Organizations including library and information centers exist as a result of the human capital performing the tasks and duties, hence human capital are so vital to organizational success failure. This is one of the reasons for a continued interest in the phenomenon of employees' job satisfaction. The tendencies of employees to manifest some features such as productivity, efficiency, team spirit, and truancy among others are directly or indirectly tied to the degree of their job satisfaction. Job satisfaction connotes the overall feeling of an employee about people, rewards, procedures and the degree of emotional stability on the job. It could also be perceived as a psychological state propelled by unquantifiable satisfactory work condition (Somvir, 2013). The strategic and fundamental position of job satisfaction as determinant of employees' attitude to work is therefore cardinal in any organization. It could also be seen as the extent of response to the expectations and needs of employees as measured with ideal global practice.
The concept of job satisfaction as it relates to this study is employers' response to expectations and basic needs of librarians and their corresponding attitudes to service delivery in the library. It can be gathered from the foregoing, that employees' job satisfaction in any organization to a large extent determines the growth and development of such organization.
A fundamental factor that can enhance job satisfaction of workers is associated with motivation. When organizations motivate employees, there is every tendency that employees will cooperate and buy-in or embrace the organization irrespective of the texture. Motivation is a force that drives person to action and performance. The level of motivation that employees receive from their employers could correlate with their satisfaction and turnover intention. It is both intrinsic and extrinsic forces that drive or push individuals to work; it enables the individual to push harder and leading to high performance and organizational productivity. Motivation has the tendency to energize, arouse, direct, and sustain behaviour and performance; in other words, it is the force that propels an employee into achievement of goal. According to Luthans (Olusegun, 2012), the major inspiration for employees is motivation which engenders fulfillment and job dedication and at the same time increases job satisfaction in organizations/library and information centers.
Statement of the Problem
Achieving the organizational goal of any library revolves around human capital. This is why organizations should take utmost attention to the human capital. The culture of any organization may have significant influence on staff intention to leave or remain in any organization. Organizational cultures that are not human friendly may lead to staff intention to quit the organization. Researches revealed that the rate of turnover intention of library staff in university libraries is high (Olusegun, 2012). This eventually will affect the organizational functions and services negatively, for example the negative effect of staff turnover such as cost of replacing the staff, training need, loss of investment on the staff, and it will also slow down the work process in the organization's including library and information centres. This is a disturbing phenomenon. Granting that some scholars like Rizqi & Ridwan (2015); Saeed et al. (2014) investigated the correlation between motivation and job satisfaction, most of these investigations were carried out outside Africa. Therefore, there is need to investigate the case of Nigeria.
Objective of the Study
The general objective of the study is to investigate the Nexus between Motivation and Job Satisfaction of Library Staff in Nigeria. The specific objectives are to:
Find out the level of job satisfaction of library staff in the libraries under study.
Establish the level of motivation of library staff in the libraries under study.
Determine the relationship between staff motivation and job satisfaction of library staff in the libraries under study.
What is the degree of job satisfaction of library staff in private university libraries in South -West Nigeria?
What is the level of motivation of library staff in the selected libraries in South-West, Nigeria?
H1: There is no significant relationship between staff motivation and job satisfaction among the library staff in the university under study.
REVIEW OF LITERATURE
Motivation can be defined as the readiness to use higher levels of effort toward organizational goals, and at the same time achieving individual needs. The concept of motivation is focused on energizing, propelling, stimulating individuals towards behavioural change to achieve fulfillment of goals and objectives of an organization, so as to achieve higher productivity and satisfaction of employees (Amaanda, 2011; Saka & Salman, 2014). Motivation as a word is etymologically Latin, "mover" connoting "to move" (Machara & Jain, 2016).
Olusegun (2012) conceptualized motivation as the capability to cause behavioural change. The author further stated that motivation is a force that induces actions that are favorable to achieving specific goals. The author concluded that motivation can be intrinsic or extrinsic.
According to Ogunrombi & Elogie (2015), motivation is whatsoever is required to push employees to perform by gratifying or satisfying to their needs. They further pointed out that several definitions of motivation have some words in common such as aspiration, needs, requests, aims, goals, wants, inducements among others. Motivation of librarians plays an important role in library and information centers. Generally, motivated librarians are more likely to be satisfied and at the same time productive in organizations. It is a fact that motivation of librarians in academic libraries is vital to research, learning and teaching in the university as a whole.
Furthermore, it is believed that motivation is among crucial elements that lead one to his/her goals. It is the willpower with a kind of enthusiasm that leads one to continue to attain greater heights. (Intrinsic motivation) or external (extrinsic motivation) source (Singh & Tiwari, 2011). This forces or drives the individual to press forward towards the actualization of individual's or organizational goals and objectives. Amune (2014) affirmed that an enabling and comfortable environment could be created by librarians when they are motivated and satisfied. Motivated librarians could be satisfied and consequently, become more productive in organizations. They are more likely to render value-added functions and services to library users.
Several factors could motivate library personnel to press or push harder to achieve individual or organizational goals. Studies have shown that factors such as good and competitive salary, good working condition, recognition for work done, regular promotion, regular incentives, participation in decision making, feedback, cohesive work teams among others are factors that enhance motivation of employees. Also, Saka & Salman (2014); Boluade (2004) asserted that the extent of motivation is directly proportionate to the degree of job satisfaction among workers; and that hard-working staff members that are not motivated would develop undesirable behaviours at their jobs, the superiors and colleagues. In discussing the factors that increase the level of motivation in institutions such as library and information centers, Kolawole et al. (2015) enumerated work arrangements, training and other professional growth opportunities, competitive salary and opportunities for promotion among others as determinants of employees' motivation in organizations.
Literature has shown that motivation of employee in library and information centers are of two types intrinsic (internal) and extrinsic (external)...