ABSTRACT

Organizations that have goals to achieve would require satisfied and happy staff in their workforce. The ability of any university to take off and achieve its strategic goals is a function of its ability to attract, retain, maintain and satisfy its competent staff The university being an institution of higher learning that provides manpower needs to advance national development through public and private sector must be capable of ensuring adequate manpower planning and development. Therefore, it cannot afford to neglect the essentials of workforce satisfaction. The study investigated the effects of four elements of organizational climate (organizational structure, professional development, working condition, and participation in decision making) on job satisfaction of academic staff in Federal Universities, South-East Nigeria between the years (2012-2018). It also set to ascertain if the elements of organizational climate can cause satisfaction among academic staff there by impacting on their academic performance. Herzberg's Two-Factor Theory and Theory of Work Adjustment were used in anchoring the study. A total of 623 copies of questionnaires were administered to sampled (Three Federal) Universities in South-East, Nigeria out of which a total of 588 questionnaires were returned fully and appropriately filled. The study made use of both descriptive and inferential statistics. Data collected were analyzed using mean scores and standard deviation to answer the four research questions, while multiple regression analysis was employed to test the four null hypotheses formulated to guide the study, at 0.05 level of probability. The results indicated that the identified elements of organizational climate have significant positive effects on job satisfaction among academic staff in Federal Universities, South East Nigeria. It was recommended among others that Proprietors and Management of Universities should be considerate in their management and administrative policies; workshops and seminars should be conducted on a regular basis to update staff in their various areas of specialization on current research innovations and such career development programmes should be based on merit. The National Universities Commission should put a benchmark on infrastructure and facilities that must be provided before a license of operation is issued to any intending proprietor.