THE INFLUENCE OF HOME FACTORS AS CORRELATES OF STAFF JOB PERFORMANCE
Abstract
The purpose of this study was to investigate the impact of home factors on the job performance of academic staff at the University of Lagos. To provide direction for the study, five research questions and five null hypotheses were proposed. The study employed a descriptive research design.
To assess the respondents’ opinions, a modified version of an instrument used by other researchers was used. Data from 50 participants were analyzed using the mean and Chi-square statistical tools, and hypotheses were tested at the 0.05 level of significance.
The findings indicate that marital stability, family income, health status of family members, and home size all have a significant impact on the job performance of University of Lagos academic staff. It is concluded that marital stability affects the job performance of University of Lagos academic staff; family income and financial status affect the job performance of University of Lagos academic staff; and the health status of family members, as well as academic staff, can affect job performance.
The study concluded that academic staff should be given adequate time to spend with their family members in order to reduce marital instability; adequate financial compensation should be provided for University of Lagos academic staff in order for them to perform their jobs adequately;
and academic staff should reduce the number of children they have in order to be financially stable. It is also suggested that a study be conducted on the relationship between home factors and academic staff commitment at the University of Lagos.
CHAPTER ONE
INTRODUCTION
The Study’s Background
The primary goals of universities around the world are to impart knowledge and produce sound intellectuals through teaching, research, and community service. Qualified and competent academics are used to effectively deliver these objectives.
Academic staff, on the other hand, can only achieve peak performance if they are sufficiently motivated, assuming that the issue of competence is taken for granted. As a result, effective job performance by academic staff can only lead to the achievement of the broad goals for which universities are established.
According to Fabunmi (2005), the success of the university system is dependent (not entirely) on various environmental factors such as available infrastructure, school location, classroom condition, architectural design of the school, availability of standard library for studies and research, and so on.
She also stated that the condition of any university employee’s home is critical in obtaining optimal performance from the employee.
An employee’s home can be viewed in terms of the physical and psychological condition of the house or location where the employee lives. This has to do with the employee’s relationship with family, friends, and the community. Albert (2008) defined home as a broad term that encompasses all activities performed outside of the workplace.
He believed that the environment in which the employee lives, the people he lives with, the experience with neighbors, the welfare of in-laws, friends, and even where he worships are all part of one’s journey to the workplace, as some religious beliefs have a significant influence on workplace practices.
However, according to Voydancoff (2008), meeting the often incompatible demands of family and work may result in family-work conflict. Working long hours, for example, may prevent adequate performance of family responsibilities.
Employee position in the family, marital status, marital expectations, for example, when an employee has a problem with child bearing, all of these can have a psychological impact on the employee and are factors that frequently cause frictions between home and work.
According to Jokotoye (2001), some parents often frown on their daughters’ desire to obtain a doctorate degree, which would improve their performance at work, because they believe that men will be intimidated by their daughters’ achievement and they will be unable to find a husband. Illness of a family member may also interfere with work, as illness of a child may prevent one from attending work or cause one to lose concentration at work.
Job performance refers to an employee’s ability to provide the services for which he is compensated in an efficient and effective manner. According to Lombardi (2012), the price of success is hard work, dedication and commitment to the task at hand, and determination that whether we win or lose, we have given our all to the task at hand.
Organizational performance is defined as an employee’s desire and ability to remain committed to the task agreed upon and assigned while diligently carrying out those tasks at no additional cost to the employer.
While job commitment is a bond that binds the employee to the job, job performance can be defined as the ability to provide the service effectively and efficiently. Meyer and Allen (1997) divide employee performance into two categories, one for Job Effective Performance and another for Normative Way of Performance.
According to Adams (2004), employees who are not performing well in their jobs may feel as if they are treating their employers unfairly, and some may eventually engage in withdrawal behavior, which is a set of actions employees take to avoid the work situation-behavior that may later result in quitting or being fired.
Individual psychological and physical contributions to the job are referred to as job performance. As a result, it is necessary to improve what employees contribute in the workplace in order to maximize resource utilization.
Rogers (2000), on the other hand, advocated that one should never continue in a job in which one feels underperforming; if one is unhappy with one’s performance and what one is doing, one will not have inner peace. Meyer (2012) believes that performance is never an accident.
It is always the result of a dedication to excellence, astute planning, and concentrated effort. According to Lombardi (1997), the quality of a person’s life is directly proportional to their excellent performance, regardless of their chosen field of endeavor.
