COMPARATIVE ANALYSIS OF EDUCATIONAL RETURN IN ANAMBRA STATE: IMPLICATION FOR JOB COMMITMENT

Abstract

Returns is regarded as earnings and that earnings increase as the level of education increases. However,
investigations have revealed that acquiring additional qualification has little or no impact on
promotional package or procedure. Hence, investing in extra schooling becomes unattractive to
workers. Coupled with the rising costs of schooling in the state which is completely borne by the
individual with no concession either by the government or the establishment to at least reduce the
overall cost effect on the meagre salaries of the workers. To assess the differences in return of civil
service worker and non-academic staff. To find any differences between the job commitment of civil
service workers and non-academic staff based on gender and the possible challenges militating against
the job commitment of civil servants and non-teaching staff in the state. A quantitative method was
adopted by the study. The population comprised 96 (60 and 36) respondents from the department of
educational management, faculty of education in state university and ministry of lands in Anambra
respectively. The sample of 30 respondents (15 civil service workers and 15 non-academic staff) with
10 years of working experience was purposely drawn for the study. A resercher adapted commitment
model questionnaire developed by Meyer and Allan (1997) and Cook & Wall’s questionnaire which
was used to collect data on job commitment of workers, while NPDV to calculate the monetary returns
from the respondents and the qualitative approach was used to determine the challenges militating
against job commitment among workers. Mean and percentages were used to analyze the data. The
results are reported in tables and represented graphically. The results indicated that the percentage return
of non-teaching staff of 0.00713 is more than the percentage return to civil servant workers of 0.019.
This implied that the non-teaching earned more than their counterparts in the civil service. it was found
that female demonstrated more job commitment in three components- organizational, affective and
normative commitments with 2.49, 1.61 and 1.66 respectively; than the males. Though, the males
reported 1.62 in continuance commitment implying their willingness to remain in their responsibilities
in the workplaces due to fear of disruption of life, few options or uncertainty in getting better job
opportunities, necessity and not being ready to make sacrifices. However, the overall aggregate means
were below the decision rule of 2.50. Therefore, male and female workers in the organizations
understudy disagreed on the basis that returns alone do not only affect or determine their job
commitment