Academic Staff Performance Research Articles

Work Environment and Academic Staff Performance in Federal Polytechnics, South-West, Nigeria

No entity operates in isolation but within an environment which can make or mar the performance of individuals in the entity. This study examined work environment and academic staff performance in Federal Polytechnics operating in South West, Nigeria. The study made use of survey designed which made it possible to have assessed thoughts, opinions, and feelings of participants through structured online closed ended questionnaire. 6 Federal Polytechnics with 2,358 academic staff total population was targeted for the study. However, 342 sample size was determined and proportional distributed based on the population. Data collected were analyzed with descriptive and inferential statistics. Findings revealed that there is significant difference in the research outputs of the federal polytechnics. However, there was no significant difference in the teaching effectiveness of academic staff in the federal polytechnics. Another finding reveals academic staff involvement in community service is significantly different. The hypotheses tested revealed that physical work environment contributes to academic staff performance, and non-physical work environment contributes academic staff performance. The study concludes that the physical work environments in the federal polytechnics requires improvements to enhance academic staff performance. The study recommends that academic staff, management, and government affiliated with these federal polytechnics should play their roles adequately to evolve highly competitive polytechnic system.

The Impact of Motivation Factors on Academic Staff Performance: Empirical Analysis

The Impact of Motivation Factors on Academic Staff Performance: Empirical Analysis

Exploration of the Perceptions of Academic Staff on Performance Appraisals. A Case of Some Selected Private Universities in Lusaka District

Today, universities around the world are largely concerned with the reputation and quality of their universities regardless of location. They have also become competitive within the present turbulent environment. As such, they have a huge responsibility to transfer knowledge to society through highly skilled academic staff. One way universities ensure they have skilled staff is by managing the performance of their academic staff through accurate appraisals which can help determine training needs and increase motivation through the feedback process. This study therefore explored the perceptions of academic staff on performance appraisals in selected private universities in Lusaka district. The study utilized a qualitative approach and data was sourced using open-ended questionnaires from 30 respondents including academic staff and supervisors from five private universities and it was analyzed thematically. Findings showed the prevalence of participatory appraisals but noted varied perceptions among academic staff. While some perceived the appraisals positively and reported improvements in their performance, others expressed dissatisfaction due to infrequent feedback resulting mainly from lack of associated rewards. It was also revealed that academic staff are more likely to perceive appraisals positively if they have desired outcomes. Interestingly, supervisor qualifications did not significantly influence academic staff perceptions. The study suggests aligning appraisal processes with motivational components to enhance academic staff motivation, performance, and job satisfaction.

Impact Of Self-Efficacy, Self-Esteem, Employee Engagement, And Organizational Citizenship Behaviour On Job Performance Of Academic Staff In Higher Education Institutions Of Klang Valley, Malaysia

Background/Purpose: The higher education sector faces intensified competition amid global and technological advancements, further impacted by the aftermath of the Covid-19 pandemic. This study delves into the nuanced factors affecting the job performance of academic staff in the Klang Valley, employing a robust quantitative research design. The research, prompted by challenges posed by virtual teaching and learning during the pandemic, investigates key variables through a causal research approach. By exploring academic job performance dynamics, the research contributes to enhancing the quality of education and understanding the factors influencing educators' effectiveness. Methodology: The target population includes academic staff from prominent educational institutions in the Klang Valley, strategically chosen for their diversity and significance as an educational hub. Employing probability sampling, specifically simple random sampling, the study collects primary data through questionnaires distributed to academic staff in eight reputable institutions in the Klang Valley. A pilot study ensures the reliability and validity of the data collection instruments. A total of 385 academic staff from the Klang Valley participated as respondents. Data analysis, conducted using the Statistical Package for Social Science (SPSS), reveals high dependability exceeding recommended thresholds. The analytical framework employs both descriptive and inferential analyses, including Pearson correlation coefficients and multiple linear regression. Findings: Results indicate significant positive correlations between variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance. In the inferential analysis, the multiple linear regression model demonstrates a substantial impact of independent variables on job performance, with organizational citizenship behavior making the highest contribution, followed by self-efficacy. Novelty: This study is a comprehensive exploration of academic job performance dynamics in the Klang Valley post-COVID-19. The study employs a robust quantitative research design, including a causal research approach, probability sampling, and statistical analyses like Pearson correlation and multiple linear regression. By investigating the relationships between key variables such as self-efficacy, self-esteem, employee engagement, organizational citizenship behavior, and job performance, the research provides nuanced insights into the intricate socio-emotional and organizational factors influencing academic job performance. The study's focus on a diverse and strategically chosen population contributes to the broader understanding of these dynamics, offering valuable implications for academic institutions globally.

