ABSTRACT
This research project aimed to critically examine the level of job satisfaction of Library staff of Kwame Nkrumah University of Science and Technology and its influence on their job performance.The data used for this study were collected from all the library staff of the Kwame Nkrumah University of Science and Technology (KNUST) totally 102, and comprising of 18, senior members, 53 senior staff and 31 junior staff.Results of an ANOVA and Pearson Correlation test showed some moderate levels of relationship between demographic variables (age, gender, qualification, marital status and a number of years served) and the level of job satisfaction. The general demographic predictors however had significant correlations with organizational commitment. In addition, the ANOVA test revealed an overall statistical significance between the demographic variables (age, gender, qualification, marital status and number of years served) and the level of job satisfaction. The test ranked the motivator factors in this order from highest to lowest for the staff; growth, advancement and acknowledgment, accomplishment, kind of obligation, and the work itself. The study concluded that staffs of academic library were generally satisfied with their work. The study however recommended that the management of the academic libraries should pay more attention to rank advancment procedures and also improvement of working conditions as the level of staff satisfaction levels tend to decreased with time due when expectation in respect to the factors are not met.
CHAPTER ONE
INTRODUCTION
Background of Study
In this era, there is high competition among organizations to attract more customers in order to achieve higher profit by ensuring that quality goods and services are provided. One of the ways adopted by organizations to aid them in the attainment of their goals is to inspire their workers to put forth a strong effort. Motivation has been the driving force by which individuals achieve their goals or work at a job and this differs from one person to the other. Some are propelled to work by great clean factors such as organizational approaches, supervision, relational connections, status, working conditions, security and pay (Luthans, 2008) whiles others are motivated to work because of survival. He further recognizes that factors that influence library representatives as individuals can influence their presentation as a specialist organization too. Also, Koustelios and Tsigilis (2005) conducted research among Greek librarians in which the respondents showed that they were happy with their employments despite the fact that they communicated disappointment with pay and advancement approaches. They indicated that job satisfaction could not be limited to salaries and promotions.
A ‘job’ is any work-related activity performed by a solitary individual or a blend of people in trade for or desire for compensation (Somvir and Kaushik, 2012). In the same vein, they define satisfaction as the manner in which a person evaluates his/her feelings about the quantity of mental gladness, relations, people, remuneration and events associated with a job. Gamlath and Kaluarachi (2014) also explain job satisfaction to be the degree to which workers decidedly or adversely assess their activity and the rate at which their underlying desires are met. Job
satisfaction is commonly recognized as an essential element for individual satisfaction in doing
one’s obligations. Job satisfaction in the university context is conceptualized to mean the degree of uplifting mentality that a custodian shows when playing out his/her obligations in the college library and the rate at which his/her fundamental needs are met by the businesses. It is intriguing to take note of that if bookkeepers are all around provided food for by the college experts in there by giving them due acknowledgment for an occupation all around done, setting up a decent authority style for the organization of the college library combined with a vocation advancement, open door for custodians to upgrade, advancement of their administrative aptitudes, and favourable workplace just as improved compensations (great pay rates and wages), their degree of efficiency will be incredibly improved based on what is by and by existing in most Ghanaian state funded colleges.
Thus, job satisfaction can enhance the efficiency of workers in any association, particularly in the state funded college libraries as a fulfilled specialist for an upbeat and beneficial worker. Contrarily, a disappointed specialist will either leave his or her arrangement from the association or establish an irritation to the association and this will empower wastefulness and low profitability or duty (Ademodi and Akintomide, 2015). According to Vijayabanu and Swaminathan (2016), it is in this manner convenient for each director to step up to the plate in discovering those variables that improve work fulfilment of the subordinates so as to support profitability and upgrade maintenance of the accomplished workforce in the association.
Libraries are established to provide information resources and services to meet users‟ information needs. The reason for a library is vanquished if its clients are not happy with the assets and administrations it gives (Adeniran, 2011). Libraries are administration arranged associations set up for the arrangement of pertinent data assets and quality administrations to meet their users‟ data needs. Sowole (1995) noticed that clients are depicted as the raison
(purpose behind presence) of the library. Meeting the data needs of clients requires the arrangement of the real data assets and administrations that will fulfill the necessities of clients.
Simmonds and Andaleeb (2001) contended that giving quality services in academic libraries is currently a significant issue among academic curators; they see the library more as far as the arrangement of and access to support quality than as only a physical spot. Innovation and mechanization have additionally changed the manner in which individuals see libraries. Thus, the jobs of libraries and administrators themselves have been reexamining their job as reflected in numerous writings. They stress the arrangement of good library administration as more essential to the clients than the simple physical library building.
