MOONLIGHTING, SELF-EFFICACY AND JOB PERFORMANCE OF FEMALE ACADEMICS IN NIGERIAN PUBLIC UNIVERSITIES

Abstract

This paper investigates the influence of moonlighting practices on self-efficacy and job performance of female academics in selected public universities.327 female academics were selected using the stratified random sampling technique. 225(68.8%) were engaged in multiple job holdings (moonlighting) with part-time income of about (75.7%) of their principal income. The possible influence of three dynamics of self-efficacy: personal, behaviour and environment; on principal job performance was investigated. Dual dynamics of behaviour (p<0.001, β=0.290) and environment (p<0.001, β=0.213) had considerable effect on principal job performance. Moonlighting or multiple job holdings restrained the correlation between the behaviour dynamic and job performance (p<0.05, β=0. 0.4134, [LLCI=0.0738, ULCI=0.7563]). Behaviour serves as the central dynamic of self-efficacy, and affects job performance of female academics of public sector universities in South West Nigeria. Moonlighting has the prospect of being extensively connected to conviction of personal potential and proficiency (the behaviour dynamic) and principal job performance. Where female academics are self-assured that they are capable of executing positive behaviours, the tendency becomes higher for them to exhibit this behaviour providing the depiction offers results in the required upshot. Effective human resource management obligates devising, executing and scrutinizing with the total involvement of academics: efficient, proficient and jointly supporting working condition as well as perceptive policies and programmes, plus development policies and programmes that will promote the empowerment and advancement of female academics within the institution where they work while simultaneously preparing additional hands for the universities to have adequate lecturers so as to regulate lecturers’ moonlighting.