Relationship between Staff Salary, Staff Promotion and Managerial Effectiveness in Higher Educational Institutions in Sokoto State, Nigeria
*1Ibrahim Nura, 2Sa’adu Isa Bashar, & 3Hussaina Musa
*1,2&3Department of Educational Management, Faculty of Education, Sokoto State University, Sokoto, Nigeria Email: nuraibrahim839@gmail.com*1 hussainamusa35@gmil.com3
Abstract
The study investigated the relationship between Staff salary, Staff Promotion and Managerial Effectiveness in higher educational institutions in Sokoto State. Similarly, two research objectives and two research hypotheses were raised respectively to guide the study. Furthermore, correlational survey research design was used in this study. Moreover, the study used population of three thousand nine hundred and Fourty eight (3,948) academic and nonacademic staff across ten higher educational institutions in Sokoto State, out of which three hundred and fifty (350) were sampled using research advisor (2006). Two sets of instruments were used to collect data for the study which include: Staff salary and Managerial Effectiveness Assessment Questionnaire (SSPMEAQ) with reliability index of 0.86 while staff salary and Managerial Effectiveness Assessment Questionnaire (SSPMEAQ) has reliability index of 0.84. All the instruments were validated by experts and were said to have content validity. Hypotheses one and two were analysed using Pearson Product-Moment Correlation. The findings of the study revealed that there is significant relationship between promotion of staff and managerial effectiveness in the higher educational institutions. Similarly, strong positive relationship was observed between Staff salary and managerial effectiveness. It was concluded that there is positive relationship between staff salary, staff promotion and managerial effectiveness in higher educational institutions in Sokoto State; moreover hypotheses was tested using Pearson Product Moment Correlation Coefficient (PPMC) therefore, it was recommended that the higher educational institutions should develop salary packages and staff salary increment to ensure staff members received their expectations for managerial effectiveness in higher educational institutions. Clear transparent criteria and requirements for promotion should be highlighted for managerial effectiveness in higher educational institutions.
Keywords
Staff, salary, promotion, managerial, Effectiveness and Institutions
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