However, due to the policy of university site location in Nigeria, various researchers (Adigun, 2011; Fashina, 2009; and Odedina, 2007) have frequently reported accommodation problems as one of the problems confronting Nigerian lecturers.
Some of those interviewed by Fashina expressed regret that their family members live far away and that they must travel from time to time to ensure that various family responsibilities are met. As a result, Desmond (2009) and Orji (2007) established a link between home environment and job performance.
It is argued that an employee’s home environment influences his attitude and effort toward the job, which in turn influences their job performance. This study is based on the extent to which this could be applied to job performance in a formal school setting. In light of the foregoing, the study sought to determine the impact of marital stability, family size, family income, and family members’ health status on staff job performance at the University of Lagos.
STATEMENT OF THE PROBLEM
In Nigeria, the number of university academic staff has increased dramatically over the last two decades. Unlike in the past, the Nigerian university system now produces a large number of seasoned academic staff, many of whom now ply their trade abroad as a result of global recognition. Some academic staff at Nigerian universities have also received honors and made the country proud.
However, the lecturers’ contributions have not been well received by parents, students, or the government. Parents and students frequently argue that university academic staff are unpatriotic and self-centered, believing that instead of university lecturers focusing on their primary assignment, they shuttle from one private university to another for part-time jobs, causing their primary job to suffer.
However, home factors such as stress, family income, marital stability, and health status have frequently been blamed for their attitude toward their job performance. In light of this, the researcher believes it is necessary to investigate whether family income, marital stability, family health status, and family size can affect the job performance of the academic staff at the University of Lagos.
The Study’s Purpose
The overall goal of this research is to look into the impact of home factors on academic staff job performance at the University of Lagos. To that end, the study intends to:
1. determining the impact of marital stability on academic staff job performance
2. researching the impact of family income on academic staff job performance
3. Determine whether the health status of family members has any effect on academic staff job performance.
4. determining whether the size of a home affects academic staff job performance.
Research Issues
The research answers the following questions:
1. Will marital stability have an impact on academic staff job performance?
2. Does family income have an impact on academic staff job performance?
3. Does the health of family members have an impact on academic staff job performance?
4. Does the size of one’s home have an effect on the job performance of academic staff?
Hypotheses for Research
To guide the study, the following hypotheses are developed at the 0.05 level of significance:
Ho1: Marital stability has no significant influence on the job performance of academic staff at the University of Lagos.
Ho2: Family income has no significant influence on the job performance of academic staff at the University of Lagos.
Ho3: The health status of family members has no significant influence on the job performance of University of Lagos academic staff.
Ho4: There is no significant influence of home size on job performance among academic staff at the University of Lagos.
The Importance of Research
The findings of this study are expected to serve as a positive contribution to academic staff employers at various universities in discovering the role of home on academic staff job performance, and they are expected to use this study as a basis for staffing processes in federal, state, and private owned universities, and it will also help them in making staffing policies that will help them adequately provide for the welfare of prospective lecturers so that they can perform their job.
This study will serve as a resource for other researchers who are looking for answers to questions about academic staff job performance. It will also assist policymakers in making appropriate provisions for academic staff in order to improve their performance.
The study will also enlighten university academic staff on how to make adequate provision for their family members so that they are not affected by home pressure, which can affect their job performance.
The Study’s Scope and Limitations
This study focuses solely on the impact of home factors on academic staff job performance at the University of Lagos. The research looks at family income, health status, home size, and how marital stability (or lack thereof) affects academic staff performance. The study was limited to a small number of academic staff at the University of Lagos, but primary sources of data were also available.
Term Definitions
The following terms have been operationally defined:
Job performance refers to one’s ability to perform well on the job.
Environmental Factors: These are facilities such as infrastructure, school location, classroom condition, and school architectural design.
Home: This refers to the employee’s finances, marital stability, family, and friends, all of which have an impact on them outside of the workplace.
Employee’s position in the family: This refers to whether or not the employee is the first or last born. Firstborn children are sometimes burdened with greater financial responsibility.
Marital stability: This refers to an employee’s marital experiences. Employees who have marital insecurity or failure are thought to sometimes duel on the failure of the marriage.
Family income is the amount of money that is deposited into a family account. Too much reliance on a fixed income can sometimes reduce the family’s savings.
Health status: This refers to the medical well-being of the entire family. One’s disposable income will be affected by the amount of money and time spent in a hospital or clinic.
Home size: The number of people who live with an employee. They can be either dependents or self-sufficient. The greater the number of dependent people in a family, the lower the family’s per capital income.
Effective Performance: This is the ability to complete a specific task.
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