An Investigation into Factors that Affect Job Performance and the Correlation Between Academic Library Staff Promotion and Job Performance in a Federal University in Nigeria

One common practice is staff promotion, which occurs when an employee that already works in the organization is recruited into a position 'up the ladder' from his or her existing job. A promotion like this generally includes new responsibilities, new expectations, and often an increase in authority and compensation. This study therefore in an investigation into identifying factors that affect library staff performance as well as the correlation between promotion and job performance of Library Staff of a federal university in Nigeria. The study was guided by two objectives, two research questions and one hypothesis. A survey research design was employed for the study. A sampled population of 43 library staff was drawn through purposive sampling technique. The main instrument used for data collection was self-constructed Likert type four point scale questionnaire titled Factors that Affect Job Performance and the correlation Between Promotion and Library Staff Job Performance Questionnaire (FAJPABPLSJPQ). The instrument was validated and pretested for reliability using Pearson Product Moment Correlation (PPMC) with a correlation co-efficient of 0.87 which showed that the instrument was reliable. Data collected were analyzed using descriptive and inferential statistics. Percentages and mean values were used to answer the research questions, while the Pearson Product Moment Correlation (PPMC) was used to test hypothesis at 0.05 level of significance and consolidated the answer for research question two. The outcome of the study revealed some factors that affect library staff performance in the Federal University in Nigeria and that promotion practices have statistical significant positive correlation with job performance of the library staff. Based on the findings, recommendations were made which include that promotion should be carried out as and when due and general welfare of the library staff should be adequately taken into consideration as a way of motivation for optimal job performance.