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European Journal of Social Sciences - Volume 2, Number 1 (2006) academic staff earning more than thrice their former salaries. This supports the assertion in literature that economic rewards like increased salary is one of the factors in the employment situation that motivate people to stay on in their jobs and that manipulations of rewards have been found to affect the level of labor turnover (Ronen, 1978 and Fapounda, 1980). From 2002, labor turnover has started to increase again because after some time, salary will no longer motivate as needs and expectations will keep on increasing and also the situation of galloping inflation in Nigeria continue to neutralize the effects of increased salaries. The fluctuating nature of the voluntary quit rate could also be adduced to the unstable nature of the Nigerian economy. Furthermore, Nigerian lecturers are still not satisfied with their salaries, feeling that their salaries are not fair reward for their inputs (efforts, experience, intelligence etc) especially when compared with others in the private sectors, politicians and their colleagues outside the country. This feeling is supported by the equity theory of motivation usually associated with the works of Adams, (1963), Steers and Porter (1991) and Lussier (2000). The turnover level in the state universities were however higher than what was obtained in the federal universities, for example, in 2002, the rate was 0.8% at OAU but 4% at LAUTECH, In 2001, it was 0.6% at OAU but 1.7% at LAUTECH etc. This shows that in spite of the fact that the same salary structure obtains, lecturers in the state universities were generally more dissatisfied with their work and tend to look out for better jobs. This shows further that there are more to job satisfaction than monetary rewards or other incentive systems. One major factor that comes out vividly from an interview with a lecturer at OOU is the physical working environment factor. The lecturer in question did not like the environment but stays on because he couldn’t get any better offer. He, like many others, goes to work three times a week and lives in Ibadan, a city quite far from the town the University is situated. This can also be attributed to the fact that houses were not provided for lecturers on campus. Previous studies (Dalton and Tudor, 1993; Randall, 1990; Somers, 1995; Lee et al, 1992; Greenberg and Baron, 1997; Lussier, 2000; and Behrend, 1953) support this view. These studies found factors outside the employment situation that affect labour turnover to include distance of places of origin from places of employment, conditions of journey to work, rural urban origin, general economic condition of the area, reputation of the employing organization in the wider society, commitment and job satisfaction. This further corroborates the fact that experience has shown that people who work in the rural areas and have to travel long distances on bad and dangerous roads tend to seek alternative appointment and quit as soon as possible. Hypotheses testing The T-test for the effect of motivational factors on lecturers continued stay in the university system is shown on table 6 below. The motivational factors were grouped into two, economic (1) and noneconomic (2) variables. Table 6: T-test for the effect of motivational factors on lecturer’s continued stay in the universities Group statistics Non-economic Economic variable Variable N Mean SD Std error 1 6 918.5000 99.1902 40.4942 8 mean 2 9 981.667 96.677 32.2258
European Journal of Social Sciences - Volume 2, Number 1 (2006) Independent samples test Levene’s test for Econo mic variable Equal variance assumed Equal variance not assumed Source: Field Survey 2003 equality of variance F .075 Sig. .788 T -1.227 t-test for equality of Nigeria’s developmental pace seems rather slow and the universities which should be the place to prepare the nation for the expected leap forward is ill prepared. This is due partly to the low morale of the teachers, which in turn has increased the rate of labour turnover in the system. Lecturers’ will put in their best when the work environment is conducive; there are good welfare packages like good houses, true free medical facilities, training and development opportunities and other fringe benefits. The absence of these will lead to frustration and eventual leaving. Based on the findings of the study, the following recommendations were made to increase lecturers’ motivation and reduce their turnover rate for the Universities to attain a reasonable level of effectiveness and efficiency. 9 Df 13 means Sig 2- tailed Mean diff St Error 95% CI of the diff .241 -63.17 51.47 -1.221 10.66 .249 -63.17 51.75 -177.51 51.177 diff Lower -174.35 The mean difference is -63.1667, which is very low, showing that there is little difference between the two groups of factors. The t calculated is less than the t tabulated -1.227
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