WORKLOAD DISTRIBUTION, COMPENSATION ADEQUACY, AND JOB RETENTION AMONG ACADEMIC STAFF IN HIGHER INSTITUTIONS IN OYO METROPOLIS, OYO STATE

Academic staff are central to the achievement of the core mandates of higher institutions through teaching, research, and community service. However, challenges relating to workload distribution, compensation adequacy, and job retention continue to affect the effectiveness and stability of academic staff in Nigerian higher education. This study examined workload distribution, compensation adequacy, and job retention among academic staff in selected tertiary institutions in Oyo town, Oyo State. A descriptive survey research design was adopted for the study. The population comprised academic staff in five tertiary institutions in Oyo town, from which a sample of 100 respondents was selected using purposive and simple random sampling techniques. Data were collected using a structured questionnaire titled Workload Distribution, Compensation Adequacy and Job Retention Questionnaire (WDCJRQ). The instrument was validated and its reliability was tested using Cronbach’s alpha. Data were analysed using descriptive statistics (frequency counts, percentages, mean, and standard deviation) and inferential statistics, specifically correlation analysis. The findings revealed that academic staff experience heavy and uneven workload distribution, characterized by high teaching loads, excessive student supervision, and demanding administrative responsibilities. Compensation was largely perceived as inadequate, particularly in relation to workload demands and welfare benefits. The results further indicated a moderate to low level of job retention among academic staff. Correlation analysis showed a moderate negative relationship between workload distribution and job retention, and a moderate positive relationship between compensation adequacy and job retention. The study concludes that equitable workload distribution and adequate compensation are critical to improving job retention among academic staff. It therefore recommends fair workload allocation, improved compensation structures, enhanced staff welfare, and effective retention strategies to promote stability and effectiveness in higher institutions.