The Journal of Academic Librarianship 49 (2023) 102741

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The Journal of Academic Librarianship

journal homepage: www.elsevier.com/locate/jacalib

Work motivation, job satisfaction, work-family balance, and job

commitment of library personnel in Universities in North-Central Nigeria
Sunday Olanrewaju Popoola, Professor, PhD a, Olaronke O. Fagbola, Dr., PhD b, *
a
Department of Library, Archival and Information Studies, University of Ibadan, Ibadan, Nigeria
b
Department of Library and Information Science, University of Ilorin, Ilorin, Nigeria

A R T I C L E I N F O A B S T R A C T

Keywords: Increasingly, organizations are facing turbulent and competitive times. Hence, the need for universities to
Library personnel capitalize on the robustness and diversity of their employees to maximize their success by attracting and
Work motivation developing an engaged, healthy, and high-performing workforce through the provision of stimulating work
Job satisfaction
environments that will promote work-family balance, work motivation, job satisfaction and overall job
Work-family balance
Job commitment
commitment. This study was designed to investigate the effects of work motivation, job satisfaction, and work-
North-Central Nigeria family balance on job commitment as well as work motivation and work-family balance as they affect job
satisfaction of library personnel in universities in North-central Nigeria. The total enumeration technique was
used to cover all the 926 library personnel in the universities in North-central Nigeria. The validated ques­
tionnaire was used to collect data on 926 library personnel out of which 842 responded. The response rate
achieved was 91 %. The study found that work-family balance, work motivation and job satisfaction had sig­
nificant effect on the job commitment of the respondents. Job satisfaction has the most significant effect (41 %)
on job commitment. It is therefore, recommended that university administrators, library managers and most
especially policy makers in the education sector should give adequate attention to work-family balance, work
motivation, and job satisfaction when planning to improve job commitment of their employees. In addition, they
should consider work motivation and work-family balance to improve job satisfaction of the library employees.

Introduction work absenteeism, promotion of organizational voice, increased job

commitment, stimulation of organizational loyalty and industrial
Humans are a great asset to any university library. They organize harmony.
information resources which are in print (textbooks, newsletters, bul­ Many factors have been identified as antecedents of job satisfaction
letins, and periodicals), electronic (websites, databases, and e-books), of workers in organizations. These include demographic factors of age,
and film-based (microfilm and films) media to provide value-added gender, education, marital status and job experience (Ahmed, Johnson,
services to users. University libraries need personnel that are highly & James, 2003; Okpara, 2004; Sharma & Jyoti, 2006; Tang & Talpade,
satisfied and committed to their jobs. Job satisfaction is a measure of the 1999); work environment (Raziq & Maulabakhsha, 2015); job facets,
degree to which employees are happy with their jobs and work envi­ that is supervision, recognition, performance evaluation and job au­
ronment. Spector (2008) defines job satisfaction as the extent to which tonomy (Ajala, 2020; Purushothama, 2009); organizational culture
people like or dislike their jobs. Similarly, Gamlath and Kalaurachchi (Andrew, 2019; Samuel, 2021); and work motivation (Ahmed, Nawaz,
(2014) perceive job satisfaction as the rate at which employees like or Iqbal, Ali, & Usman, 2010; Sharma & Bhasker, 1991; Panagiotopoulos,
dislike their work and the extent to which their expectations concerning Petta, & Karanikoia, 2018; Adelakun, 2019). Nevertheless, work-family
work have been fulfilled. In the view of Adesola (2020) and Ibrahim balance has been a subject of academic debate and interest in recent
(2019), the job satisfaction of library personnel in northern Nigeria is times in the field of organizational behavior. There is a serious contro­
moderate. The benefits of understanding job satisfaction of employees in versy about the relevance of work-family balance to job satisfaction and
any university library include improved job performance and produc­ work/job commitment of workers in organizations, particularly the li­
tivity, achieving organizational goals, increased staff retention, reduced brary work setting (Fan, 2018; Omran, 2016). Employees in the library

* Corresponding author.
E-mail addresses: drpopoola@gmail.com (S.O. Popoola), fagbola.oo@unilorin.edu.ng (O.O. Fagbola).

https://doi.org/10.1016/j.acalib.2023.102741
Received 11 February 2023; Received in revised form 17 May 2023; Accepted 18 May 2023
Available online 30 May 2023
0099-1333/© 2023 Elsevier Inc. All rights reserved.
S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

