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The study examined the influence of information and communication technology (ICT) skills on job performance among librarians in the university libraries in South-South, Nigeria. The study adopted a descriptive survey design using a self constructed questionnaire as instrument for data collection. The questionnaire was constructed after consulting other related literature in order to ensure that relevant items were included. Five research questions were answered in the study. The population consists of 233 librarians in the six federal, seven state and eight private university libraries in the South-South, Nigeria. A purposive sampling technique was adopted for the study. The data collected was analysed using frequency, percentages and tables for easy interpretation and understanding of the results. Findings revealed that the majority of the respondents in the university library acquire ICT skills through self-sponsorship. It also showed that the majority of the respondents were not skilful in system management, web application and tools such as: system troubleshooting, webinar/digital conferencing tools, Web 2.0, website designing and digital communication. The findings further revealed that there was no policy in place to regulate ICT training of librarians where a majority were yet to attend training once in the last five years, hence there was inadequate training of librarians on ICT skills. There was evidence in the study that training in ICT skill would engender improved service delivery, library administration, efficiency, job performance and reduction in job stress. The findings also revealed that inadequate training, poor planning and implementation, non-sponsorship of librarians, absence of policy for evaluation and assessment are factors militating against ICT skills acquisition. The paper recommended that ICT skills training should be prioritized while internally organized training programmes should be highly encouraged in the university library. The university management should make some financial commitment in support of academic librarians for training and retraining on ICT skills for improved job performance and effective delivery of library services to the patrons while relevant policies should be put in place for continuous evaluation and training of librarians on ICT skills. [ABSTRACT FROM AUTHOR]

Research into the phenomenon of turnover intentions of employees and its effects on organizational development is crucial; hence this study investigated the effects of library infrastructure on turnover intentions of librarians in university libraries in South-South and South-East of Nigeria. The study adopted a descriptive survey using total enumeration method with 400 academic librarians from the two zones in participation. The instrument for data collection was questionnaire which was subjected to a reliability test using Cronbach's alpha reliability coefficient with a result of 0.72, which means that the instrument was good and reliable since the test result is above the acceptance point of 0.50. All the questionnaires administered on the respondents were retrieved with 334 of the questionnaires found usable for the analysis. Findings revealed that inadequate infrastructure have the tendency of increasing the turnover intentions of librarians in the university libraries in South-South and South East of Nigeria (X = 3.03); while advancement in library infrastructure enhances professional development and increase the chance of retaining librarians in the library (X = 3.05). Evidence from the study indicated that a higher deficiency in library infrastructure will increase the level of turnover intentions of librarians in the university libraries in South-South and South-East of Nigeria. The study recommended that the university librarians and university managements in South-south and South-east of Nigeria should holistically assess their library infrastructure with a view of ascertaining their state and make available budgetary allocation that will take care of dilapidated library infrastructure to mitigate the effects of turnover intentions of librarians in university libraries in South-South and South-East of Nigeria. [ABSTRACT FROM AUTHOR]

The study investigates organizational culture variables as factors influencing librarians' turnover intentions in university libraries in South-South and South-East of Nigeria. The study adopted a descriptive survey research design. Total enumeration method was used since the population comprising 400 academic librarians in the two geopolitical zones were considered appropriate for the study. A test-retest of the measuring instrument was done using Cronbach's alpha reliability coefficient and face validity. The result of the reliability test was 0.85 at 0.05 level of confidence. From the total copies of questionnaire that were administered and retrieved, 334 were found usable given a return rate of 83.5%. Results were analysed using percentage, mean and standard deviation. The result revealed that imbibing positive organizational culture in the university libraries in the areas of training, promotion, payment of salaries and rewarding deserving librarians have the potential of reducing turnover intentions. This study further showed a relationship between organizational culture and turnover intentions of librarians in university libraries in South-South and South-East of Nigeria (R = 0.-344, p < 0.05), which means that the higher the level of organizational culture, the lower the level of turnover intentions of academic librarians in South-South and South-East of Nigeria. The study concludes that turnover intention of librarians is a trend that needs some determining effort and measure to curb it. Since employees' engagement level is likely to be affected by unfavourable organizational culture, their welfare should be paramount. Libraries should formulate policies and culture that are inclusive of training, promotion, payment of salaries and rewarding of librarians to reduce turnover intentions. [ABSTRACT FROM AUTHOR]