Reward System and Academic Staff Job Involvement in Ogun State Tertiary Educational Institutions

Abstract

This study investigated the relationship between reward system and job involvement of academic staff in Ogun State tertiary educational institutions. The study was guided by a research question and two null hypotheses. The descriptive survey design was adopted for the study. The population comprised all the 3055 academic staff in all the eight Ogun state government owned tertiary educational institutions. The sample comprised 305 academic staff (10% of the population) selected from four tertiary educational institutions using multi-stage sampling technique. Two instruments were used for data collection, these were: a researcher designed, validated and reliable instrument (r=.86) entitled “Reward System Questionnaire” (RSQ) and a standardised Job Involvement Scale (JIS) adapted from Kanungo (1982). Data obtained was analysed using Mean and Standard Deviation to answer the research question, while, Pearson Product Moment Correlation was used to test the hypotheses at 0.05 level of significance. Findings showed that the reward system for academic staff in the institutions was inadequate (weighted mean = 1.44); that a significant relationship existed between financial rewards and job involvement of academic staff (r=.503;P<.05; df=303) and that there was a significant relationship between non-financial rewards and job involvement of academic staff (r=.712;P<.05;df= 303). It was recommended among others that the state government should increase financial allocations to its higher educational institutions and ensure that subventions are released on time to the institutions.

How do learning organisation and reward system affect lecturers’ innovative work behaviour?

“…For example, lecturers whose abilities and skills are respected, personal growth considered, and charged with proud responsibilities tend to exhibit the attributes of job involvement. This is consistent with the results of Adekunle (2018), which showed the significant influence of the reward system on job involvement, thereby leading to the formulation of the following hypothesis: H5: The reward system has a direct effect on job involvement.…”

“…The reward system was also discovered to significantly affects job involvement. It demonstrates that lecturers with worthy reward systems tend to have high job involvement, as indicated in previous research (Adekunle, 2018). This implies a reward system is essential for lecturers' active participation, showing that work is very important to their lives and self-esteem (Robbins & Judge, 2019).…”