Sociological application of behavioural theories to work performance of academic staff in Nigerian universities

Segilola Yewande Oladejo, Ademolu Oluwaseun Adenuga
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引用次数: 0

Abstract

Several authors have researched workplace circumstances and employee performance in organisations. Personal observations, documented observations, and discoveries in the literature all provided an incentive for this investigation. Some systematic observations revealed that academic staff in Nigerian universities are subjected to some unfavourable workplace conditions, even though they are expected to perform well in teaching, publish quality research papers that can contribute to global knowledge and development, and engage in community development services. Major theories have attempted to explain employee productivity in the workplace. Using secondary data, this article explores the Two Factor model by Fredrick Herzberg, the Contingency theory of leadership and the Expectancy theory by Victor Vroom. They were most relevant in associating motivating factors with the work performance of employees in the organisation. The criticisms of each theory have paved the way for theoretical triangulation and, thus, a synthesis of all three theories to explain the work performance of academic staff members in Nigerian universities. The article resolved that incentives are indeed essential in order to increase the performance of academic staff in Nigerian universities.
行为理论在尼日利亚大学学术人员工作绩效中的社会学应用
几位作者研究了组织中的工作环境和员工绩效。个人观察、记录观察和文献中的发现都为这项调查提供了动力。一些系统的观察显示,尼日利亚大学的学术人员受到一些不利的工作条件的影响,尽管他们被期望在教学方面表现良好,发表可以为全球知识和发展做出贡献的高质量研究论文,并从事社区发展服务。主要的理论都试图解释员工在工作场所的生产力。本文利用二手数据,探讨了弗雷德里克·赫茨伯格的双因素模型、领导权变理论和维克多·弗鲁姆的期望理论。在将激励因素与组织中员工的工作绩效联系起来方面,它们是最相关的。对每一种理论的批评都为理论三角化铺平了道路,因此,这三种理论的综合解释了尼日利亚大学学术人员的工作表现。这篇文章认为,为了提高尼日利亚大学学术人员的绩效,激励措施确实是必不可少的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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