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European Journal of Social Sciences - Volume 2, Number 1 (2006) anomaly and frustration. The lecturers are not happy with their jobs. Labour turnover rates are high, while strike actions are common occurrences. The Guardian Editorial Comment of December, 2003 noted that in the last 20 years, a sizable number of Nigerian academics have migrated abroad in search of greener pastures. Many of them have been absorbed into universities and Centers of Research in Europe, America and the Middle East. Nigerian universities have witnessed a series of industrial conflicts over the failure of the employers to review their conditions of service and the progressive encroachment upon the power and authority of the Governing Council as well as internal day-to-day administration of universities through Government directives (Tamuno, 1990). On the dilemma of the teaching staff, Sanda (1991) observed that lecturers are living under the fear of rationalization, retrenchment or retirement; and they often choose to find their exit before the powers give the marching orders. The reasons advanced for the teachers’ leaving include their increasing pauperization, diminished power and prestige, salaries and conditions of service, which are no more commensurate with their services or contributions. Added to this is the fact that the attributes, which normally keep the academic mind in the universities – rich collection of up to date books and journals in libraries, functional laboratories, bustling seminars, research grants, have all become rare commodities. This brain drain has also been seen as a direct consequence of the failure of Government to provide an enabling environment for scholarship as well as what appears to be an established culture of anti-intellectualism at the highest level. (The Guardian, December 1, 2003). Given this poor state of the Nigerian universities, low morale, poor attitude to work, brain drain, dampened linkage, coupled with the implications of good university education for the country’s future growth and development, there is the need for a study which will examine how university teachers can be motivated in order to prevent high labour turnover in the universities, since high labour turnover is a dangerous instability that threatens the realization of the objectives of research and development, innovation for efficiency, survival, high performance, good will and credibility of an organization, universities inclusive. In the 1960s and 70s, there was no stress, lecturers studied abroad and rushed back home after their studies to take appointments. In recent times however, the opposite is the case. The deteriorating environment, inflation that render salaries useless, the globalization process that has removed geographical barriers among other factors have rendered current motivational factors inadequate in keeping lecturers on their jobs. There is therefore the need to come up with appropriate policies to reduce labour turnover among Nigerian university teachers by studying and understanding how this group of workers can be motivated. Statement of the problem In every organization, there is the need to influence the amount of effort that workers will put into their job for better performance. The problem of how best to motivate individuals to stay-on in the organization to achieve desired objectives of the organization have since attracted the attention of social scientists, and philosophers in different parts of the world. In the past, most managers believed in McGregor’s theory X which says that human beings are inherently lazy, have dislike for work and try to avoid it, avoid responsibilities and only seek security and so they have to be coerced and controlled to get them to put forth adequate efforts towards the achievement of the organization’s objectives. Today, experience has shown that attempts to treat employees like machines will result in voluntary quits and low productivity. In recent years, emphasis have been placed on the important role motivation plays in getting employees to put in their best efforts and various findings have shown that people only put in their best if their needs are met (Aluko, 1998 and 2001, Mullins, 1999 and Lussier, 2000). Management must be aware that employees have their values, attitudes and sentiments that affect their performance to a large extent, and that these values, attitudes and sentiments differ from one employee to another. To understand what motivate the individual worker, management must know their wants, needs and values and so, the factor that will induce people to contribute as efficiently and effectively as possible are those that satisfy their needs. High labour turnover is dangerous as it affects the growth and productivity of an establishment. 4
European Journal of Social Sciences - Volume 2, Number 1 (2006) Scholars believe that a core of experienced workers is necessary for the success of an organization. For experience on the job and in the organization, workers must be stable (Hackett, 1979). If motivation is lacking in any organization, universities inclusive, there will be problems such as: (1) Lack of satisfaction for workers to perform to their full capacity and the organization’s human resources will not be optimally utilized. (2) Lukewarm ness to assigned duties. (3) Organization’s objectives will not be fully realized since there will be poor quality of work. (4) Staff attrition and high rate of labour turnover. Objectives of the study The general objective of the study was to examine critically the effects of motivation on labour turnover among university teachers in Southwestern Nigerian .The specific objectives of the study were: 1) to ascertain the level of voluntary quits in the universities under review. 2) to identify the various motivations strategies available for academic staff in these universities, 3) to examine the adequacy or otherwise of these motivational variables, with a view to minimizing labour turnover in Nigerian universities. Research hypotheses 1. The motivations available for teachers in the Nigerian universities are inadequate for their continued stay in the system 2. There is no significant difference between economic rewards and non-economic rewards as motivational strategies in the Nigerian university system. Methodology The research design The research design for this study is the Ex-post facto design in which the researcher examined the effects of a naturalistically occurring treatment after the treatment has occurred rather than creating the treatment (Ajila, 1996). The study was a systematic empirical enquiry in which the researcher does not have direct control over motivation, since the manifestations have already occurred and thus cannot be manipulated. Sources of data Both primary and secondary data were employed for the study. The primary data were obtained through a structured and pretested questionnaire administered on respondents between January 2003 and October 2003. Secondary information was obtained from books and journals, annual reports and bulletins on university management, newspaper extracts, governments publications, previous related research works and university records. Population and Sample The study focused on four of the ten existing public universities in the southwestern zone of Nigeria. Public universities were used because private universities were just springing up in the country as at the time of study. Of the ten public universities, five were federal and five were state universities. Two federal universities and two state universities were therefore selected for the study, using a sampling fraction of 40%. The two federal universities are: Federal University of Technology Akure (FUTA) 5
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