Thesis Abstract

Human capital is a key success factor in any organisation. Dissatisfied and unhappy staff may not perform maximally, and this could affect an organisation’s products and services. This is why the general opinion that job satisfaction of library staff in private university libraries in Nigeria was low and that their turnover intention was high has been a cause for concern. This study examined the extent to which leadership style, organisational culture and staff motivation correlated with job satisfaction and turnover intention in private university libraries South-West, Nigeria.

Survey research design was adopted. The population consisted of all the 361 library staff in the private university libraries in South-West, Nigeria. Total enumeration was used. The research instrument used was a validated questionnaire. The Cronbach’s alpha reliability coefficient for the constructs ranged from 0.72 to 0.88. A response rate of 84.5% was achieved. Data were analysed using Pearson Product Moment Correlation and Multiple Regression.

Findings revealed a significant relationship between leadership style and job satisfaction (r = 0.028, p < 0.05); leadership style and turnover intention (r = – 0.044, p < 0.05); organizational culture and job satisfaction (r = 0.009, p < 0.05); organisational culture and turnover intention (r = 0.018, p < 0.05); staff motivation and job satisfaction (r = 0.036, p < 0.05), as well as staff motivation and turnover intention (r = -0.009, p < 0.05). The study further showed that leadership style, organisational culture and staff motivation significantly influenced job satisfaction (Adj. R2 = 0.33; F(3.301) = 49.932; p < 0.05,). Similarly, leadership style, organisational culture and staff motivation significantly influenced turnover intention (Adj. R2 = 0.65; F(3.301) = 188.194; p < 0.05).

The study concluded that leadership style, organisational culture and staff motivation contributed significantly to the low level of job satisfaction and high level of turnover intention of library staff in private university libraries in South-West Nigeria. It is recommended that library management should be more democratic in their leadership style, a culture of employee involvement should be improved on, and extrinsic motivational strategies such as job security, payment of allowances should be put in place. This would increase the job satisfaction and reduce turnover intention of the employees in private university libraries.

Keywords Leadership style, Organisational culture, Staff motivation, Job satisfaction, Turnover intention 

Thesis Overview