Academic journal article Library Philosophy and Practice

Organizational Culture Variables as Factors Influencing Librarians' Turnover Intentions in University Libraries in South-South and South-East of Nigeria

Academic journal article Library Philosophy and Practice

Organizational Culture Variables as Factors Influencing Librarians' Turnover Intentions in University Libraries in South-South and South-East of Nigeria

Article excerpt

Introduction

The diverse culture that characterizes various organizations and work groups quickly brings to mind the unique nature of the university library in all academic institutions. The university library with its multi-cultural nature, staff members, users and collections cutting across different geopolitical zones and cultural background remain a focus for critical study. Culture can be an imperative factor in building a strong organization. The culture of organizations is identified in the ways and manner its employees are managed in their career development, promotion and remuneration. These attributes have been considered by many researchers as determinant of employees' turnover intentions (Gazioglu & Tansel, 2002; Flanagan & Flanagan, 2002; Sanjeevkumar, 2012; Mbah & Ikemefuna, 2012 and Nyamubarwa, 2013), which cannot be ignored hence organizations, especially university libraries comprises many work group cultures that themselves encompass members of multiple national cultures (Kaarst-Brown, Nicholson, von Dran, & Stanton, 2004).

A study on the changing and evolving nature of the university libraries' organizational culture and its attendant effect on employees' turnover intentions is crucial, hence, a lot of significant restructuring of the libraries have taken place particularly in the introduction of information and communication technology (ICT). ICT has changed the way and manner the library function and provide services to its clients. The university libraries' culture and practices encourage harmonious coexistence and development of staff, when neglected can increase the turnover intentions of librarians. According to Mbah and Ikemefuna (2012), turnover intentions is the rate at which an employer gains and looses employees. In other words, turnover intentions can be beneficial and detrimental to organizations. The time and energy that is used in finding new and suitable employees and the time that is used for new employees to attain maximum level of productivity may sometimes result in difficulties in achieving organizational objectives (Waldman, Kelly, Arora & Smith, 2004). Employee turnover (resigning) has an adverse effect on the effective functioning of any organization (Ocel & Aydm, 2012) and requires stringent measures in reversing such trend. The identification of the factors of turnover intentions and instituting policies that improves the culture of the university library in reducing turnover intentions of librarians is imperative. This study is set out to investigate the factors influencing employee turnover intentions of librarians in university libraries in South-South and South-East of Nigeria.

Literature Review

Organizational Culture in University Libraries

According to Sannwald (2000), organizational culture is a collective understanding, a shared and integrated set of perceptions, memories, values, attitudes and definitions that have been learned over time and which determine expectations (implicit and explicit) of behaviour that are taught to new members in their socialization into the organization. In other words, organizational culture is made up of the organization's potentials, practices, beliefs, and values that binds it together. It combines principles and mannerisms that add to the unique social and psychological environment of an institution.

The university library is an organized and unique institution with several levels and chains of workers. The university library like any other formal department in an organization is designed and managed by people (with different cultural background) whose job is to combine and use organizational resources to achieve organizational objectives (Okon, 2005). Similarly, Pattison and Williamson in 1992 pointed out that the university library culture in an organizational sense; embody the deepest beliefs about activities and guide employees' decision and actions.

Organizations sometimes face the challenge of employee-employer relationship that may culminate to turnover intentions and staff disengagement. …

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