This study is about the motivation and employee productivity of Bauchi state institutions. The idea of motivation is thus one of the areas that had tremendous

contribution hence this study was conducted. The major problem facing institutions of learning especially in the developing world is the issue of withdrawal behavior i.e.

employee turnover intention, absenteeism and lateness hence this study investigate whether such problems has any relationship with motivational issue. A questionnaire

survey was conducted with one hundred and twenty questionnaires sent and eighty three filled questionnaires were returned. Analysis was conducted using the SPSS package to which the subsequent result of the correlations shows significant relationship between all the independent variables and the dependent variables except lateness which shows no relationship with the independent variables a multiple regression was also conducted and finally a discussion, recommendation and conclusion was made

Galoji, Shehu Inuwa

English

Universiti Utara Malaysia: UUM eTheses

1  THE RELATIONSHIP BETWEEN MOTIVATION AND EMPLOYEE PRODUCTIVITY IN BAUCHI STATE HIGHER INSTITUTIONS                                                  A thesis submitted to the college of business postgraduate studies In fulfillment for the requirement of a degree in Msc management                                                                          by   SHEHU INUWA GALOJI (801501)   College of business University Utara Malaysia                                                                 2009  2                                            PERMISSION TO USE Inline with presenting this thesis in partial fulfillment of the requirements for the award of postgraduate degree from university Utara Malaysia, I agree that the university library may make this thesis freely available. Furthermore, I agree that any act of copying this thesis in whole or in part or any manner for scholarly purposes may be granted by my supervisor or incase of his absence by the dean of graduate school COB UUM. Any form of copying, use or publication of this thesis for financial gain is not allowed without my written permission. In case of any use, due recognition should be given to myself and University Utara Malaysia. Finally, request for permission to copy or make other use of this thesis in whole or part should be addressed to:                                                   Dean of graduate school                                                  University Utara Malaysia                                                      06010 UUM Sintok                                                      Kedah Darul Aman         3                                                        Abstract This study is about the motivation and employee productivity of Bauchi state institutions. The idea of motivation is thus one of the areas that had tremendous contribution hence this study was conducted. The major problem facing institutions of learning especially in the developing world is the issue of withdrawal behavior i.e. employee turnover intention, absenteeism and lateness hence this study investigate whether such problems has any relationship with motivational issue. A questionnaire survey was conducted with one hundred and twenty questionnaires sent and eighty three filled questionnaires were returned. Analysis was conducted using the SPSS package to which the subsequent result of the correlations shows significant relationship between all the independent variables and the dependent variables except lateness which shows no relationship with the independent variables a multiple regression was also conducted and finally a discussion, recommendation and conclusion was made.             4  In the name of ALLAH the most gracious the most merciful All praises be to ALLAH the most high the creator of the world and the heavens as I come to the end of this thesis writing. I thank ALLAH for his guide and wisdom to accomplish this study. It couldn’t have been possible without his guidance and protection ALHAMDULILLAH. Secondly my deepest gratitude goes to my supervisor Dr. Faiz Ahmad for his tireless effort, suggestions, and constructive criticisms all in a bid to make this work a success. I thank him very much. My sincere gratitude goes to my entire family (THE GALOJI FAMILY). My late father whom I will forever be grateful for his support and courage may ALLAH reward him with aljannatul firdaus. My prayerful and patient mother who is always there for me I pray may ALLAH reward her abundantly. My elder brother Alh Bello Inuwa Galoji had been instrumental to my study I thank him also. My deepest appreciation goes to my beloved wife who happened to understand my situation and always encourage me coupled with our young daughter. In appreciating the contribution given by friends and well wishers, so many names are numerous but to mention a few. First is Aminu Ahmad (abu mus’ab) who happened to be the brain behind my being here may ALLAH reward him abundantly. Brother Dawood Mustapha (the coordinator Nigerian students in UUM) had been a key figure in my stay here his brotherly advice and prayers is highly appreciated. Several people like mr Bello Malam Ali, Mr Jimoh Rashid, mammel, Mbdullatif Aliyu, Kelechi, Aisha and Hadiza Yaradua, Saka Lukman, Mahammat Touka Galma, Moses,  Edmond Ofore and later malam Maiyaki, mal Sulaiman, mal Ahmad, mal Kabiru, mal Yahaya, Nura Alkas and Mukhtar, Mr David, Mr Ekpe and several others to mention but a few.I will not close without the mention of my lecturers that trained me as a student. the contribution of dr dr Faridahwati Mohammad Shamsuddin had been tremendous also that of Professor Khairuddin Hashim, professor Dawood Almithani, assoc. Prof Razli Che Razak, assoc Prof Habsah Bakar, dr. Ruzita Azmi, mdm Nursiha Alias, mr Wandin wan Dawood, mr shahmir Abdullah and finally my examiner dr. Fadzli shah bin Abdullaziz. And lastly to the blessed memory of late Hajiya Alti Galoji my eldest sister, Abbas Galoji my younger brother, also Sani galoji and my late beloved son Muhammad Salim. May there gentle soul rest in perfect peace amen. 5  TABLE OF CONTENTS                                                                              PAGE CHAPTER ONE 1.1 BACKGROUND OF THE STUDY                                                           4-6 1.2   RESEARCH PROBLEM/PROBLEM STATEMENT                             7-9 1.3   RESEAERCH QUESTIONS                                                                    9-10 1.4   RESEARCH OBJECTIVES                                                                     