Staff Welfare and Job Satisfaction Among Administrative Staff in ESUT, Enugu

Employee welfare remains a critical factor in shaping job satisfaction, retention, and productivity within public tertiary institutions. This study investigates the relationship between staff welfare provisions and job satisfaction among administrative staff of Enugu State University of Science and Technology, with attention to how compensation, working conditions, health benefits, and professional development shape employees' sense of fulfilment. The study is anchored on Herzberg's Two-Factor Theory, which distinguishes between hygiene factors such as salary and working conditions that prevent dissatisfaction, and motivators such as recognition and advancement that drive positive satisfaction. A survey research design was employed. The study population comprised non-academic administrative staff across all campuses, from which 220 respondents were drawn through stratified random sampling. A structured, validated questionnaire was administered, and data were analysed using Pearson correlation and regression analysis. Findings indicate that salary adequacy, health insurance coverage, and regular promotion exercises are the strongest predictors of job satisfaction among respondents. Conversely, poor housing schemes, delayed salaries, and limited training opportunities were identified as major sources of dissatisfaction. The study concludes that administrative staff satisfaction is primarily driven by the adequacy of welfare provisions rather than non-monetary motivators. It is recommended that the university administration prioritise timely salary payment, establish an operational health insurance scheme, and create a structured career pathway for administrative staff.

Keywords: Staff Welfare, Job Satisfaction, Administrative Staff, Public University, Two-Factor Theory