Abstract
Work engagement is a crucial determinant of university academic staff performance and ultimately of the quality of the provided tertiary education. It is therefore imperative to explore the principal factors it is contingent upon. Equally important is the congruence or the best fit between the personal values and organizational commitment along with the effect of the organizational citizenship behaviour on the work engagement level of the academic staff in South-West Nigerian Universities, which, in turn, provide the appropriate basis for a proper set of recommendations to be developed and put forward to the respective stakeholders. A sample of 382 staff was chosen from the broad range of public universities in South-West Nigeria through the stratified random sampling technique. Use was made of the following data collection tools: the Demographic Data Inventory (DDI), Work Engagement Scale (WES), Organizational Citizenship Behaviour Checklist (OCBC), Personal Values Scale (PVS), and Value Congruence Scale (VCS). Four hypotheses were formulated and tested by means of simple linear regression analysis and Pearson correlation with a significance level of .05. The results obtained reveal not only the significant contribution of organizational citizenship behavior to work engagement (β = .215, t = 12.603, p < .05) but also the decisive role of personal-organisational value congruence in the contribution of organizational citizenship behaviour to work engagement among the academic staff in South-West Nigerian universities.
Highlights
Universities and higher educational institutions have a vital role to play in nurturing the students’ intellectual, physical, social and moral development, along with the skills they will need to perform the jobs of the future and run a sustainably successful economy
The sample size was determined through the application of the Taro Yamane’s formula which led to the selection of 382 academic staff through the proportional stratified random sampling technique from the population divided into six strata according to the geopolitical arrangement of the six States making up South-West Nigeria
Use was made of the following data collection instruments: the Work Engagement Scale (WES), Organizational Citizenship Behaviour Checklist (OCBC), Personal Values Scale (PVS), and Value Congruence Scale (VCS)
Summary
Universities and higher educational institutions have a vital role to play in nurturing the students’ intellectual, physical, social and moral development, along with the skills they will need to perform the jobs of the future and run a sustainably successful economy. Academic staff members of universities are individuals upon whose shoulders higher education learning rests Their personal values often manifest in the work behaviour which could have impact on both organizational citizenship and work engagement. Another construct that is related to personal values is the level of involvement of an employee into an organization otherwise known as ‘organizational fit’ This may have an influence in the relationship between organizational citizenship behaviour and work engagement. A poor organizational fit can lead to poor job satisfaction and reduced work engagement, decreased productivity and lots of other negative work outcomes such as tiredness and lack of interest in general team work, inadequate production output, high overhead running expenses and continuous labour turnover or frequent changes in labour force This implies that organizational congruence along with personal values could modify the influence of organizational citizenship behaviour on work engagement. Organizational fit will not significantly moderate the contribution of organizational citizenship behaviour to work engagement among academic staff in South-West Nigerian universities
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