setting must ensure that there is no interference of their work roles with outcomes; it is a measure of the sustainable human development process
their family roles. Work-family balance can be defined as the act of in an organization (Trisliatanto et al., 2018). Job satisfaction is used to
devoting equal attention to the performance of work roles and family describe how pleased individuals are with their job (Arrawatia & Tan­
responsibilities by employees in an organization. Work-family balance war, 2019). Thus, it is a key element of work motivation, which is a
may reduce employee turnover intentions, lateness to work, and work fundamental determinant of a person's behavior (job commitment) in an
absenteeism; enhance job performance; decrease job stress; and improve organization (Culibrk, Deli, Mitrovi, & Culibrk, 2018). Certainly,
job commitment as well as job satisfaction. Lawrence (2019) and James providing an employee with job satisfaction could translate into higher
(2021) assert that work-family balance may positively affect job satis­ levels of job commitment, increased productivity and organizational
faction of workers in both white- and blue-collar organizations. performance (Gholizade et al., 2014). Consequently, exhibiting strong
Universities rely on teamwork, indicating that colleagues play affection and commitment to a job could result in higher job satisfaction
important roles. This stimulates employees' motivation to their work because work motivation and job commitment have positive and sig­
(Jungert, Van den Broeck, Schreurs, & Osterman, 2018). There will be a nificant impact on employee's job satisfaction and, by extension, on
serious challenge to the operations of a library when job privileges, such work-family balance (Rajak & Pandey, 2017).
as social support from management and colleagues, opportunities for Work-family balance is a burgeoning topic in organizational research
career development, and rewards, which increase the emotional and (Liu, Wang, Li, & Zhou, 2019). It refers to the effort of an individual to
psychological well-being that influence the day-to-day work experiences have enough time and energy to devote to the family while performing
of library personnel, are scarce. As such, the increase in the cognitive the tasks in the workplace (Zˇnidarsˇič & Bernik, 2021). It is the overall
and emotional demands faced daily by today's workforce, coupled with appraisal of the extent to which individuals' effectiveness and satisfac­
increasing work overload, problematic schedules, work-family imbal­ tion in work and family roles are consistent with their life values at a
ance, poor remuneration, job dissatisfaction, insecurity, and lack of given point in time (Chan et al., 2016; Landolfi, Barattucci, & Presti,
motivation, among others, affects the job commitment of library 2020). According to Leung, Mukerjee, and Thurika (2020), work and
personnel. family are commonly regarded as the two most important and closely
Job commitment is a very important concept in the field of organi­ intertwined domains in people's lives. As such, it has been identified as a
zational behavior. Job commitment reflects the psychological state of an balanced state that brings a series of positive outcomes for both work
employee which influences the relationship with the organization and family (Yu, Wang, & Zhang, 2017). Past studies also indicated that
(Nasimiyu & Egessa, 2021). Job commitment is unarguably one of the work-family balance is central to organizational performance and
most important and defining factors that shape human resource man­ commitment to work (Omran, 2016). It is a significant factor in pre­
agement and affect job performance behavior; it affects growth and dicting work attitudes, such as job satisfaction and job commitment
productivity in an organization (Rajak & Pandey, 2017). For the purpose (Fan, 2018). Besides, it is positively related to job satisfaction, and can
of this study, job commitment is defined as the extent to which an mediate the effect of work motivation on job satisfaction (Alfatihah,
employee is committed to the accomplishment of a job and the will­ Nugroho, Haessel, & Maharani, 2021; Landolfi et al., 2020). Universally,
ingness to persist in a course of action such that the outcome would lead work-family balance is perceived as compatibility among employees,
to low turnover, work engagement, work motivation, job satisfaction their work and their family lives (Choi et al., 2018). Job commitment is
and work-family balance among other factors that are likely to drive an especially high in organizations that have work-family balance policies
employee's commitment to the job. (Amin, Arshad, & Abdul Ghani, 2017).
Work motivation is the inner drive to accomplish work tasks; it has With regard to the university setting, an important question arises:
been noted by employers as an important characteristic for work Are there any significant effects of work motivation, job satisfaction and
participation (Myers & Cox, 2020). Work motivation is a set of energetic work-family balance on job commitment of library personnel, particu­
forces that originate within individuals and in their environment to larly in universities in north-central, Nigeria? Besides, the literature
initiate work-related behaviors and to determine their form, direction, linking the aforementioned variables is scanty. A clear understanding of
intensity, and duration (Shkoler & Kimura, 2020). It equally refers to the the drivers of job commitment may be helpful in devising strategies to
psychological processes that influence an individual's behavior with make employees committed to their jobs, thereby reducing poor work
respect to the attainment of workplace goals and tasks; it is a dynamic motivation, lack of job satisfaction and work-family imbalance while
process that affects the working conditions, communication, produc­ improving productivity and enhancing performance on the job.
tivity, consistency, commitment and emotional state of employees
(Gholizade, Masoudi, Maleki, Aeenparast, & Barzegar, 2014; William, Purpose of the study
2011). It is strongly affected by the level of motivation of an employee,
which is necessary for boosting the employee's attitude towards job This study was designed to examine the effects of work motivation
(Rajak & Pandey, 2017). and work-family balance on job satisfaction; and the effects of work
Work motivation is an umbrella term that is usually broken down motivation, job satisfaction and work-family balance on job commit­
into two main constructs: intrinsic and extrinsic motivation. These ment of library personnel in universities in North-central Nigeria.
constructs are independent, unique antecedents and outcomes in orga­
nizations (Shkoler & Kimura, 2020). Job commitment and work moti­ Hypotheses
vation are interwoven and revitalizing forces. They have a positive and
significant impact on employee's satisfaction in organization, which is The following null hypotheses formulated and tested at 0.05 level of
necessary for boosting their attitude towards the job. Work motivation significance guided the execution of the study:
also increases the job commitment and satisfaction of employees by
making the work more meaningful and interesting, making the em­ 1. There are no significant relationships between work-family balance,
ployees more productive, and improving employees' job performance. work motivation, job satisfaction and job commitment of library
Therefore, motivation in the workplace is one of the most important personnel in universities in North-central Nigeria.
factors for attainment of employees' goals and, ultimately, organiza­ 2. There are no significant joint effects of work-family balance and
tional targets and goals. work motivation on job satisfaction of library personnel in univer­
Another variable of importance in this study that may affect job sities in North-central Nigeria.
commitment is job satisfaction. It refers to the level of contentment 3. There are no significant joint effects of work-family balance, work
associated with a job by an employee (Jyothi, Rajasekar, Krishna­ motivation and job satisfaction on job commitment of library
moorthy, & Ramanathan, 2020). It is needed to get optimal work personnel in universities in North-central Nigeria.