Unlocking the Potential of Innovative Work Behaviour on Academic Staff Performance: Evidence from Malaysian Public Universities

In Malaysian universities, academic staff play a crucial and vital role in improving their performance by utilising creative and innovative abilities. Therefore, the primary purpose of this research study was to examine and investigate the impact of innovative work behaviour on academic staff performance in Malaysian research universities. A survey was conducted among 300 business faculty members, who were requested to complete a set of questionnaires to achieve the study's objective. The data collected from the survey were meticulously analysed using two software programmes, namely SPSS 26 and SmartPLS 4. The study's findings revealed a significant positive association between innovative work behaviour and academic staff performance in Malaysian research universities. These research findings not only contribute significantly to the existing literature on innovative work practices among university academics but also offer potential strategies that could enhance academic staff performance levels. Thus, universities in Malaysia are recommended to focus on creating an environment that fosters innovation and encourages academic staff to engage in innovative work behaviour. Such initiatives can significantly impact their performance and contribute to the institution's overall success.

STAFF TRAINING AND ACADEMICS JOB PERFORMANCE IN TERTIARY INSTITUTIONS IN NIGERIA

This research explores the nexus between training programs and the job performance of academic staff in Nigerian tertiary institutions, relying on secondary data gleaned from both print and online sources. Through a comprehensive review of publications, we discerned a pivotal relationship between consistent academic staff training and heightened job performance. Our findings underscore the positive impact of training on the effective implementation of teaching, research, and community service programs by academicians. The study's conclusion emphasizes the integral role played by ongoing training initiatives in shaping the performance landscape within tertiary institutions. Academic staff, when equipped with diverse skills through continual training, exhibit enhanced proficiency in executing their responsibilities across teaching, research, and community service realms. This research contributes valuable insights to the discourse on professional development within academic settings. In light of our discoveries, we advocate for the establishment of structured training programs tailored to the unique demands of academic roles. These initiatives, supported by continuous professional development and institutional backing, stand poised to elevate the overall performance of academic staff in Nigerian tertiary institutions. This paper serves as a call to action for educational institutions to prioritize training as a strategic investment in the advancement of higher education in Nigeria.

The Effect of Authentic Leadership and Organizational Support on Academic Staff's Performance: An Applied Study on Upper Egypt's Universities

The Effect of Authentic Leadership and Organizational Support on Academic Staff's Performance: An Applied Study on Upper Egypt's Universities

Training and development process: implication for academic staff performance and sustainable University Education

PurposeThis study examines the effectiveness of training and development process for academic staff performance and sustainable university education.Design/methodology/approachA quantitative research approach was adopted for data collection and analysis for this study. The study draws sample from 202 randomly selected academic staff from three universities in South-West Nigeria. The data was analyzed using the Statistical Package for Social Sciences (SPSS version 27).FindingsThe findings showed a significant relationship between T&D process and academic staff performance. Also, the importance of conducting training need assessment before training programs are implemented was revealed.Originality/valueThis study provides evidence-based information which can help decisions on training and development program, enhance academic staff performance, and ensure university sustainability.

Critical Stressors and Performance of Academic Staff in Federal Polytechnics in South East Nigeria

Critical Stressors and Performance of Academic Staff in Federal Polytechnics in South East Nigeria

Impact of Stress on Tertiary Institution Academic Staff Performance in Nigeria

Impact of Stress on Tertiary Institution Academic Staff Performance in Nigeria

Work-related stress and result based performance of academic staff in Federal Polytechnics of South East Nigeria

The study investigated work related stress and result based performance of academic staff in Federal Polytechnics of South East Nigeria (Federal Polytechnic, Oko, Federal Polytechnic Nekede, Akanu Ibiam Federal Polytechnic Unwana Afikpo). Structured questionnaire was the principal tool used in eliciting information from three hundred and fifteen (315) respondents drawn from the study population. Descriptive statistics and regression analysis were used in data analysis. The result of the regression analysis shows that work related stress has a negative significant impact on the result based performance. The model summary and ANOVA results presented show that the model is highly fitted with no auto correlation with an overall significant regression. The researcher concludes that the commitment of educational stakeholders towards the welfare of academic staff will reduce work-related stress.

Effect of Leadership Styles and Motivation on Job Performance among University Academicians

The objective of this study was the effect of leadership styles and motivation on job performance among university academicians. The population of the study was university teachers from Punjab, Pakistan whereas, 460 respondents were selected as sample through stratified simple random sampling technique. The data was collected by using standardized questionnaires according to the variables of this study through survey method. Statistical Package for Social Science [SPSS] was administered to analyze the hypotheses proposed in this research. The results revealed a significant and positive association of leadership styles and motivation with job performance whereas, leadership styles had more significant relationship with job performance than motivation. Moreover, there was a significant effect of leadership styles and motivation on job performance whereas, leadership styles had more significant effect on job performance as compare to motivation. This study may beneficial for the enhancement of job performance of academic staff by adopting a best leadership style through motivation.

