ABSTRACT

As a result of the observed incidence of academic staff turn-over from the Nigerian universities. coupled with the exhibition of various forms of defensive behaviours such as withdrawal, absenteeism, aggression, etc. which tend to reduce staff effectiveness, the study was conceived to investigate academic staff job satisfaction and organizational climate of the Private Universities. since literature shows that incidence of staff attrition in any organization could be linked to stall satisfaction levels and prevalent leadership styles and organizational climate. A cross-sectional study design with an exploratory and descriptive design were used for this study. information for this study were collected from both secondary and primary sources . The data was collected using the questionnaires that were distributed to the lecturers in the various sampled private universities. Questionnaires were administered to the academic staff ranging from the Professors, Associate Professors, Senior lecturers, Lecturers 1, Lecturers 2, Assistant lecturers and Graduate Assistants. The total number of academic staff in the selected private universities is 754.The data collected were analyzed using descriptive statistics and likert scale based on the total number of respondents. Pearson Product Moment Correlation Coefficients, Z-test and ANOVA was used to analyze the hypotheses. From the findings of the study we therefore conclude that the organizational climate affects the job satisfaction of both the senior and the junior lecturers. The study was able to conclude or reveal that there was Positive significant difference in the way senior and junior academics perceive their organizational climate, that there is positive significant relationship between organizational climate and job satisfaction among the academics in South west Nigeria and Factors like clear lines of commuoication, paymentlsalary package and promotional opportunities contributes to job satisfaction. The study recommended among others, that the universities management be more responsive to the academic career development programmes as had been suggested by the stall especially to the junior academics for their advancement.