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S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

Literature review organization; the more employees are satisfied with their work, the
more they are committed to the organization. Thus, work motivation is
Awareness on work motivation, job satisfaction and work-family an essential component of organizational operations. Work motivation
balance needs is vital in the twenty-first century workplace as workers consists of a combination of intrinsic and extrinsic motivations. Intrinsic
are exposed to advance technologies and more knowledge through ed­ motivation refers to the growth of individuals and their interest in
ucation about their rights in the workplace and the implications for the learning new things. Extrinsic motivation includes financial rewards,
commitment of the workforce. Commitment is a central concept in prestige and success (Alfatihah et al., 2021; Gholizade et al., 2014). This
psychology. It shows an individual's psyche and attributes as well as the indicates that different incentives have distinct impacts on employee's
behavioral patterns of the extent of satisfaction (Sohail, Safdar, Saleem, motivation, which, in the long run, may translate into job commitment.
Ansar, & Azeem, 2014). William (2011) refers to commitment as the In the university library system, strong and effective motivation pro­
hard work and loyalty that an employee gives to an organization. grams, such as reward, career progression, competitive pay, and pro­
Cooper-Hakim and Viswesvaran (2005) assert that commitment is the motion, should be in place at different strata to enhance the work
choice to persist with a course of action and an important antecedent. In motivation of library personnel.
other words, commitment refers to the bond that exists between the Previous studies revealed that there is a positive and significant
employer and the employee(s). relationship between work motivation, job commitment and job satis­
Job commitment represents the attitude towards work and relates faction. For example, William (2011) investigated the relationship be­
the employee's feelings towards the organization (Rajak & Pandey, tween work motivation and job commitment among teachers in Ashanti
2017). According to Mowday, Steers, and Porter (1979), job commit­ region, Ghana. The study indicated that the level of motivation and
ment is solid confidence in and acknowledgment of the destinations and satisfaction of the teachers had a positive effect on their job commit­
qualities of an establishment; eagerness to apply significant exertion for ment. Mohsan, Nawaz, Khan, Shaukat, and Aslam (2011) investigated
an organization; and a powerful urge to keep up participation in the employee motivation, commitment, and job involvement of bankers in
establishment. Carmeli and Freund (2004) aver that job commitment Pakistan. They discovered a positive and significant relationship be­
reflects a more stable and general employee attitude. It is the feeling of tween employee motivation, employee commitment and job involve­
responsibility that an employee has towards the vision, mission, and ment. Also, Rajak and Pandey (2017) examined the interrelation
goals of the organization (Rajak & Pandey, 2017). This concept has between job commitment and job satisfaction of individuals in higher
implications for the employee's decision to continue or discontinue its education institutions in India. The study showed that the higher the
membership in the organization. The more employees are satisfied with level of motivation, the greater the enhancement of satisfaction and
their work, the more they are committed to the course of the organi­ commitment of the employees towards their institution.
zation (Nasimiyu & Egessa, 2021). Job satisfaction is a central variable in organizational behavior
Job commitment represents the attitude of an employee towards the research and a broad concept that refers to the overall attitude towards
work and the awareness to carry out organizational activities, shown by job (Gragnano, Simbula, & Miglioretti, 2020). As noted by Culibrk et al.
attitudes, values and behavior at work (Saifullah, Alam, & Zafar, 2015). (2018), job satisfaction is a key element of work motivation, which is a
Job commitment has an effective role within an organization because it fundamental determinant of a person's behavior (job commitment) in an
increases the employees' attachment to their work and makes them put organization. Job satisfaction is a multi-dimensional phenomenon that
in so much efforts to achieve the goals of the organization (El-Sayed, comprises factors which operate together to determine workers' attitude
Wahba, Ragheb, & Elgharabawy, 2021). It is a strong level of a person's and behavior towards their job (William, 2011). According to Trislia­
involvement with his/her job. Many workplace-related variables, such tanto et al. (2018), the concept of job satisfaction revolves around
as work engagement, life satisfaction, turnover intention, job perfor­ organizational employee-oriented policies, fair rewards, emotionally
mance, work motivation, work-family balance and job satisfaction, are challenging work, supportive co-workers, and healthy working condi­
likely to affect an employee's job commitment. Thus, understanding the tions. Besides, it has great influence on individuals' work and life do­
drivers of job commitment may be helpful in investigating job mains, in mental, emotional and behavioral terms (Gözükara &
commitment in the workplace as vital for understanding the psychology Çolakoğlu, 2016).
of human behavior with other important outcomes, such as work Job satisfaction is an indicator of well-being and psychological
motivation, job satisfaction and work-family balance. health. It is related to many behaviors of the worker that are positive for
Motivation is of enormous importance to enhancing performance the organization, such as job commitment (Gragnano et al., 2020).
and commitment in any organization. Work motivation is a multi- Sohail et al. (2014) aver that job satisfaction is a state of emotional
dimensional concept and a set of energetic forces that originate within gladness, which comes from the achievement of a goal that an employee
individuals and their environment to initiate work-related behaviors, gets by fulfilling his/her part of work in an organization. In the opinion
such as job commitment, and determine their form, direction, intensity of Dalkrani and Dimitriadis (2018), job satisfaction reflects the general
and duration (Dwivedula, Bredillet, & Müller, 2013; Shkoler & Kimura, attitude of employees towards the work and whether they are happy
2020). Work motivation is crucial in the life of any organization because with their job. Similarly, Jyothi et al. (2020) assert that job satisfaction
it is a potential factor that exists in human beings; when nurtured by is the quantity of happiness linked with a job and that liking a job
outside forces, it promotes job commitment (Sultana et al., 2021). In the immensely could result in higher job satisfaction. In the view of Aziri
view of Gholizade et al. (2014), work motivation is a dynamic process (2011), job satisfaction is one of the most complex areas facing today's
that affects the working conditions, level of commitment, productivity, managers with regard to managing their employees.
consistency and the emotional state of employees. As noted by Sohail Studies have revealed that there is a positive and significant rela­
et al. (2014), work motivation will lead to job satisfaction, which could tionship between job satisfaction, work motivation and job commit­
empower employees to be committed to their job. Also, Berman, ment. For example, Alfatihah et al. (2021) examined the influence of
Bowman, West, and Wart (2021) aver that work motivation is an work-life balance with work motivation as a mediating factor on job
essential factor for the achievement of employees' and organizational satisfaction of employees in companies in Indonesia. The study revealed
goals. that work motivation affects job satisfaction. Sultana et al. (2021)
Furthermore, work motivation refers to psychological strength, with explored the relationship between motivation and commitment, job
the level of persistence in overcoming problems and self-determination satisfaction and employee performance in the work from the home
towards work dimension determining the behavior of an individual in an perspective in Malaysia. They claim that motivation and job satisfaction
organization (Tentama & Pranungsari, 2016). According to Rajak and have a positive effect on organizational success, and that increase in
Pandey (2017), it relates to the employee's feelings towards the motivation and commitment leads to increase in job satisfaction. Rizwan

