EFFECT OF VITAMINS C AND E INTAKE ON BLOOD ... - EuroJournals

European Journal of Social Sciences - Volume 2, Number 1 (2006)
Table 2: The sample size
Universities Number Sample fraction
FUTA 35 11%
OAU 212 21%
OOU 61 11%
LAUTECH 134 36%
Total 442 20%
Source: Field Survey 2003.
Research Instrument
A two part, twenty-one item, self - administered questionnaire was the main instrument used.
As the questionnaire had never been used previously, its face and content validities were ensured by
experts in the field of organization behaviour and thereafter pretested, yielding a reliability coefficient
of 0.91. Part A of the instrument provided demographic information of respondents. Six classification
data variables were tested using a nominal scale of measurement. Part B contained a number of
statements on job motivation (the explanatory or independent variable) and the extent to which these
motivational factors motivate lecturers’ continued stay on the job. The type of ordinal scale used is a
five point Likert-type rating scale. The dependent variable-voluntary labour turnover between 1993 and
2002 was measured using the U.S labor department formula:
Number of employees that left during the year x 100
Total number of employees at mid. year
Results and discussion of results
Descriptive statistics
Table 3 (on page 17) provides descriptive statistics of part A of the questionnaire (classification
data). From the table, it is evident that the majority of respondents (79%) fall in the 30-49 age
categories. The majority of the respondents (83%) were male, which is representative of the
demographics of the male/female ratio of university lecturers in Nigeria. In all, there were 2268
lecturers in the four sampled universities, 1902 (84%) were male while 366 (16%) were female
(Ologunde 2003). The majority of respondents were married (85%), while only 15% were not married.
It was also discovered that majority of the respondents (78%) were recently employed showing that
most of the old hands have left probably because of poor motivation. This also corroborates the fact
that 59% of the lecturers were in the junior cadre (L II and below) being recently recruited.
Table 4 (on page 18) provides descriptive statistics of part B of the questionnaire. The measure
of central tendency used was the analysis of the mean values of the motivational factors. The lowest
mean scores were (1.85), indicated by welfare and 1.89 by work environment, while the highest mean
score was (2.61) by challenging job. The measure of dispersion used was the standard deviation (SD).
The lowest SD (0.915) for work environment, 0.929 for welfare and 0.940 for salary indicated that
respondents did not vary too much in their responses regarding these factors. The highest SD (1.28) for
domestic reasons indicated that respondents varied in their responses towards this factor. All the
motivational factors examined scored below 70%. Their adequacy in keeping lecturers on their job was
therefore generally low and hence hypothesis 1 was accepted.
Table 5 (on page 18) shows the calculated voluntary quits level in the sampled universities. It is
observed that the turnover rate was relatively higher between 1993 and 1999 in all the sampled
universities. The reason for this cannot be far fetched from the increase in salary in 1999 that saw
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