TABLE OF CONTENTS
Title Page
Approval Page
Certification
Dedication
Acknowledgements
Table of Contents
List of Tables
List of Figures
Abstract
CHAPTER ONE: INTRODUCTION
Background of the Study
Statement of the Problem
Purpose of the Study
Research Questions
Hypotheses
Significance of the Study
Scope of the Study
CHAPTER TWO: REVIEW OF RELATED LITERATURE
Conceptual Framework
Concept of Librarianship
Concept of Enrichment Strategies
Concept of Job Satisfaction
Theoretical Framework
Maslow’s hierarchy of needs
Herzberg’s motivator-hygiene theory
Hackman and Oldham’s job characteristics model (theory)
Review of Empirical Studies
Summary of Literature Review
CHAPTER THREE: RESEARCH METHODS
Design of the Study
Area of the Study
Population
Sample and Sampling Techniques
Instruments for Data Collection
Validation of the Instruments
Reliability of the Instruments
Method of Data Collection
Method of Data Analysis
CHAPTER FOUR: RESULTS
Research Questions
Testing of Hypotheses
Summary of Findings
CHAPTER FIVE: DISCUSSION OF RESULTS, CONCLUSION, RECOMMENDATIONS AND SUMMARY
Discussions
Conclusion
Implication of the Study
Recommendations
Limitations of the Study
Suggestion for Further Study
Summary of the Study
References
Appendices
ABSTRACT
This study investigated the influence of enrichment strategies on job satisfaction of academic librarians in universities in South-South, Nigeria. The basic five enrichment strategies of Job Characteristics Model (JCM) examined were skill variety, task identity, task significance, autonomy and feedback. The population of the study consists of 224 academic librarians in eight universities owned by governments; Federal and State, andin the 2012/13 academic session. Sample size was all 224 academic librarians. The researcher used proportionate stratified random sampling techniqueand ex post facto design for this study. Three instruments, namely; Librarians’ Enrichment Strategies
Questionnaire (LESQ), Librarians’ Job Satisfaction Questionnaire (LJSQ) and
Librarians’ Enrichment and Satisfaction Interview (LESI)were used for the study. The
LESQ and LJSQconsisted of 40 and 12 items respectfully. Also, the LESI is consisting of
18 structured interviews conducted on the eight university librarians seeking in depth opinions, ideas and meanings they attached to job enrichment strategies. Chronbach’s co-efficient alpha analysis establishes the reliability of LESQ and LJSQ at 0.73 and 0.71 respectfully.The strategies were analyzed thus; skill variety 0.72, task identity 0.73, task significance 0.79, autonomy 0.76, and feedback 0.75.Six research questions and five corresponding null hypotheses (question one to six) were formulated and tested at 0.05 levels of significance. Research question one to six wereanalysed with mean and standard deviation scores comparing the influence on academic librarians in Federal and State universities. The grand mean scoreresults show as follows; skill variety(Fed.&Stat;2.66), taskidentity(Fed.&Stat;2.70),tasksignificance(Fed.&Sta;.2.78),autonomy(Fed.&Stat;2.55) and feedback(Fed.&Stat;2.76). These were all greater than the cut-off mean of 2.50. This implies a positive influence of enrichment strategies on job satisfaction. T-test analysis was used for the six hypotheses. All the null hypotheses were retained. The hypotheses analysed show t-calculated and t-critical values on the strategies as follows; skill variety 4.926:1.960,task identity 1.388:1.960,task significance 1.440:1.960, autonomy 5.330:1.960and feedback 0.499:1.960.They were all retained because the t- calculated values were greater than their t- critical values at 0.05 alpha levels with 222 degrees of freedom.These found values enhanced the comparison between federal and state academic librarians. Nonetheless, there was little or no significant satisfaction difference between them. The findings in this study revealed that each of the enrichment strategies had significant influence on job satisfaction of the academic librarians. The researcher therefore made some recommendations namely; that University librarians should sustain the use of enrichment strategies to empower academic librarians to enhance their personal growth, meaningful work experience, commitment and work output. Academic librarians should be provided with relevant professional education; possibly through formal education, attendance of workshops, conferences and seminars. This will give them the required competence and organizational support to practice their (career), have the needed and deserved job satisfaction.
CHAPTER ONE
INTRODUCTION
Background of the Study
Happiness and reward from work itself is obtainable from enriched jobs. Workers want to be doing jobs where such a job empowers them, giving motivation and satisfying their needs. Many authors have defined job in varying ways. For instance,Kumari (2013) opined that “a job can be defined as group of homog eneous tasks related by similarity of functions performed by an employee in an exchange for pay; a job consists of duties, responsibilities, and tasks”.Jobs that offer worker s’ desire to satisfy higher level needs such as recognition for doing a good job, with visible achievement and the opportunity for growth and responsibility do come by as a result of job design. Ali and Aroosiya (2013) opined that “job design is the most important function of human resource management(HRM)”. It involves the designing of contents, methodsand functions of job which require that the work itself must be well structured and broken into bits that are definite, worthy of challenges, satisfaction and motivation.
Furthermore, job design simply means thestructuring of work into units with inherent potentials that empowers and motivates the worker in an organization. Job design is defined by Patha (2002) as “the functions of arranging task , duties and responsibilities in an organizational unit of work”. SmallBizconnet.com (2 013) asserts that for many people, job design is as important as fair remuneration in motivating employees to be more effective. There are possibilities that an employer may incorrectly assume that money is the sole motivator for their employees. Diverse views on money being a sole factor of motivation cannot over shadow job design prospects yet money is one of the motivators as well as it is needed to satisfy most basic needs.The study of Thapisa (1993) has revealed the importance and need of job enrichment in influencing job satisfaction. He found out that to motivate....
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