Allen, suggests that affective, continuance, and normative commitment can influence an employee's likelihood of engaging in moonlighting (Meyer & Allen, 1991).…”