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S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

et al. (2013) examined the collision of work with life and its impact on Žnidaršič and Marič (2021) examined the relationships between
job satisfaction of different employees in institutions and industries in work-family balance, job satisfaction, life satisfaction and work
Bahawalpur, Pakistan. They discovered that there was significant posi­ engagement among higher education lecturers in Austria, Croatia, Czech
tive relationship between job commitment and job satisfaction. Dalkrani Republic, Germany, Serbia and Slovenia. The findings of the study
and Dimitriadis (2018) considered the effect of job satisfaction on revealed a positive and statistically significant relationship between
employee commitment in private enterprises in Greece. The study work-family balance and job satisfaction and the fact that an organiza­
showed that job satisfaction is inherently interwoven with commitment. tion's work-family balance policies and practices have a positive impact
Gholizade et al. (2014) explored the relationship between job satisfac­ on the individual's work-family balance. Omran (2016) investigated the
tion, job motivation and commitment of healthcare workers in Boyer­ relationships between work-family balance and job commitment, orga­
ahmad Kohkiluyeh Province, Iran. They found that job satisfaction was a nizational citizenship behavior, life satisfaction, job involvement and
significant predictor of job motivation and commitment. Olaojo, Oye­ the intention to leave in communication companies in Egypt. The study
bode, and Gbotosho (2017) established that there were significant established that job commitment was positively and significantly related
positive relationships between social support, work motivation and to work-family balance.
work commitment of the library personnel in selected private univer­ Aryee, Ekkirala, and Tan (2005) examined the antecedents and
sities in south-west Nigeria. outcomes of work-family balance on employed parents in India. They
Moreover, Rajak and Pandey (2017) investigated the relationship reported that work-family balance was positively related to commitment
between job commitment and job satisfaction of workers in higher ed­ and job satisfaction. Similarly, Melati and Rizkillah (2022) investigated
ucation institutions and their effect on their work performance in India the effect of work motivation and work-family conflict on job satisfac­
through review of literature. They reported that there was a critical tion of formal working mothers during the COVID-19 pandemic. The
connection between job commitment and employment fulfillment, and correlation test results showed a relationship between intrinsic and
that the higher the level of motivation, the greater the enhancement of extrinsic work motivation and work-family conflict with job satisfaction.
satisfaction and commitment of the employees towards their institution In the same vein, Alfatihah et al. (2021) studied the effect of work-life
were. Previous research also revealed that there was a positive and balance on job satisfaction, work motivation, work commitment, work
significant relationship between job satisfaction and job commitment discipline and performance of police personnel of the Southeast Sula­
among employees in organizations (Al-Hussami, 2008; Awang & wesi Regional Police, Indonesia. They reported that work motivation
Ahmad, 2010; Fletcher, 2007). affected job satisfaction.
Work-family balance is a concept in industrial and organizational A well-motivated, satisfied, and qualified workforce, in this regard
psychology. It can be described as satisfactory adjustment among mul­ library personnel whose work-family balance is guaranteed, is crucial to
tiple roles in a person's life (Žnidaršič & Marič, 2021). It is a reflection of increasing productivity and the quality of the library services to achieve
how work and family life reciprocally influence each other, both posi­ organizational goals. The job commitment of library personnel can be
tively and negatively (Halford, 2020). It also means an individual's improved greatly if library management gives adequate priority to work
perceptions of the degree to which s/he is experiencing positive re­ motivation, job satisfaction and work-family balance of library
lationships between work and family roles, where the relationships are personnel. Therefore, it is imperative to examine the nexus between
viewed as compatible and at equilibrium with each other (Weinzimmer, work motivation, work-family balance, job satisfaction and job
Baumann, Gullifor, & Koubova, 2017). Grzywacz and Carlson (2007) commitment as well as work motivation, work-family balance, and job
aver that work-family balance is the fulfillment of role-related expec­ satisfaction of library personnel in universities in North-central Nigeria
tations negotiated and shared between an individual and his or her role- (see Fig. 1).
related partners in work and family. Similarly, Greenhaus, Collins, and
Shaw (2003) state that work-family balance is the extent to which an Methodology
individual is equally engaged in and equally satisfied with his or her
work role and family role. Thus, a balanced work and family life has The ex-post facto research design of the correlational type was
many positive consequences for both the individual and the organiza­ adopted for the study. The population size of the study was 926 library
tion (Carlson, Grzywacz, & Zivnuska, 2009; Frone, 2003). personnel in the nineteen (19) universities in North-central Nigeria. The
Work-family balance encapsulates the intersection of employees' total enumeration method (census technique) was used to cover all the
work experience and family lives (Allen, 2012). Consequently, it is nine hundred and twenty-six (926) library personnel in the universities
influenced by factors at three levels, namely the individual, work or­ in North-central Nigeria.
ganization and the state. With respect to the individual level, work- A questionnaire named Work-family Balance, Work Motivation, Job
family balance is important because it reduces stress and has a posi­ Satisfaction and Job Commitment of Library Personnel was used for data
tive impact on the health and overall well-being of the employee (Clark, gathering. The questionnaire is partitioned into five main sections.
2000). With regard to the organization level, it is important because it Section 0 measures work-family balance of respondents. It is an eight-
affects job satisfaction, organizational commitment, productivity, per­ item work-family balance scale developed by Popoola (2020b). The
formance, efficiency and retention of existing employees (Frone, 2003; response format ranges from 1 – strongly disagreed (SD) –to 5–strongly
Kaur & Kumar, 2014). However, Žnidaršič and Marič (2021) argue that, agree (SA). It has a Cronbach's alpha reliability coefficient of 0.89.
in an attempt to balance the different roles in work and family, people Section 0 measures work motivation of respondents. It is a fifteen-item
usually experience work-family conflict, satisfaction with work-family scale developed by Popoola (2018). The response format ranges from
balance and work-family enrichment. Organizations need to acknowl­ 1 – strongly disagreed (SD) – to 5 – strongly agree (SA). The scale has a
edge employees as an important asset. Helping employees to balance Cronbach's alpha reliability coefficient of 0.82. Section 0 evaluates job
their professional and personal life will motivate them and lead to job satisfaction of respondents. It is a seventeen-item scale developed by
satisfaction (Arrawatia & Tanwar, 2019). In this productivity-driven Popoola (2012). The response format ranges from 1– very lowly satisfied
society, balancing work and family life is one of the most common (VLS)– to 5 –very highly satisfied (VHS). The scale has a Cronbach's
sources of stress for working adults, such as library personnel in uni­ alpha reliability coefficient of 0.86. Section 0 assesses job commitment
versities. This has made it difficult for them to adequately fulfill their of respondents. It is a ten-item job commitment scale developed by
roles at home and at the workplace. Therefore, there is need for people Popoola (2015). The response format ranges from 1– strongly disagreed
to learn and work on balancing work and family life. By so doing, they (SD) – to 5 – strongly agree (SA). The scale has a Cronbach's alpha
will be highly motivated and satisfied to work for their organizations reliability coefficient of 0.88. Section 0 deals with demographic factors
and be committed to their jobs. of respondents, such as age, gender, marital status, academic

