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ABSTRACT
This study examined the influence of
Perceived Organizational Support on work behaviors of employees in University
of Uyo. To achieve this, survey research design was adopted for the study. Data
were collected from both primary and secondary sources. Secondary source was from
published articles and textbooks while primary source was from structured
questionnaire. Simple random sampling technique was employed in carrying out
the study. A total of 372 respondents were selected using Taro Yemeni’s formula
for sample size determination. Data collected were analyzed using simple
percentage and Pearson Product Moment Correlation Statistical tool. Findings
showed that perceived organizational support positively correlates with
University of Uyo employees’ job satisfaction and job involvement but
negatively correlates with their commitment and their desire to remain with the
institution. Based on these findings it
was concluded that if management increases the level of concern towards
employees’ well being, they may be perceived as being supportive, also, as a
good place to work. As recommendations, management should provide employees
with necessary tools and resources to effectively carry out their task and also
encourage personal development of non-academic staff. This will heightened
their morale, increase their commitment and encourage them to remain with the
institution for a long period of time.
TABLE OF CONTENTS
Title Page
Cover Page – – – – – – – – – i
Declaration – – – – – – – – – ii
Certification – – – – – – – – – iii
Dedication – – – – – – – – – iv
Acknowledgement – – – – – – – – v
Abstract – – – – – – – – – vi
Table of Contents – – – – – – – – vii
List of Tables – – – – – – – – x
List Figures – – – – – – – – xi
CHAPTER ONE:
INTRODUCTION
1.1.
Background to the Study – – – – – – 1
1.2.
Statement of the Problem – – – – – – 4
1.3.
Objectives of the Study – – – – – – 5
1.4.
Research Questions – – – – – – 5
1.5.
Research Hypotheses – – – – – – – 6
1.6.
Significance of the Study – – – – – – 6
1.7.
Scope of the Study – – – – – – – 7
1.8.
Limitations of the Study – – – – – – 7
1.9.
Organization of the Study – – – – – – 8
1.10.
Definitions of Terms – – – – – – 8
1.11.
A Brief History of University of Uyo – – – – 10
CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1.
Conceptual Framework – – – – – – 11
2.1.1. The
Concept of Perception – – – – – – 12
2.1.2. Factors
that Influence Perception – – – – – 12
2.1.3. Perceptual
Distortions – – – – – – 14
2.2.
Theoretical Framework – – – – – – 23
2.2.1. Equity
Theory – – – – – – – 23
2.2.2. Social
Exchange Theory – – – – – 24
2.3.
Empirical Framework – – – – – – 25
2.4.
Summary of Related Literature – – – – – 29
CHAPTER THREE:
RESEARCH METHODOLOGY
3.1.
Research Design – – – – – – – 30
3.2.
Sources of Data – – – – – – – 30
3.3.
Population – – – – – – – 31
3.4.
Sample Size – – – – – – – – 31
3.5.
Sampling Technique – – – – – – – 32
3.6.
Validity of the Instrument – – – – – – 32
3.7.
Reliability of the Instrument – – – – – 32
3.8.
Administration of Research Instrument – – – – 33
3.9.
Scoring of Research Instrument – – – – – 34
3.10. Statistical
Instrument used for Data Analysis – – – – 34
CHAPTER FOUR: DATA
PRESENTATION, ANALYSIS AND INTERPRETATION
4.1.
Summary of Questionnaire Administered – – – – 35
4.2.
Treatment of Research Question – – – – – 38
4.3.
Testing of Hypotheses – – – – – – 50
4.3.1
Hypothesis One – – – – – – – 50
4.3.2
Test of Hypothesis Two – – – – – 51
4.3.3
Hypothesis Three – – – – – – – – 52
4.3.4
Test of Hypothesis Four – – – – – – 53
4.4.
Discussion of Findings – – – – – – 55
4.4.1.
Findings from interview Schedule – – – – – 55
4.4.2.
Findings of empirical analysis – – – – – 56
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1.
Summary of Major Findings – – – – 59
5.2.
Conclusion – – – – – – – – 60
5.3.
Recommendations – – – – – – – 61
5.4.
Suggestion for Further Studies – – – – – 62
5.5.
Contribution to Knowledge – – – – – – 62
References
Appendixes
LIST OF TABLES
Table
3.1 Case Processing Summary – – – 33
Table 4.1: Summary
of Questionnaire Administration and Collection – 35
Table 4.2: Respondents’ Demographic – – – – – 36
Table
4.3: Management has provided me with all the
tools
needed to execute my job assignments – – – 38
Table
4.4: I feel management is
concerned about my well being – 39
Table
4.5: I feel management values
my contribution to the
attainment of this institution’s goals – – – – 39
Table
4.6: Management often let me know
how well
they
think I am performing – – – – – 40
Table
4.7: I believe that I have few
or no option
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