LECTURER COMPENSATION, JOB COMMITMENT AND GOAL ACHIEVEMENT IN STATE COLLEGES OF EDUCATION, NORTH-CENTRAL NIGERIA
Compensation of lecturers which serves as a basis for their job commitment and consequently leads to goal achievement of the State Colleges of Education, North-central Nigeria has been found to be at the low ebb. Hence, this study examined lecturer compensation, job commitment and goal achievement in the State Colleges of Education, North-central Nigeria. The objectives of the study were to: (i) investigate the level of compensation provided to the lecturers; (ii) assess the level of lecturers’ commitment to the job; (iii) determine the level of goal achievement; and (iv) examine the relationship between salary and lecturers’ job commitment. The study adopted a descriptive research design of correlation type. The population of the study comprised 2,015 lecturers in all the 10 State Colleges of Education, 2,602 Principals and 13,643 Head Teachers in all the public Basic Schools respectively in North-central Nigeria. Random sampling technique was used to select three (Kwara, Kogi and Niger) out of the seven states in the Geopolitical Zone while purposive sampling technique was used to select all the six State Colleges of Education in the sampled states. Proportional sampling technique was used to select 289 out of the 1,144 in the selected Colleges of Education, 299 out of the 1,331 Principals and 363 out of the 6,589 head teachers of basic schools in the selected states. Lecturer Compensation Questionnaire (LCQ), Job Commitment Questionnaire (JCQ) and Goal Achievement Questionnaire (GAQ) were used to collect data for the study. The LCQ, JCQ and GAQ were validated with reliability coefficients of 0.72, 0.78 and 0.90 respectively. Of the 951 copies of the questionnaire administered, 777 were completed and used for analysis. Mean, Standard Deviation and Pearson Product Moment Correlation Coefficient (PPMCC) were used to analyse the data at 0.05 level of significance. The benchmark (mean scores) for determining the level of lecturer compensation, job commitment and goal achievement was 1.00-2.44, low; 2.45-3.44, average; 3.45-4.44, high and 4.45-5.00, very high. The findings of the study were that: i. the level of compensation provided to lecturers was low (X ̅ = 2.12); ii. the level of lecturers’ commitment to the job was average (X ̅ = 2.68); iii. the level of goal achievement was average (X ̅ = 2.55); and iv. there was a significant relationship between salary and lecturers’ job commitment (r = .586, p<0.05). The study concluded that adequate compensation contributes to the enhancement of lecturers’ job commitment which would consequently facilitate actualisation of institutional goals in the State Colleges of Education, North-central Nigeria. The implication of the study is that if lecturers are well compensated, it would enhance their job commitment and consequently lead to goal achievement. The study recommended that state governments should intensify their efforts by paying more attention to lecturer compensation through the prompt and adequate payment of salary, timely promotion, provision of affordable health services and improved training opportunities.