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S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

Fig. 1. Conceptual model of the study.

Self-constructed.

qualifications, and years of work experience. Out of the nine hundred and twenty-six (926) copies of the ques­
Copies of the questionnaire were administered to all the nine hun­ tionnaire administered, eight hundred and forty-two (842) were duly
dred and twenty-six (926) library personnel in the nineteen (19) uni­ completed and valid for analysis, giving a response rate of 90.9 %
versities in north-central Nigeria (Table 1) through personal contact by (Table 1). The Statistical Product for the Social Sciences (SPSS) version
nine (9) trained research assistants who were doctoral students in the 25 was used for data analysis. Hypothesis one was tested using simple
Department of Psychology, University of Ibadan, Ibadan, Nigeria. They correlation analysis (Pearson's Product Moment Correlation Method).
were trained for five days on how to administer the questionnaire to the Hypotheses two and three were tested using multiple regression analysis
respondents. based on F-test statistic. The level of significance of 0.05 was used for all
statistical tests.
Table 1 The personal characteristics of the respondents showed that 396 (47
Questionnaire administration and retrieval. %) were women, while 446(53 %) were men. Out of the 842 re­
spondents, 463 (55 %) were married, 295 (35 %) were single, whereas
S/N University Population Copies of questionnaire Response
rate (%)
84 (10 %) were widowed. The age distribution of the respondents
Administered Retrieved ranged from 26 to 65 years (mean x = 36.48; SD = 7.26). Similarly, 497
1. Federal University, 40 40 40 100 (59 %) of them were library officers, while 345 (41 %) were librarians.
Lafia. The years of work experience of the respondents ranged between 5 and
2. Federal University, 29 29 29 100
37 years (x = 20.82; SD 6.28). The academic qualifications of the re­
Lokoja.
3. FUT, Minna. 96 96 86 90 spondents varied between diploma (ordinary and higher national
4. University of 134 134 120 90 diploma certificate) and PhD in Library and Information Science.
Ilorin, Ilorin. Table 2 shows the mean and standard deviation scores of work
5. University of Jos, 112 112 102 91
Jos.
6. University of 108 108 98 91 Table 2
Agric. Makurdi. Mean and standard deviation scores of work motivation of the respondents.
7. Benue State Univ. 83 83 80 96
S/N work motivation statements Mean SD
Makurdi.
(x)
8. Kogi State Univ, 26 26 26 100
Anyigba. 1. I am often praised for a job well-done 3.52 0.01
9. Kwara State Uni. 22 22 22 100 2 Management creates a conducive working environment for 2.64 0.12
Malete. workers in our organization.
10. Nasarawa State 68 68 60 88 3 We were all renumerated by the management 2.22 0.08
Univ. Keffi. 4 Workers are rewarded on merit in my organization 3.65 0.10
11. Plateau State, 27 27 27 100 5 Employees are given due recognition in my workplace 2.68 0.05
Univ, Bokkos. 6 Salaries and other fringe benefits are paid as at when due to all 2.53 0.11
12. IBB Univ, Lapai. 77 77 65 84 categories of staff.
13. Al-Hikmah Univ. 14 14 14 100 7 Staff training and development is placed on high priority 3.78 0.12
Ilorin. 8 Employees in our organization have job security 4.28 0.12
14. Crown-Hill Univ, 5 5 5 100 9 The management in our workplace provides training and 2.54 0.10
Eyenkorin. development opportunities for workers.
15. Bingham 36 36 20 56 10 Staff are allowed to enjoy their annual leave and bonus in my 3.88 0.11
University. organization
16. Landmark Univ, 21 21 21 100 11 Management in our establishment gives freedom/autonomy 2.56 0.11
Omu-Aran. to staff to take Rational decisions concerning their job
17. Salem Univ, 5 5 5 100 performance.
Lokoja. 12 Adequate working materials are given to all staff in my 3.56 0.11
18. Summit Univ, 7 7 7 100 organization
Offa. 13 Flexible working hours are provided in my organization 2.40 0.08
19. University of 16 16 15 94 14 Adequate in formation is provided to all workers to perform 3.42 0.10
Mkar, Mkar- their jobs in myworkplace.
Gboko. 15 Employees are treated with equity, fairness, and justice in my 2.38 0.06
Total 926 926 842 91 workplace
Overall work motivation is moderate 3.10 0.12
Threshold: 5 + 1/2 = 3.00.

