Job satisfaction and staff performance in ebonyi state university, abakaliki, nigeria (2008 – 2018)

Job Satisfaction and Staff Performance in Nigerian State Universities has become a national discourse. This is because Job satisfaction is expected to encourage staff stability, performance, efficiency, goal congruency and positive behaviour in the work places. The reverse is the case in Ebonyi State University where mass exodus of staff, complaints, ethnocentrism, political interference and prolonged industrial strikes are alarming (Ezeali, 2010). The broad objective of the study is to determine the relationship between job satisfaction and Staff performance in Ebonyi State University. Three specific objectives were also set to be achieved while the study was anchored on Herzberg (1964) two factor theoryusing descriptive survey method. Three hypotheses were formulated and 313 sample size of the population was used. After descriptive analysis of the data using simple percentage and chi-square statistics, the results revealed among others: Firstly, that conditions of service, salaries and allowances, promotion criteria, working environment, gender, age, university autonomy law, job security, management policies, interpersonal relationships and supervision affects job satisfaction and staff performance in Ebonyi State University; and secondly that the level of job satisfaction and staff performance in Ebonyi State University is discouraging resulting from poor salaries and allowances, bad management polices, unconducive work environment, non-implementation of university law, irregular promotion criteria, poor motivation techniques and ethnocentrism. The researcher thereafter recommended that management should always strive to implement job satisfaction elements such as competitive salary, handsome fringe benefits, management by objectives, university autonomy law, proper channel of communication, regular promotion, Job enlargement and enrichment, staff training and development. The implications of the findings are both revealing and inspiring in the sense that management, staff and other stakeholders are now abreast of the role of job satisfaction in staff performance among others.