• International Journal of Knowledge Content Development & Technology
• /
• v.14 no.4
• /
• pp.7-25
• /
• 2024

This study investigated the influence of job motivation on job performance of library personnel in university libraries in Oyo State, Nigeria. Descriptive survey research design type was used for the study. The population of the study consisted of 164 library personnel in university libraries in Oyo State. An adapted questionnaire was used as the instrument for data collection. The data collected were analyzed using both descriptive and inferential statistics. PPMC were used for hypotheses testing at a 0.05 level of significance. The findings of the study revealed that the level of job performance of library personnel among university libraries in Oyo State was high ( x =2.85) and that the level of job motivation (promotion, compensation, conducive work environment) of library personnel among the sampled universities was also high ( x =2.77). More so, the findings of the hypothesis disclosed that there is a significant and positive relationship between job motivation (p= 0.029 < 0.05) and job performance of library personnel among universities in Oyo State. It was recommended that library leadership should make provision for motivational ingredients that can serve as an encouragement for the library personnel to enhance the level of their job performance.

• International Journal of Knowledge Content Development & Technology
• /
• v.13 no.4
• /
• pp.51-79
• /
• 2023

A person's job performance is the result of their efforts, influenced by their skills, personality, and perceptions of their role. Job performance is the execution of statutory obligations or functions based on the area of expertise of library personnel that are directed toward achieving the library's goals. The purpose of this study was to investigate the impact of staff motivation and self-efficacy on the job performance of library personnel in Kwara State, Nigeria. The descriptive survey approach of correlational type was used in this investigation. To cover all the library personnel at the participating public libraries in Kwara State, Nigeria, total enumeration or census survey methodologies were used. Eight objectives are used to steer this investigation. The findings demonstrated a significant correlation between staff motivation and job performance, while self-efficacy and job performance have a significant negative relationship. The authors recommend that library personnel who receive training, particularly training focused on providing them with development chances, may perceive that the organization values them as individuals, which increases their sense of self-worth and, as a result, helps them create stronger job performance.

• International Journal of Knowledge Content Development & Technology
• /
• v.8 no.3
• /
• pp.29-40
• /
• 2018

This paper discussed motivation, some theories of motivation and motivation of library personnel. The most important aspect of any organization is its workforce. Motivation arouses, energizes, influences and sustains behaviour and performance of employees. Motivating factors include extrinsic factors which pertain to the conditions under which a job is performed and intrinsic motivators which contribute to job satisfaction and subsequently increase productivity. Two levels of motivation were identified in the library: the need-factor motivation and the profession-related motivation. Need-factor motivation is well-pronounced in the lower cadre of library staff such as library assistants, clerical staff, and porters who set their priority on economic needs. The profession-related motivation occurs among professionally trained librarians whose motivation hinges self-fulfillment derived from professional growth and development. Other motivating factor in the library is job design which includes job rotation, job enlargement, and job enrichment. Job design specifies the contents or methods of any job in such a way that various requirements of a job can be effectively satisfied. Adequate motivation of library employees lies with the managers because they generally control work distribution, freedom and autonomy, work challenge Remove, staff development and training, and advancement opportunities. The managers are urged to create enabling environment to ensure improved commitment, satisfaction, and productivity of employees in the library.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.16 no.1
• /
• pp.233-246
• /
• 2005

The evolution of librarian job is influenced by the change of paradigm in library. in theses days, a "good job" is the job that is sensing the changes and applying them in the field. The research is the comparison between '70s and 80s' and 21st century's tasks as a librarian; the law of library, the standards, the influence of department on library and job analysis. The results; the number of technical services have been reduced while professional information services increased as well as media resources. This is because they are trying to satisfy all kind of users. The librarians are acquiring of digital resources, preserving the resources, preparing on-line access, cooperating with other information centers to adjust the great increase of work in digital library.

• Journal of Korean Library and Information Science Society
• /
• v.37 no.4
• /
• pp.419-442
• /
• 2006

The purpose of this study is to closely examine the level of effect the job factor has on the organizational commitment of public librarians. To do this, I have divided the job factors in to four categories, Job specification, Job satisfaction, Job Involvement, Job performance, and classified the level of organizational commitment into three categories affective, continuance, normative and examined the level of organizational commitment of public librarians for each classification, and also analyzed the relationship for each factors and their importance.