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S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

motivation of the respondents. The overall weighted mean (x = 3.10; SD Table 4

= 0. 12) was almost the threshold of 3.00. It can, therefore, deduce that Mean and standard deviation scores of job satisfaction of the respondents.
the respondents had moderate work motivation. S/N work-family balance statements Mean SD
Similarly, Table 3 reveals the overall weighted mean of job satis­ (x)
faction of the respondents as x = 3.16; SD = 0.14. This was marginally 1. I devote equal attention to my work and family 3.99 0.12
higher than the threshold of 3.00. Therefore, it can be concluded that the responsibilities.
respondents had moderate job satisfaction. 2 My workload provides great opportunity for me to perform my 4.00 0.21
Going by the result in Table 4, the overall weighted mean of work- family roles
3 I always find time after work to take care of my family 3.98 0.11
family balance of the respondents is mean (x) = 3.74, SD = 0.11 4 I often use my annual leave to meet my family needs 2.86 0.12
which is greater than the threshold of 3.00. One can infer that the re­ 5 The flexible work arrangement in my place of work gives me 3.84 0.11
spondents had good work-family balance. great chance to perform my family roles.
The results in Table 5 showed that the overall weighted mean of the 6 I hire house help in order to pay much attention to my work. 3.78 0.10
7 I always ensure that my work roles do not interfere with my 3.76 0.11
respondents (x = 3.92; SD = 0.11) was greater than the threshold of
family roles performance.
3.00. Therefore, it can be deduced that the respondents were highly 8 I regularly use my work break-time to attend to my family 3.74 0.10
committed to their job. roles.
Table 6 captures the Pearson's zero order correlation matrixes of job Overall: 3.74 0.11
satisfaction, work motivation, work-family balance, and job commit­ Decision: Good work-family balance since x = 3.74 > 3.00 threshold

ment of the respondents. It was inferred that there were significant re­
lationships between work motivation and job satisfaction (r = 0.38; P <
0.05) and work-family balance and job satisfaction (r = 0.34; P ≤0.05) Table 5
of the respondents. Furthermore, there were significant relationships Mean and standard deviation scores of job commitment of the respondents.
between work motivation and job commitment (r = 0.48; P < 0.05), job S/N job commitment statements Mean SD
satisfaction and job commitment (r = 0.43; P < 0.05), and work-family (x)
balance and job commitment (r = 0.49; P < 0.05) of the respondents. 1 I feel a sense of pride in working for my organization. 3.98 0.11
Table 7 presents summary of multiple regression analysis of job 2 I devote all my attention to my work to make my organization 3.92 0.12
satisfaction of the respondents. grow
3 I hate coming late to work in my organization 4.00 0.11
The inference is that there were significant joint effects of work
4 I would accept almost any type of job or assignment to keep 3.92 0.12
motivation and work-family balance on job satisfaction of the re­ working for my organization
spondents (Fratio = 6.24; df = 2; 839, P < 0.05). Further data analysis 5 I really care about my job 4.00 0.12
revealed that, individually, work motivation (B = 0.44; t = 3.18; P < 6 I feel little committed to my job ® 3.84 0.08
0.05) and work-family balance (B = 0.38, t = 3.03, P < 0.05) had sig­ 7 There is not too much to be gained by sticking to my job 3.68 0.11
indefinitely ®
nificant effect on job satisfaction of the respondents. More importantly,
8 Deciding to remain on my job was a great mistake on my part 3.76 0.01
work motivation (Beta = 0.50) had higher relative effect (50 %) than ®
work-family balance (Beta = 0.48), with 48 %, on job satisfaction of the 9 I talk about my job a great deal to people 3.88 0.12
respondents. Moreover, there was significant multiple relationship be­ 10 I often find it difficult agreeing with the policies, rules, and 3.88 0.02
tween work motivation, work-family balance and job satisfaction of the regulations guiding the performance of my job.
Overall: 3.92 0.11
respondents (Adjusted R = 0.78, P < 0.05). The Adjusted R2 = 0.60, P < Decision: High job commitment
0.05 implies that 60 % of the total variance in job satisfaction of the
respondents was accounted for by work motivation and work-family
balance; and the remaining 40 % was due to other factors and residuals.
Table 6
Table 8 presents summary of multiple regression analysis of job
Pearson's zero order correlation matrix of the variables of interest.
commitment of the respondents.
Variable Mean SD 1 2 3 4 Sig.P
(x)

