Self-Motivation and Performance of Academic Staff of Federal Universities in South East, Nigeria

Abstract

This study examined self-motivation and performance of academic staff of federal universities in South East, Nigeria. It specifically investigated the effect of intrinsic motivation on job satisfaction among academic staff. It also determined the effect of self-efficacy on research productivity among academic staff. The population consisted of 13,163 academic staff, with a sample size of 373 determined using Krejcie and Morgan's method. A total 341 of copies of questionnaire were valid responses. Employing a quantitative research design, the study utilized a structured questionnaire administered to sample 341 responsive faculty members across five universities sampled. Data collected were analyzed using analyzed using descriptive statistics and econometric regression technique of the Ordinary Least Squares (OLS) approach to ascertain the strength and nature of the relationships between the variables. The findings reveal that both intrinsic motivation and self-efficacy significantly impact job satisfaction among academic staff. The strong positive relationships suggest that fostering an environment that enhances intrinsic motivation and builds self-efficacy could be effective strategies for improving job satisfaction. indicating that faculty members who possess higher levels of confidence in their abilities are more likely to engage in and complete research projects successfully. On the other hand, both intrinsic motivation and self-efficacy significantly impact research productivity. Additionally, intrinsic motivation also showed a considerable impact on research productivity, suggesting that faculty who are driven by personal interest and academic passion achieve better research outcomes. Intrinsic Motivation and Self-Efficacy both have higher coefficients in the second model (0.60 and 0.40) compared to the first model (0.45 and 0.30). This indicates that intrinsic motivation has a more pronounced effect on job satisfaction than on research productivity. The study conclude by showing the necessity for federal universities to enhance faculty self-efficacy and intrinsic motivation as a means to boost research productivity. Based on the findings, it is recommended that universities implement comprehensive professional development programs aimed at fostering a supportive academic culture and recognizing faculty achievements through formal recognition and reward systems. The implications of these findings for the economy are profound. By increasing research output and innovation through improved faculty morale and engagement, universities can significantly contribute to technological advancements and regional economic growth. This research calls for strategic investments in faculty development, which can ultimately lead to a more skilled workforce, job creation, and enhanced competitiveness in the knowledge economy.