Continuous Staff Development Programs on Librarians Job Performance in Selected Academic Libraries in North - Central Nigeria

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dc.contributor.advisorDaniel Mutheeen_US
dc.contributor.advisorCaroline Mutwirien_US
dc.contributor.authorGoshie, Rhoda Wusa
dc.date.accessioned2024-02-06T08:15:37Z
dc.date.available2024-02-06T08:15:37Z
dc.date.issued2023
dc.descriptionA Thesis Submitted in Partial Fulfillment of the Requirements for the Award of the Degree of Doctor of Philosophy in Information Science in the School of Pure and Applied Sciences, Kenyatta Universityen_US
dc.description.abstractIn the 21st century, Continuous Staff Development Programs are considered intentional training programs meant for enhancement of professional knowledge and competency over the course of a person's working life through webinars, online classes, mentorship, job shadowing, conferences, and seminars. They are intended to help librarians deliver quality services and improve job performance. They also assist librarians in receiving the full benefit of the training as well as transfer of newly acquired competencies on the job. Staff in Nigerian libraries undertakes the training. However despite the training received through CSDP, there is low performance on the job evident in inadequate service delivery, a lack of understanding about recent best practices, and inadequate collection management. The study sought to determine the impact of CSDP on librarian‟s job performance. The study's objectives were to: determine strategies adopted for imparting the online competencies; evaluate the knowledge acquired from programs; determine the extent of application of knowledge gained from training; and evaluate online competencies acquired through programs. Finally, highlight the challenges encountered by librarians in carrying out their responsibilities after undertaking the training. The purpose of the study was to determine the impact of continuous staff development programs on librarian‟s job performance in selected academic libraries in North- Central Nigeria. The Donald Kirkpatrick four- level training evaluation model was adopted for the study. The research used a descriptive design. Descriptive statistics were used to analyze quantitative data. The sample size was 382 librarians. The comprehensive enumeration survey, a type of census, was applied in determining the sample size. A closed-ended and open-ended questionnaire served as the data gathering tool. A pilot study was carried out to assure the instruments' reliability and validity. Cronbach's coefficient was utilized to ascertain the instrument's reliability. According to the findings of the study, there are no mandatory policies requiring librarians to attend programs for the acquisition of online competencies. The research findings also established that librarians have not acquire and applied knowledge-based skills and online competencies adequately. The research concludes the low performance is caused by an insufficient knowledge and abilities, as well as inconsistencies in training. As a result, the study recommends that functional policies for program attendance be implemented. Also more library professional bodies, such as the Nigerian Library Association (NLA) and the Librarians Registration Council of Nigeria (LRCN), work to organize sufficient re-tooling for librarians. The study also suggests that adequate budgetary allocation, good working condition and effective managerial and administrative policies be made available for librarians to attend the programs.en_US
dc.description.sponsorshipKenyatta universityen_US
dc.identifier.urihttps://ir-library.ku.ac.ke/handle/123456789/27559
dc.language.isoenen_US
dc.publisherkenyatta universityen_US
dc.subjectStaff Developmenten_US
dc.subjectLibrariansen_US
dc.subjectJob Performanceen_US
dc.subjectAcademic Librariesen_US
dc.subjectNorth - Central Nigeriaen_US
dc.titleContinuous Staff Development Programs on Librarians Job Performance in Selected Academic Libraries in North - Central Nigeriaen_US
dc.typeThesisen_US
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