Table 3 Job satisfaction. 3.16 0.14 1.00 – – –

Mean and standard deviation scores of job satisfaction of the respondents. Work 3.10 0.12 0.38 1.00 – – 0.002
motivation.
S/N job satisfaction statements Mean SD Work-family 3.74 0.11 0.34 0.32 1.00 – 0.011
(x) balance.
Job 3.92 0.11 0.43 0.48 0.49 1.00 0.002
1. Hours worked each week. 2.25 0.23
commitment.
2. Flexibility in job scheduling. 3.04 0.11
Sig.P. 0.012 0.001 0.001
3. Location of work/work environment. 2.14 0.13
4. Amount of paid vacation time/sick leave/sabbatical/leave of 2.42 0.15
absence.
5. Salary. 2.00 0.12
Table 7
6. Opportunity for promotion. 2.62 0.14
Summary of multiple regression of job satisfaction of the respondents.
7. Job security. 4.48 0.15
8. Recognition for work achieved. 3.22 0.12 Variable B SE(B) Beta t p
9. Relationship with co-workers. 3.44 0.13
10. Relationship with your supervisor. 3.40 0.10 Constant. 0.23 0.20 – 1.18 0.062
11. Relationship with your subordinates. 4.30 0.11 Work-family balance. 0.38 0.13 0.48 3.21 0.003
12. Opportunity to use your skills and knowledge. 4.38 0.13 Work motivation. 0.44 0.13 0.50 3.18 0.003
13. Opportunity to learn new knowledge and skills. 4.40 0.13 Keys:
14. Support for additional training and education/staff 2.38 0.10
SEE: Standardized Error of Estimate = 3.05. df = Degree of freedom (2; 839).
development.
B = Unstandardized Regression Coefficient. Adjusted R = 0.78.
15. Variety of job responsibilities. 4.45 0.11
16. Degree of autonomy relating to your work duties. 2.10 0.11 Beta = Standardized Regression Coefficient. Adjusted R2 = 0.60.
17. Adequate opportunity for periodic changes in duties. 3.40 0.14 Fratio = 6.24. α = 0.05.
Overall: 3.16 0.14
Decision: Moderate job satisfaction threshold x = 3.16 > 3.00

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S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