• International Journal of Knowledge Content Development & Technology
• /
• v.13 no.2
• /
• pp.51-70
• /
• 2023

Nowadays, the growth rate of organisational politics in the library system is a cause of concern for library and information professionals. This has negatively impacted service delivery, most especially in public uni- versity libraries. This study examined the effect of organisational politics on job impetus among library personnel in selected public universities in South-west Nigeria. Three federal and three state universities were purposively selected such that one university was selected in each of the six states in South-west Nigeria. Total enumeration was used for all 187 library personnel in the six universities investigated. Using a descriptive survey of correlational type, a structured questionnaire was used to elicit information from respondents through survey monkey. Of 187 copies administered, 143, representing 76.5%, were retrieved and used for analysis. The results revealed a high level of organisational politics with low impetus. A strong inverse relationship was established between organisational politics and job impetus among library personnel in selected public universities in South-west Nigeria. Based on these, recommendations were made that Library personnel be encouraged to focus on their job specifications and limit organisational politics adhering to rules and regulations in the library and code of conduct for library staff.

• International Journal of Knowledge Content Development & Technology
• /
• v.9 no.3
• /
• pp.43-61
• /
• 2019

The purpose of the study is to investigate the influence of demographic factors (age and job status), level of ICT skills possessed by respondents and ICT use on task performances of library personnel. The study employed correlation design. Thirteen public universities were purposely selected while total enumeration was adopted to study 248 library personnel made up of librarians and library officers in public university libraries in South-west, Nigeria. Data was collected by questionnaire. The study established significant positive correlation between age, job status, ICT skills and task performance. Also, Anova test found significant joint influence of age, job status, ICT skills and ICT use on task performances of respondents. The study further indicated that age, job status, ICT skills possessed by respondents and ICT use had relative significant influence on task performances of respondents. It is therefore recommended that, library personnel must leverage their demographics positively to bring about positive disposition to their jobs while all categories of staff must ensure they possessed the requisite ICT skills that will ginger ICT use for effective task performance.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.25 no.1
• /
• pp.217-237
• /
• 2014

The research analyzes the factors that influence the job satisfaction of library volunteers for the disabled. Based on comparable literature review, this research extracts comprehensive factors that affect job satisfaction. The research found that job satisfaction depended on marital status, age, education and the channel that a volunteer went through to participate in assisting the disabled. Self-motivation also influenced the job satisfaction, but altruistic motivation did not. For environmental factors, compensation, prior experience, and roles did not influence the job satisfaction. For the factors related to the awareness of the value of volunteering, overall expectation and fitness of tasks were found to be passive with job satisfaction.

• Journal of Information Management
• /
• v.40 no.4
• /
• pp.23-47
• /
• 2009

According to the 2007 Korea library yearbook, 162 out of 589 special libraries are one person libraries which means an individual librarian takes responsibilities of all librarian tasks. Due to its particularity and diversity, however, there is lack of research on special libraries compared to the other libraries and no job analysis for human resources to be effectively managed has been done. This study aims to understand the current status of one person library by investigating its tasks and frequency, importance, difficulty of its duties. This study also suggests plans to improve the job by analyzing its association with affiliated organizations of one person library.

• Journal of the Korean Society for information Management
• /
• v.32 no.4
• /
• pp.137-165
• /
• 2015

This study aimed to investigate the period-specific changes (Library 1.0, Library 2.0, Library 3.0 Period) of job factors and performance features in academic libraries. For this, the study categorized an academic library's job into five dimensions: 1) library administration 2) collection development and management 3) information organization 4) information services and 5) information system development and management, After the categorized library's job was defined in detail, the Delphi survey was conducted twice on librarians and professors of library and information science. The result showed that there were many changes in job factors and performance features in academic libraries towards the period of library 2.0 characterized by user participation, sharing and openness and into library 3.0 characterized by social network and semantic web. Library 3.0 is likely to bring about a significant change in user services with ever changing technological advances stemming from library 2.0, such as mobile services, RFID and NFC etc. The finding of the study suggest that library systems need to be continually upgraded in the period of library 3.0.