DISPOSITIONAL MOTIVE FOR MOONLIGHTING AND ITS EFFECTS ON ACADEMIC STAFF’S PERFORMANCE, RETENTION AND TURNOVER ACROSS TERTIARY INSTITUTIONS IN EKITI STATE, NIGERIA

Kayode  Kingsley Arogundade; Oluwole Adeniyi Bankole; Benedict Bunmi Olukorede; Funmilayo Hannah Orubuloye

Kayode Kingsley Arogundade
Oluwole Adeniyi Bankole Department of Business Administration, Ekiti State University, Ado-Ekiti, Nigeria
Benedict Bunmi Olukorede Department of Business Administration, Ekiti State University, Ado-Ekiti, Nigeria
Funmilayo Hannah Orubuloye Department of Business Administration, Ekiti State University, Ado-Ekiti, Nigeria

Keywords: Turnover Intention, Job Satisfaction, Job Performance, Dispositional Motive, Moonlighting

Abstract

The study examined attendant effects of dispositional motives for moonlighting on academic staff across the tertiary institutions in Ekiti State, Nigeria; using a descriptive survey design. The three possible factors that were considered as attendant effects of Dispositional motive for moonlighting include Job Satisfaction, Job Performance, and Turnover Intention. The study population is drawn from the entire six tertiary institutions in Ekiti State (covering Federal, State- and Privately-owned Universities, Polytechnics, and Colleges of Education). The population for the study is 2,547 academic staff of these selected tertiary institutions, out of which 346 academic staff were sampled. The research instrument questionnaire for the study was administered using proportional and stratified random sampling techniques. Data gathered were tested using regression models. The study result showed that for every academic staff who moonlights for dispositional motive, the three identified attendant effects of Job Satisfaction, Job Performance, and Turnover Intention were found significant at t= 3.729; 5.329, and 8.270 @ p< 0.05 respectively. From the findings, therefore, Turnover Intention was found to be more significant, followed by job performance and Job Satisfaction. The implication of this is that moonlighting driven by disposition can significantly aid staff turnover intention among academic staff of tertiary institutions; whereas, the drive also has a way of impacting positively and significantly on Job Satisfaction and performance. It is recommended that academic staff given moonlighting opportunities should be made to sign bonds that will prevent them from quitting their primary assignment.