ABSTRACT

A descriptive survey design was adopted to investigate the relationship that exists amongst locus of control, work engagement, organisational reward system, job satisfaction and social loafing among the staff of distance learning programme in South-western Nigeria. Four hundred and forty-seven (males = 184; females = 263) learners support staff with an age range of 22 to 55 years were randomly drawn from open and distance learning universities located in South-western Nigeria. They responded to five standardised self-report questionnaires. The results show that the majority (67.6%) of the respondents reported different forms of social loafing. There was a significant gender difference in the social loafing behaviour scores of male and female [t (445) = 0.773, p < 0.01]. Male respondents reported more social loafing behaviour (x? = 40.95) than their female counterparts (x = 25.48). There was a positive relationship between locus of control and social loafing though not significant. The relationship among job satisfaction, work engagements as well as reward system and social loafing were inverse. It concluded that personal and organisational factors predispose workers to social loafing. It is recommended that ODL management should also put in place better systems of reward practice and recognition. Counselling intervention is also required to reorient learner support staff who are loafers at OD institutions.

摘要

采用描述性调查设计来调查尼日利亚西南部远程学习项目员工的控制点、工作投入、组织奖励制度、工作满意度和社会闲散之间存在的关系。从位于尼日利亚西南部的开放式和远程学习大学中随机抽取了 447 名（男性 = 184；女性 = 263）年龄在 22 至 55 岁之间的学习支持人员。他们回答了五份标准化的自我报告问卷。结果表明，大多数（67.6%）的受访者报告了不同形式的社会闲散。男性和女性的社交游荡行为评分存在显着的性别差异[t (445) = 0.773, p < 0.01]。男性受访者报告了更多的社交游荡行为（x？= 40。95) 比她们的女性同行 (x = 25.48)。虽然不显着，但控制点与社会游荡之间存在正相关关系。工作满意度、工作投入以及奖励制度和社会游荡之间的关系是相反的。它得出的结论是，个人和组织因素使工人倾向于社会游荡。建议 ODL 管理还应建立更好的奖励实践和认可系统。还需要咨询干预来重新定位在 OD 机构中游手好闲的学习支持人员。它得出的结论是，个人和组织因素使工人倾向于社会游荡。建议 ODL 管理还应建立更好的奖励实践和认可系统。还需要咨询干预来重新定位在 OD 机构中游手好闲的学习支持人员。它得出的结论是，个人和组织因素使工人倾向于社会游荡。建议 ODL 管理还应建立更好的奖励实践和认可系统。还需要咨询干预来重新定位在 OD 机构中游手好闲的学习支持人员。