Governmental Sources of Stress and Performance of Academic Staff in Federal Polytechnics in South East Nigeria

This study investigated governmental sources of stress and performance of academic staff in federal polytechnics in South East, Nigeria. Structural questionnaire was the principal tool used in eliciting information from 315 respondents drawn from the study population. Descriptive statistics and regression analysis were used in data analysis. The result of the regression analysis shows that governmental sources of stress have a negative impact on employee performance. The model is highly fitted with no auto correlation with an over all significant regression. Thus governmental sources of stress have a significant impact on performance of academic staff in South East, Nigeria. The researcher concludes that lecturers who perceive their jobs as stressful record a decrease in performance that impacts significantly on students, institutions and the nation at large.

SUSTAINABLE UNIVERSITY ROAD MAP FOR ACHIEVING SUSTAINABLE DEVELOPMENT AN ANALYTICAL STUDY OF THE OPINIONS OF A SAMPLE OF UNIVERSITY PROFESSORS IN THE IRAQI ENVIRONMENTProf. Dr. Nedhal Aziz MAHDI

Higher education and scientific research are witnessing remarkable and rapid development as a result of the unprecedented development at the level of technology, information and Knowledge.These developments have become basic foundations for the flow of information in various fields and the formation of an interactive global academic community among students, researchers and professors from all over the world. Consequently, universities have become an essential and influential source in their societies to keep Pace with the rapid changes and influences in order to achieve a global and sustainable education environment. The internationalization of higher education has led to move communication between higher education systems across borders and there is a growing need more than ever before to compare levels of quality in higher education systems among deferent countries of the world. This study aims to employ internationalization in Iraqi universities and prepare and adapt their capabilities to raise the quality of their Performance and contribute to achieving the goals of sustainable development in Iraq. Likewise, the adoption and implementation of internationalization activities by Iraqi universities will mean achieving higher performance rates and raising their international ranking. Gilgamesh University was selected as a case study and a questionnaire was developed to survey the opinions of a sample consisting of deans, heads of departments, instructors, and the quality department regarding the University's internationalization of its faculties, the justifications for that, and the impact of internationalization on improving the performance quality of all university activities, the competitive level, and the possibility of achieving sustainable development goals through internationalization. The most important conclusions reached by the study are that the quality of university performance is not only based on the academic Staff pe rformance, but extends to include other aspects and dimensions closely related to internationalization. As for the most prominent recommendations of the study, it is represented in the need to achieve a balance between the goals and interests of the various parties concerned with the performance of universities, especially private ones (investors on the one hand and parties benefiting from education on the other hand) for the Purpose of creating sustainable universities based on internationalization

Mediating effect of employees' commitment on talent retention and academic staff performance in state-owned tertiary institutions

The success of any organization hinges on the performance of its employees. Consequently, the underperformance of academic staff in state-owned tertiary institutions in Kogi State, Nigeria, has raised significant concerns due to its adverse impact on institutional performance. Drawing upon the Social Exchange Theory (SET) and a comprehensive literature review, it is hypothesized that employees’ commitment serves as a potential mediator between talent retention and employee performance. However, extant literature lacks sufficient exploration of the mediating role of employees’ commitment in the connection between talent retention and employee performance. Addressing this knowledge gap, this study investigates the mediating effect of employees’ commitment on the relationship between talent retention and the performance of academic staff in state-owned tertiary institutions within Kogi State, Nigeria. Employing a proportionate stratified sampling technique, 485 questionnaires were distributed, and subsequent analysis focused on 408 collected responses using PLS-SEM path modeling with the aid of the SMARTPLS2 statistical software package. Our findings affirm that there exists a significant positive relationship between talent retention and the performance of academic staff in the sampled tertiary institutions. Furthermore, statistical analysis confirms that employees’ commitment mediates the relationship between talent retention and academic staff performance in these institutions. Therefore, the study suggests that managerial efforts within Kogi State’s tertiary institutions should prioritize the proper retention of talented employees.

Sociological application of behavioural theories to work performance of academic staff in Nigerian universities

Several authors have researched workplace circumstances and employee performance in organisations. Personal observations, documented observations, and discoveries in the literature all provided an incentive for this investigation. Some systematic observations revealed that academic staff in Nigerian universities are subjected to some unfavourable workplace conditions, even though they are expected to perform well in teaching, publish quality research papers that can contribute to global knowledge and development, and engage in community development services. Major theories have attempted to explain employee productivity in the workplace. Using secondary data, this article explores the Two Factor model by Fredrick Herzberg, the Contingency theory of leadership and the Expectancy theory by Victor Vroom. They were most relevant in associating motivating factors with the work performance of employees in the organisation. The criticisms of each theory have paved the way for theoretical triangulation and, thus, a synthesis of all three theories to explain the work performance of academic staff members in Nigerian universities. The article resolved that incentives are indeed essential in order to increase the performance of academic staff in Nigerian universities.

