Career management practices and job performance among university library personnel in southwest Nigeria

Abstract

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.