Types and Levels of Job Satisfaction among Library Staff in Federal Colleges of Education in Northeast Nigeria

This study examines the relationship between leadership styles and job satisfaction among library staff in Northeast Nigeria, focusing on how leadership influences job satisfaction within educational institutions in a resource-constrained, non-Western context. A cross-sectional design was employed to study 112 library staff from three Federal Colleges of Education: Gombe (31 staff), Yola (38 staff), and Potiskum (43 staff). A total enumeration approach ensured comprehensive representation (Babbie, 2021). Data were collected using a structured questionnaire (QRLSJSLSFCOE) with closed-ended and Likert-scale items, validated through expert review and a pilot study (n = 20) confirming reliability via Cronbach s alpha (DeVellis, 2017; Cronbach, 1951). Questionnaires were distributed in person over two weeks, adhering to ethical guidelines. Descriptive statistics (frequencies, percentages, and means) were used for the analysis using SPSS version 27.

Findings/Results: Results showed high satisfaction with job environment (79.6%, M = 1.80) and career development (78.6%, M = 1.79), driven by supportive policies and skill enhancement. Intrinsic (69.9%, M = 1.70) and social satisfaction (68.9%, M = 1.69) were notable. However, job security satisfaction was low (32.0%, M = 1.32), with 68.0% expressing concerns. Work-life balance (67.0%, M = 1.67) and extrinsic satisfaction (66.0%, M = 1.66) were moderate.

Implications Strong job environments and career development enhance service quality, but low job security and moderate extrinsic rewards risk staff retention and morale, potentially impacting library effectiveness.

Conclusion: Library staff exhibit high satisfaction in job environment and career development, but concerns about job security and external rewards highlight socio-economic challenges requiring targeted interventions.

Recommendations Federal Colleges of Education in Northeast Nigeria should enhance job security through stable funding, improve extrinsic rewards with competitive salaries and recognition, and promote work-life balance to boost satisfaction and library performance.