ASSESSMENT OF THE RELATIONSHIP BETWEEN FRINGE BENEFITS AND STAFF JOB SATISFACTION IN PUBLIC UNIVERSITIES IN OGUN STATE
Abstract
This study examined the relationship between fringe benefits and staff job satisfaction in Ogun State owned universities. One research question was answered and two hypotheses were tested. Ex-post facto type research design was used. The population of this study comprised 2311 academic staff of Tai Solarin University of Education (TASUED), Ijagun and Olabisi Onabanjo University, Ago-Iwoye, Ogun State. There are 516 academic staff in Tai Solarin University of Education (TASUED), Ijagun and 1795 academic staff in Olabisi Onabanjo University, Ago-Iwoye. Using simple random sampling technique, a total of 400 academic staff of Tai Solarin University of Education (TASUED), Ijagun and Olabisi Onabanjo University, Ago-Iwoye, Ogun State were chosen. This represents 17.31% of the population. Meanwhile, a total of 150 academic staff were chosen from Tai Solarin University of Education (TASUED), Ijagun and 250 from Olabisi Onabanjo University, Ago-Iwoye using stratified sampling technique. Two researcher’s developed questionnaire; titled: Fringe Benefits Questionnaire (FBQ) and Job Satisfaction Questionnaire (JSQ) with 0.89 and 0.85 as reliability coefficient respectively were used for data collection. Descriptive statistics of mean and standard deviation were used for answering research question 1. Product Moment Correlation Coefficient (PPMC) was used for testing all the hypotheses of the study. The hypotheses were tested at 0.05 level of significance. The findings revealed that high volume of work, inadequate salaries, inadequate allowances, inadequate loans to facilities purchase of housing stands and cars and poor organization culture were among the challenges affecting staff job satisfaction in Ogun State owned universities. The findings revealed that retirement plans (r = 0.161, P<.05) and health insurance (r = 0.253, P<.05) directly related to staff job satisfaction in Ogun State owned universities. It was recommended that management must ensure that fringe benefits are geared towards the needs of staff and that reward schemes generally are clearly and visibly linked to performance.
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