Moonlighting: An Antecedent to Job Commitment Between Academic Staff and Medical Doctors in Southwest Nigeria

This study investigated the effects of moonlighting on job commitment between academic staff and medical doctors in Southwest Nigeria. The study employed descriptive research design and multi-stage sampling technique to select the respondents. Questionnaire was adopted as the research instrument and it was administered to 393 academic staff and 348 medical doctors respectively across various Universities and hospitals in Southwest, Nigeria. The returned questionnaire were coded in Excel and IBM SPSS 23 version respectively and were further analysed through t-test, analysis of variance (ANOVA), and multivariate analysis of variance (MANOVA). Evidence from these tests indicated that moonlighting has positive and significant effect on job commitment, also that there is a difference between academic staff and medical doctors whereby academic staff were found to moonlight more often than medical doctors; the study also indicated that moonlighting has positive and significant effect on job commitment however the differences indicated that academic staff enjoy benefit from moonlighting than medical doctors. The study concluded that management of Universities and hospitals should develop a Human Resources Management practice that has potency of satisfying their employees with the aim of getting them more committed to their primary duties and assignments. In this way, moonlighting will be drastically reduced among academic staff and medical doctors. Keywords: Job Commitment, Moonlighting, Public Institutions and Comparative Analysis DOI : 10.7176/EJBM/12-2-08 Publication date: January 31 st 2020

opportunities to solve their problem (Saxon, 2015). Brownwere, Ferrinho, Lerberghe and Macq (2001) added that this needed to be addressed so as to protect public sector value while meeting both professionals needs and users demands for quality where employees are committed through their identification with and involvement in a particular organisation, performance and production will be boosted thereby encouraging employee retention (Meyer & Allen, 2004).Moreso, Based on empirical evidence in Nigeria, Akande, Akindele and Ologunde, (2013) ;Adebo, (2013) ;Adebisi, (2015); Ayivi, (2016); Eneware, (2017) ;Ogirima, (2018); Oke, Ogundele and Mainowa, (2018); to mention but a few have examined the influence of moonlighting among public and private Universities as well as gender analysis of multiple jobs holding among farmers families in Southwest Nigeria. Nevertheless, there is dearth of literature on the topic in Nigeria especially when addressing the effects that moonlighting has on employee commitment. More so, while studies have focused on Universities and farmers, Abiodun-Oyebanji, (2012) ;Adebo, (2013); there is sparse of literature on health sector. It is against this that the study focused on addressing the dependent variables of commitment

3.0Methodology Research Design
In this study, descriptive research design was employed. Descriptive research design is a scientific method which involves observing and describing the behaviour of a subject without influencing it in any way. Descriptive research studies are concerned with describing the characteristics of a particular individual, or of a group. These types of studies which are concerned with specific predictions, with narration of facts, and characteristics concerning individual, group or situation are all examples of descriptive research studies.

Population
The population of the study consisted of all academic staff of selected public Universities and medical doctors of selected public hospitals in the six states of Southwest zone. However, the target population of the study covered all selected six Federal Universities as well as the six State Universities in Southwest zone. More importantly, a Federal Hospital and a State Hospital were chosen from each state in the study. The total number of population is 24,161

Sampling techniques
The study estimated the sample size through Taro-Yamane (1967) statistical formula cited in Isreal (2009) was considered and consequently applied to determine the appropriate sample size from the population of the study as follows: Where; n = anticipated total sample size; N = population size; e = acceptable error term 0.05 = level of statistical significance. Therefore, the total sample size is computed as: Academic staff = n= 393 medical Doctors = n=348 Employing Taro-Yamane formula implies that 393 and 348 would be the sample size for academic staff and medical doctors respectively as used in the study.

Variable measurement
The study examined the effect of moonlighting on job commitment between academic staff and medical doctors of public institutions in Southwest Nigeria. The study adapted the models of Ara and Akbar (2016) and Saeed, Nayyab, Lodhi, Baqir, Rehman and Mussawar (2013) on moonlighting practices and on organisational commitment in Pakistan. Job commitment (JC) is the dependent variable which will be measured by affective commitment (AC), normative commitment (NC) and continuance commitment (CC) whereas moonlighting is the independent variable measured by addition to income (AI), skill diversity (SD), job autonomy (JA) and blocked promotion (BP)

Method of data Analysis
To estimate the comparative effects of moonlighting on job satisfaction between academic staff and medical doctors of public institutions in Southwest Nigeria. ANOVA test was employed.  The table 4.3 presented the result of moonlighting effect and job commitment of academic staff and medical doctors across the various institutions under consideration in this study. The result revealed that the mean and the variance of the moonlight effect and job commitment for the academic and medical doctors respectively. The Fstat value of 4.346 > 3.866 the F-critical value and the probability value of 0.038 < 0.05 revealed the statistical significant difference between the moonlight effect and job commitment for academics and medical doctors across various institutions under investigation. The table 4.4 presented the result of moonlighting effect on the job commitment of academic staff and medical doctors across the various institutions under consideration in this study. The result revealed that the mean and the variance of academic staff and medical Doctors as a result of moonlight effect on job commitment were 823.143 and 49157.14; and 724.143 and 26828.14 respectively. The F-stat value of 2.964 < 5.987 the F-critical value and the probability value of 0.136 > 0.05 revealed the statistical insignificant difference between the academics and medical doctors across various institution based on the moonlight effect on job commitment of the professions under investigation. However, the F-stat value of 5.566 > 4.284 the F-critical value and the probability value of 0.028 < 0.05 revealed the statistical significant difference between the moonlight effect and job commitment for academics and medical doctors across various institutions under investigation.

Conclusions and Recommendation
From the analysis of the result, the study the study concluded that moonlighting has significant effect on job commitment, retention and satisfaction between academic staff and medical doctors of public Universities and hospital in Southwestern region in Nigeria. The study validated the study of Irefin and Mohammed (2014), Ara and Akbar (2016), Eneware (2017), Sabron and Hassim (2018) that moonlighting influenced job commitment, retention, satisfaction and performance of employees.

Recommendations
i.
Adequate and proper working conditions should be provided to ensure the best is derived from the workforce through their performance and productivity which is been showcased through their outputs. Also, regular staff development programmes should be encourage which will enable the lecturers and medical doctors be efficient and effective, also help the staff align to recent trends in their fields of endeavors with the aim of reducing moonlighting practices. ii.
The management team of the Universities and hospitals should strive to introduce a satisfactory motivational package that will stimulate commitment and performance of academic staff and medical doctors. Government should allocate sufficient fund to education and health sector.