REWARD AND JOB PERFORMANCE AMONG LIBRARIANS IN UNIVERSITY LIBRARIES IN DELTA STATE

Аннотация

This study investigated Reward and Job Performance among Librarians in University Libraries in Delta State. The study is grounded in the observation that librarians' job performance, encompassing cataloguing, assisting users, and managing collections, is integral to academic excellence but faces challenges in Delta State. The specific objectives were to examine existing reward systems, assess the level of rewards and job performance, identify challenges, and explore solutions for effective reward systems. A descriptive survey design was employed, targeting 134 librarians from 11 universities in Delta State, comprising 7 public and 4 private institutions. The entire population served as the sample size due to its manageability. Data collection was conducted using a validated questionnaire with a Cronbach Alpha reliability coefficient of 0.86. Descriptive and inferential statistical methods were applied to analyze the data collected from the respondents. A total of 118 out of the 134 copies of the questionnaire administered were completed, yielding a response rate of 88.1%. Findings revealed the existence of reward systems such as verbal praise (x̄ = 3.31), professional development (x̄ = 2.85), and job security (x̄ = 2.62). However, tangible rewards like bonuses were limited (x̄ = 2.42). The aggregate mean for rewards was 3.28, indicating a high level of recognition and its positive impact on job satisfaction, motivation, and performance. Librarians demonstrated commendable job performance, with high means for time management (x̄ = 3.58) and task completion (x̄ = 3.51). Challenges included inadequate funding (x̄ = 3.58), lack of standardized criteria (x̄ = 3.29), and resistance to change (x̄ = 3.04). A significant positive correlation (r = 0.873, p < 0.05) was found between reward systems and job performance. The study recommends expanding tangible rewards, establishing structured recognition programmes, and addressing funding issues. It contributes to knowledge by affirming the impact of reward systems on job performance and highlighting challenges in implementation.