Table 8 Pandey (2017) assert that there exists a critical connection between job
Summary of multiple regression of job commitment of the respondents. commitment and employment fulfillment (satisfaction) of a person, and
Variable B SE(B) Beta t P that the higher the level of motivation, the greater the enhancement of
satisfaction and commitment of the employees is towards the organi­
Constant. 0.12 0.05 – 2.59 0.000
Work motivation. 0.44 0.10 0.38 4.58 0.000 zation. Work-family balance is positively related to job satisfaction and
Job satisfaction. 0.46 0.08 0.41 5.53 0.000 can mediate work motivation on job satisfaction (Alfatihah et al., 2021;
Work-family balance. 0.42 0.64 0.32 6.55 0.001 Landolfi et al., 2020).
Keys: It was also found that there were significant joint effects of work-
SEE: Standardized Error of Estimate = 1.34. df = Degree of freedom (3; 838). family balance, work motivation and job satisfaction on job commit­
B: Unstandardized Regression Coefficient. Adjusted R: 0.80. ment of the respondents. In line with this finding, Sultana et al. (2021)
Beta – Standardized Regression Coefficient. Adjusted R2: 0.64. claim that motivation and job satisfaction have a positive effect on
Fratio = 5.34. α = 0.05. organizational success, and that increase in motivation and commitment
leads to increase in job satisfaction. Awolusi (2013) found that work
There were significant joint effects of work-family balance, work motivation had significant positive effect on job commitment of em­
motivation and job satisfaction on job commitment of the respondents ployees in the Nigerian banking industry. Saifullah et al. (2015) contend
(F = 5.39, df = 3; 838; Adjusted R = 0.80; Adjusted R2 = 0.64, P < 0.05). that job commitment and work motivation have positive and significant
In addition, there was significant multiple relationship between work- impact on employee's satisfaction. Popoola (2020a, 2020b) reported
family balance, work motivation, job satisfaction and job commitment that work motivation, job satisfaction and knowledge sharing jointly
of the respondents (Adjusted R = 0.80, P < 0.05). Further analysis and individually had significant relations with job commitment of re­
revealed that, independently, work-family balance (B = 0.42; t = 6.55, cords management personnel in state civil services in North-central
P < 0.05), work motivation (B = 0.44, t = 4.58, P < 0.05) and job Nigeria.
satisfaction (B = 0.46; t = 5.53, P < 0.05) had significant effect on job More importantly, this study showed that there was significant
commitment of the respondents. The Adjusted R2 = 0.64, P < 0.05 multiple relationship between work-family balance, work motivation,
meant that 64 % of the total variance in job commitment of the re­ job satisfaction and job commitment of the respondents. Further analysis
spondents could be attributed to the effects of their work-family balance, indicated that, independently, work-family balance, work motivation
work motivation and job satisfaction. The remaining 36 % was due to and job satisfaction had significant effect on job commitment of the
other factors not considered in this study. Moreover, work-family bal­ respondents. This result agrees with Omran (2016), who avers that
ance (Beta = 0.32) had relative effect of 32 %, work motivation (Beta = organizational commitment is positively and significantly related to
0.38) had relative effect of 38 %, and job satisfaction (Beta = 0.41) had work-family balance. Melati and Rizkillah (2022) also found a rela­
relative effect of 41 % on job commitment of the library personnel in the tionship between intrinsic and extrinsic work motivation and work-
sampled universities. family conflict (a dimension of work-family balance) with job satisfac­
tion. Equally, Alfatihah et al. (2021) contend that work motivation af­
Discussion fects job satisfaction. In the view of Fan (2018), work-family balance is a
significant factor in predicting work attitudes, such as job satisfaction
Organizations need to be aware of the needs of individuals and and job commitment.
provide them with flexibility, allowing them to combine the professional Studies relating work-family balance and work motivation to job
part of their lives with their personal life. The findings of this study satisfaction as well as work motivation, job satisfaction and work-family
showed that there were significant correlations between work-family balance to job commitment of library personnel in academic libraries are
balance and job commitment, work motivation and job commitment, limited. Job satisfaction and job commitment of personnel are very
and job satisfaction and job commitment of the respondents. In addition, crucial to the overall performance of university libraries. Satisfied li­
there was a significant relationship between work motivation and job brary personnel are regarded as productive workers. Work-family bal­
satisfaction of the respondents. There was also a significant relationship ance and work motivation have been established to enhance job
between work-family balance and job satisfaction. These findings are in satisfaction of the university library personnel in North-central Nigeria
congruence with other studies. For example, William (2011) established within the context of this study.
that the level of motivation and satisfaction of the teachers sampled had Moreover, our study on job satisfaction, work motivation and work-
a positive effect on their job commitment. Mohsan et al. (2011) reported family balance has been confirmed to improve job commitment of li­
a positive and significant relationship between employee motivation, brary personnel in North-central Nigeria. More importantly, library
employee commitment and job involvement. Rizwan et al. (2013) managers and university administrators in Nigeria and elsewhere should
discovered that there was significant positive relationship between job include in their human resources policy motivational strategies such as
commitment and job satisfaction. Gholizade et al. (2014) revealed that enhanced salary, favorable work environment, and regular staff pro­
job satisfaction was a significant predictor of job motivation. Aryee et al. motion. This will strengthen job satisfaction of their personnel and
(2005) reported that work-family balance positively related to job ensure that the work activities of their workers are compatible with their
satisfaction. family roles so as to improve their job satisfaction and job commitment.
This study also found that there were significant joint effects of work
motivation and work-family balance on job satisfaction of the re­ Conclusion
spondents. In addition, individually, work motivation and work-family
balance had significant effect on job satisfaction of the respondents. Job commitment is the feeling of responsibility that an individual has
As noted by Culibrk et al. (2018), job satisfaction is a key element of towards the goals, mission, and vision of the organization he/she is
work motivation, which is a fundamental determinant of an employee's associated with. In today's competitive world, organizations are being
behavior (job commitment) in an organization. confronted with new difficulties with regard to maintaining work-family
This study revealed that there was significant multiple relationship balance, work motivation and job satisfaction. Job commitment is,
between work motivation, work-family balance, and job satisfaction of therefore, a comprehensive issue that must be constantly dealt with in
the respondents. In line with this finding, Žnidaršič and Marič (2021) an organization to promote work motivation, work-family balance, and
revealed that there were positive and statistically significant relation­ job satisfaction. Motivated and highly satisfied employees are needed in
ship between work-family balance and job satisfaction. Rajak and the rapidly changing university libraries. They help university libraries
to survive and get ready to improve their job commitment and

7
S.O. Popoola and O.O. Fagbola The Journal of Academic Librarianship 49 (2023) 102741

performance. the outcome of this study. The study could also be extended to other
The factors that could stimulate the level of job satisfaction and job work organizations.
commitment of employees in library organizations include job security,
interesting work, good working conditions, good wages/salaries, pro­ Funding
motion and growth, full appreciation of work done, tactful discipline,
favorable work environment and good interpersonal relationship. A This research did not receive any specific grant from funding
satisfied worker is a happy employee who is willing to exhibit high level agencies in the public, commercial, or not-for-profit sectors.
of job commitment.
The major challenge that employees in universities, like other or­
CRediT authorship contribution statement
ganizations, has today is how to properly match family roles with job
responsibilities. It is believed that when employees are adequately
Sunday Olarenwaju Popoola: Conceptualization, Methodology,
supported by the university administrators and library managers to
Questionnaire validation, Data analysis, and Resources.
achieve work-family balance, high job satisfaction and job commitment
Olaronke O. Fagbola: Data collection, Writing - review & editing,
in their workplaces will be the results. The greatest concern of university
Field supervision, and Resources.
administrators and library managers in Nigeria is how to achieve high
job satisfaction and job commitment of their employees. The knowledge
of the critical factors for enhancing the job satisfaction and job
Declaration of competing interest
commitment of employees will assist library managers and university
administrators to develop human resources management plan for
The authors hereby confirmed that there is no conflict of interest in
effective library performance.
this study. Citations, data sources and other information have been duly
This study found that there were significant positive relationships
acknowledged.
between work-family balance, work motivation and job satisfaction of
the respondents. It was also established that both work-family balance
Data availability
and work motivation had significant individual and joint effects on job
satisfaction of the respondents. In addition, the study revealed that
No data was used for the research described in the article.
work-family balance, work motivation and job satisfaction had signifi­
cant positive relationships with job commitment of the respondents.
Most importantly, work-family balance, work motivation and job References
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