10-11 1.5   SIGNIFICANCE OF THE STUDY                                                          11 1.6   SCOPE OF THE STUDY                                                                          11 CHAPTER TWO                                                                                              12 LITERATURE REVIEW                                                                                12 2.1   INTRODUCTION                                                                                      12  2.2.1    MOTIVATION: CONCEPTUAL DEFINITIONS OF MOTIVATION   12-13 2.2.2 THEORIES OF MOTIVATION                                                                13                                                       2.2.3 CONTENT RELATED THEORIES OF WORK MOTIVATION           13  2.2.4 DAVID McClelland                                                                          14-15    2.2.5 ABRAHAM MASLOW’S HIERARCHY OF NEEDS                           15-17  2.2.6 ERG THEORY                                                                                          17-18 2.2.7 HUMAN RELATIONS CONTRIBUTORS                                             18-19 2.2.8 DOUGLAS MCGREGOR’S THEORY X AND Y                                  19 2.2.9 PROCESS RELATED THEORIES OF MOTIVATION                          19-20 2.10 EXPECTANCY THEORY                                                                          20 2.11 EQUITY THEORY                                                                                     20-21 2.3 THE CONCEPT OF PRODUCTIVITY                                                       21-25                                                      2.4.1 MOTIVATION                                                                                          25     2.4.2 PRODUCTIVITY                                                                                     26 6  2.4.3 MOTIVATION AND PRODUCTIVITY                                                27-31 2.4.4 TURNOVER                                                                                             31-32 2.4.5 ABSENTEISM                                                                                          33-34 2.4.6   LATENESS                                                                                             34-35 CHAPTER THREE                                                                                         36 3.1 METHODOLOGY                                                                                     36 3.2 INTRODUCTION                                                                                       36 3.3 THEORITICAL FRAMEWORK                                                               36 3.4 HYPOTHESIS                                                                                             37 3.5 RESEARCH DESIGN                                                                                38-39 3.6   QUESTIONAIRE ADMINISTRATION                                                 39 3.7   RESEARCH SAMPLE                                                                             40 3.8   DATA ANALYSIS                                                                                   40 3.9   CONCLUTION                                                                                         41 CHAPTER FOUR                                                                                           42 INTRODUCTION                                                                                            42 4.3 ANALYSIS OF DEMOGRAPHIC FACTORS                                        50-57 CORRELATION AMONG VARIABLES AND CHARTS                          58-61 REGRESSION OF VARIABLES AND CHARTS                                        62 CHAPTER FIVE                                                                                            62 5.1 DISCUSSION    5.2 RECOMMENDATION                                                                             65 5.3 CONCLUTION                                                                                         65    5.4 REFERENCES                                                                                          67 5.3 APPENDIX                                                                                               70  7  CHAPTER ONE 1.1    INTRODUCTION The concept of motivation in organizations has received considerable attention in the past and recent years. Scholars, researchers and managers in organizational productivity and performance have given several contributions on the concept of motivation. Abraham Maslow, Frederic Herzberg etc have proffered several pathways to organizational productivity and performance in relation to motivation. As time changes due to recent innovations in technology, competition, level of education and above all changes in the employee behaviors, questions as to why do employees behave the way they do still exist thus giving rise to changes in motivational requirements.  As quoted by Ogunrin, Ogunrin and Akerele (2007), Huitt (2003) stated that motivation seeks to explain and predict what energizes, directs and sustains human behavior. The concept pertains to the sum of the forces within an individual that accounts for the level, direction and persistence of effort expended at work (Johns, 1996). It has been called the vital link between knowing and doing, thinking and action, and competence and performance (Revelle and Anderson, 1995). Human performance on a job has been linked to ability and motivation; but improvement in ability is a slow process, whereas motivation can be improved quickly and by implication, so can work performance (Accel-Team.com, 2003). The forces that motivate, or make humans seek to accomplish goals had been called motives, motivators, drives, desires, needs, wishes, stimulus, and so on, with slight differences in meanings.  The contents of the thesis is for internal user only 73  REFERENCES Abimbola, A. (1997). Motivating staff in nigerian universities libraries. Library management ,  124-128. Accel-Team.com (2003a), Employee Motivation in Practice, pp. 1-3, available at accel- team.com/motivation/index.html (accessed 17 August 2003).  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The Relationship Between Motivation and Employee Productivity in Bauchi State Higher Institutions

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The Relationship Between Motivation and Employee Productivity in Bauchi State Higher Institutions

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