Emotional Labour, Conscientiousness And Job Tenure As Predictors Of Job Performance Among University Administrative Workers In Southwestern Nigerian

Abstract

Research has shown that the growing complexity of modern organization has posed serious challenges to the job performance of the workers in Nigerian tertiary institutions. To succeed and prosper, these institutions need highly motivated, technically literate and emotionally balanced workers, who are skillful in work-related issues and personality attributes that can enhance efficient job performance of the administrative workers. Thus, this study was designed to investigate the composite and relative effects of emotional labour, conscientiousness and job tenure on job performance of University administrative workers in southwest Nigeria. The study adopted descriptive survey research design. Stratified random sampling technique was used to select participants across four universities in southwestern Nigeria. The stratified random sampling technique was used to select 400 participants from faculties, departments and institutes of the two institutions used for the study. Job performance scale (JPS, α = 0.86); Emotional Labour scale (ELS, α = 0.81), and Conscientiousness Inventory (CI,α = 0.79) were used to collect data for the study. Two research questions were answered at 0.05 level of significance. The data were analyzed using multiple regression statistical methods. The findings revealed that the independent variables (emotional labour, conscientiousness and job tenure) jointly accounted for 53.1 per cent of the variance in job performance (R2 =0.531). The results further showed that the three independent variables had significant predictive effects on the criterion measure (p < 0.05). The relative contributions of each independent variable to the prediction of job performance are: conscientiousness (β =.172; t=8.60; p<0.05), emotional labour (β=. 145; t=7.73; p<0.05), job tenure (β =.002; t =.125; p>0.05) respectively. On the basis of these findings, it is recommended that, these factors should be more enhanced among the workers. Personnel psychologists and human resources managers should take into consideration personalities attributes and demographic factors as basis for personnel selection and recruitment.

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