Employee Motivation and Organisational Productivity in Nigerian Public Universities: A Study of University of Nigeria, Nsukka

The productivity of public universities is critically influenced by the motivational state of their academic and non-academic workforce, a concern that has intensified in recent years amid resource constraints and declining morale in Nigeria's higher education sector. This study investigates the relationship between employee motivation and organisational productivity at the University of Nigeria, Nsukka. The study is anchored on Herzberg's Two-Factor Theory, which distinguishes between motivator factors that drive intrinsic satisfaction and hygiene factors that prevent dissatisfaction. A descriptive survey research design was employed. The population of the study comprised 1,840 academic and senior non-teaching staff members across nine faculties. Applying Taro Yamane's formula, a sample of 330 respondents was drawn using stratified random sampling to ensure proportional faculty representation. A structured questionnaire, validated through content and face validity procedures and tested for reliability using Cronbach's alpha, was used for data collection. Data were analysed using Pearson correlation and multiple regression analysis. Findings indicate that salary adequacy, career advancement opportunities, recognition, and conducive work environment are the most significant predictors of staff productivity. The study further reveals that intrinsic motivators, particularly professional recognition and autonomy, exert stronger long-term effects on academic output than monetary rewards alone. It is concluded that motivation is a foundational driver of productivity in academic institutions. The university management is recommended to design holistic reward systems that integrate both intrinsic and extrinsic motivational elements to sustain productivity and attract high-calibre faculty.

Keywords: Employee motivation, organisational productivity, Herzberg's theory, public universities, UNN