Effect of Change Management on Employee’s Performance in Nigeria Universities

Felix K Ekechi ,Abbas Ibrahim Umar

doi:10.7176/ejbm/12-20-05

Abstract

University employees are professionals with main aim of transforming, developing, diffusing and disseminating science, technology, and arts; skills, abilities and capabilities through teaching, research, public, and community service. The job performance of employees seems to depend on change management strategies used in the university system. The study therefore examined effect of change management on employee’s performance in universities in Federal Capital Territory, Abuja-Nigeria. Three research questions were raised and answered, while one hypothesis was formulated and tested. The descriptive survey research design was adopted for the study and total population was 3627 employees in five universities in Federal Capital Territory, Abuja. Proportionate stratified random sampling technique was used to select 315 employees for the study. Self-developed questionnaire was used to collect data from the study participants. The instrument was validated by research experts and subjected to test-retest reliability technique. Data collected were analysed using frequency count, percentage count, mean, and Multiple Regression Analysis. The hypothesis was tested at 0.05 level of significance. The findings showed that: there is low extent of technological and organizational leadership changes existence in Nigerian Universities, high extent of employee’s performance in Nigerian universities, and change management indicators (technological change and organisational leadership change) raised are significant in determining employee’s performance in Nigerian universities. The study concluded that there was acceptable employee’s performance which can be determined by change management factors (technological changes and organizational leadership). It was therefore, recommended among others that: designing change management processes in the university, should be based on employees’ functionalities (teaching, research and community services) and relationships in terms of their perception, norms, virtues and behaviours. Keywords: change management, employee’s performance, organizational leadership, technological changes, university DOI: 10.7176/EJBM/12-20-05 Publication date: July 31 st 2020

Highlights

Universities in Nigeria are established to promote and encourage national unity, scholarship and community service, international interaction, inculcate proper values for the survival of the individual and the society, as well as, develop individuals’ physical, emotional and intellectual skills and knowledge for self-reliance and national development
The result shows that 36% of the participants, responded high extent to their Heads of Department using electronic media to disseminate information on course allocations to employees, while 64% of the participants responded low extent
The study shows that there is low extent of technological changes existence in Nigerian Universities. This implies that, most Nigerian universities’ responses to the adoption and adaption of technological change initiated into the higher education system is very low. This result is in line with the findings of Egoeze, Misra, Maskeliunas and Damasevicious (2018) which indicates that Nigerian universities have not fully integrate Information and Communication Technology (ICT) changes in the general administration, teaching, learning and research

Summary

Introduction

Universities in Nigeria are established to promote and encourage national unity, scholarship and community service, international interaction, inculcate proper values for the survival of the individual and the society, as well as, develop individuals’ physical, emotional and intellectual skills and knowledge for self-reliance and national development. These objectives of university education in Nigeria can be achieved through impressive and potent teaching, innovative research, effective community service and other potent allied academic activities performed by the employees. The study considers technological and organizational leadership changes as essential to employee’s performance

Methods

Results

Discussion

Conclusion