TABLE OF CONTENTS
Table of Contents
Abstract
Table of Contents
Abbreviations
Operational Definition of Terms
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Research Hypotheses
1.6 Basic Assumptions
1.7 Significance of the Study
1.8 Scope of the study
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Introduction
2.2 Concept of Conditions of Service
2.2.1 Job Performance
2.2.2 Retention
2.2.3 Teacher Retention Strategies
2.2.4 Retention Strategies in Lagos State Civil Service
2.2.5 Secondary Education and Its Objectives
2.3 Theoretical Framework
2.3.1 Abraham Maslow‘s Hierarchy of Need Theory
2.4 Impact of Salaries and other Allowances on the Job Performances and Retention of Teaching and Non- Teaching Staff in Secondary Schools
2.5 Impact of Promotion on the Job Performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools
2.6 Impact of Fringe Benefit on the Job Performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools
2.7 Impact of Welfare Services on the Job Performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools
2.8 Impact of Staff Development on the Job performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools
2.8.1 Types of Staff Development (Training)
2.9 Impact of Retirement Benefits on the Job Performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools
2.9.1 Prompt Payment of Retirement Benefits
2.9.2 The New Pension Reform Act of 2004
2.10 Empirical Studies
2.11 Summary
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research design
3.2 Population of the study
3.3 Sample and Sampling Techniques
3.4 Instrumentation
3.5 Validity of the instrument
3.6 Pilot Study
3.7 Reliability of the instrument
3.8 Procedure for Data Collection
3.9 Method of Data Analysis
CHAPTER FOUR: PRESENTATION, INTERPRETATION AND DISCUSSION OF DATA
4.1 Introduction
4.2 Demographic Characteristics of Respondents
4.3 Interpretation and Presentation of Tables
4.3.1 Opinions of Respondents on the Impact of Salaries and other Allowances on Job Performances and Retention of Teaching and Non-Teaching staff in Secondary Schools in Lagos State
4.3.2 Opinions of Respondents on the Impact of Promotion on the Job Performances and Retention of Teaching and Non-Teaching staff in Secondary Schools in Lagos State
4.3.3 Opinions of Respondents on the Impact of Fringe Benefits on Job Performances and Retention of Teaching and Non-Teaching
Staff in Secondary Schools in Lagos State
4.3.4 Opinions of Respondents on the Impact of Staff Development on the Job Performance and Retention of Teaching and Non-teaching Staff in Secondary Schools in Lagos State
4.3.5 Opinions of Respondents on the Impact of Welfare Services on the Job Performances and Retention of Teaching and Non Teaching staff in Secondary Schools in Lagos State
4.3.6 Opinions of Respondents on the Impact of Retirement Benefits on Job Performances and Retention of Teaching and Non-Teaching Staff in Secondary Schools in Lagos
State
4.4 Hypotheses Testing
4.4.1 Hypothesis One
4.4.2 Hypothesis Two
4.4.3 Hypothesis Three
4.4.4 Hypothesis Four
4.4.5 Hypothesis Five
4.4.6 Hypothesis Six
4.5 Summary of Hypotheses Testing
4.6 Summary of Major Findings
4.7 Discussion of the Findings
CHAPTER FIVE: SUMMARY, CONCLUSION, RECOMMENDATIONS
5.1 Introduction
5.2 Summary
5.3 Conclusion
5.4 Recommendations
5.5 Suggestions for Further Studies
References
Appendices
ABSTRACT
This research work investigated the opinions of principals and teachers on the impact of conditions of service on the job performance and retention of teaching and non-teaching staff in secondary schools in Lagos State. The research was aimed at seeking the opinions of principals and teachers as well as the officers of Ministry of Education. The Objectives of the study was to determine the opinions of principals and teachers on the impact of salaries and other allowances, promotion, fringe benefits, staff development, staff welfare services and retirement benefits on the job performance and retention of teaching and non teaching staff. A total population of 9,936, which comprised of all teaching and non-teaching staff under study were considered. A total of 222 questionnaires were distributed to the targeted staff with only one hundred and eighty (180) respondents. The sampled size were randomly selected by a simple random sampling technique and multi- stage cluster sampling technique. A descriptive survey research design was adopted for the study. The data used for the study were obtained by the use of questionnaire developed by the researcher and validated by experts in Educational Administration and Planning of Ahmadu Bello University. The questionnaire was subjected to a pilot study conducted in some senior secondary schools in Epe Local Government Area of Lagos State and reliability coefficient was 0.94. Six research questions on what are the opinions of principals and teachers on the impact of salaries and other allowances, promotion, on the job performance and retention of teaching and non teaching staff in secondary schools in Lagos State were answered while Six null hypotheses formulated stated that there is no significant difference in the opinions of principals and teachers on the impact of salaries and other allowances, promotion, on the job performance of teaching and non teaching staff in secondary schools in Lagos State were tested using Chi Square Statistical Analysis. Findings indicated that all the Six Null hypotheses formulated were rejected, that shows that there was significant positive impact of prompt payment of salary, regular promotion, fringe benefits, regular staff development, adequate welfare services and access to retirement benefits on teaching and non teaching staff job performance and retention. Conclusions were made and recommendations were proffered such as paying teachers salary promptly, ensuring regular promotion as at when due, staff need to be sensitized and educated with regard to the purpose and use of pension benefits. A policy could be implemented to allow teachers to borrow a certain percentage from their pension to ease their financial burden. Finally, suggestions were proffered for further studies such as similar studies be conducted on the opinions of primary schools teachers in Lagos State.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Education is the bed-rock of any nation‘s defense. Education is that process that helps to develop the whole man physically, mentally, socially and technologically to enable him to function effectively in any environment in which he may find himself. (Federal Republic of Nigeria, 2009). Ogundele, (2000) observed that no nation rises above the level of its education and no educational system outgrows the quality and status of its teachers. Nakpodia, (2006) observed that in any educational arrangement, the success lies in the commitment of the teachers. Therefore, the relevance of job satisfaction and motivation are very crucial to the long-time growth of any educational system around the world. Teachers are expected to render a very high job performance. And the Ministry of Education is always curious regarding the job performance of its teachers. Also, the Ministry of Education demands a very high measure of loyalty, patriotism, dedication, hard- work and commitment from its teachers. (Ubom & Joshua, 2004). Unsatisfactory working condition and conditions of service which are the major contributory factors that are militating against the enhancement of teachers‘ effectiveness in their performance of duties. Factors such as inadequate fringe benefits, delay in the payment of retirement benefits, irregular staff promotion or non promotion at all, denial of rights of workers, delayed and unpaid salaries and allowances resulting in incessant industrial disputes and strikes, lockouts and academic dislocation. These issues must have contributed to the mass exodus of secondary school teaching staff into more viable organizations Some leave either for politic or what they called a more lucrative job where conditions of service is.........
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