Accessibility to Tertiary Education Trust Fund (TETfund) and Effect on Academic Staff Job Performance in Southwest Universities, Nigeria

Purpose: The study examined the accessibility to Tertiary Education Trust Fund (TETfund) interventions and its effect on academic staff job performance in universities in Southwest, Nigeria.
 Methodology: Descriptive survey research design was adopted for the study. The population consisted of 11864 Nigeria public universities academic staff. Nine hundred and twenty-seven (927) universities’ academic staff constituted the sample for the study. TETfund Interventions Questionnaire (TIQ) was administered on other academic staff while Academic Staff Job Performance Questionnaire (ASJPQ) was used by Heads of Departments (HODs) to assess the performance of academic staff. The face and content validity of instruments were ensured by experts in test and measurements. The consistency of the instruments was carried out using test-retest method. Coefficients of 0.86 and 0.87 were obtained for TIQ and ASJPQ respectively. Research question was answered using frequency counts and mean. Hypotheses were tested using Pearson Product Moment Correlation coefficient (PPMC). All hypotheses were tested at 0.05 level of significance.
 Results: The results revealed that there was a positive relationship between research, conference, further study grants and academic staff job performance. It also revealed that the universities and the academic staff cannot easily access research grant, conference attendance grant and further study grant that are provided through TETFund.
 Unique Contribution to Theory, Policy and Practice: The study has been able to make case for the review of policy frameworks of TETFund in order to make more impact in the area of knowledge creation and sharing. Furthermore, the interventions that are needed to guarantee optimal outputs from university academic staff were identified.

Testing the validity of academic staff performance predictors and their effects on workforce performance

This study investigated the validity of quality culture (QC) and excellent work culture (EWC) constructs, and their effects on academic staff performance (ASP) mediated by EWC in selected West Malaysian higher education institutions (HEIs). The study included 1,068 faculty members from eight HEIs. The findings showed that QC construct is represented by nine separate elements, whereas two factors index both ASP and EWC. Moreover, the findings established evidence of construct reliability and validity in relation to the elements comprised the three constructs. The findings indicated that quality culture and excellent work culture have direct impact on ASP. The findings also showed that excellent work culture exhibits indirect causal effect on academic staff performance. This empirical study analyzed the mediating effect of EWC on ASP, which has not been extensively examined in the context of Malaysian HEIs.

Organizational structure and Academic staff Performances in Private Universities in Uganda.

The decision to organize and restructure institutions have become crucial due to dynamics of the Academic environment in private Universities. Organizational structure is the most important structural choice a leader must make as it establishes the formal categorization, coordination, and division of work duties in an organization, The authors assert that the organizational structure and level of employees dedication among academic staff members are very crucial. The decision to organize and restructure institutions has become crucial due to the dynamics of the academic environment in private universities. Organizational structure is the most important structural choice a leader must make as it establishes the formal categorization, coordination, and division of work duties in an organization. The authors assert that the organizational structure and level of employee’s dedication among academic staff members are very crucial. The study is aimed at reviewing literature on organizational structure and academic staff performance in private universities in Western Uganda. In order to achieve this, the researcher used ProQuest significantly with the appearance of web-based providers which includes: Science Direct; Web of Science; Em-erald; Google Scholar; Scopus ,Springer; Education Resources Information Centre (ERIC), Tylor and Francis. All the databases were scanned to retrieve the published articles in social science, management education with regard to Organizational structure and academic staff performance in private universities in Uganda. I used a computer laptop and internet gadgets and downloaded 100 articles and some journals related to the research topic under review. Review findings indicate that organizational boundaries and hierarchical layers have a substantial impact on academic staff performance and promote dedication among academic staff members in universities. It was also found that organizational structure and service delivery are positively correlated. On the basis of the literature reviewed, empirical evidence shows that organizational structure has a significant impact on academic staff performance in private universities in Uganda. Keywords: Organizational structure, academic staff performance, private universities

PERFORMANCE EVALUATION: An intervening model of job satisfaction, transformational leadership and career development

This study aims to examine the performance of academic staff through an evaluating model mediation of transformational leadership, career development, and job satisfaction. Recorded, eighty-five respondents have participated in this study to help institutional development. By the assistance of Smart-PLS software to the feedback data, result shows that transformational leadership isn’t significant to performance and job satisfaction, while career development was found significant effect on job satisfaction but not performance. Mediating contribution of job satisfaction stated partial effects on both, but only enhance relationship between career development and performance.