INTERPERSONAL RELATIONSHIP AND JOB PERFORMANCE AMONG LIBRARY PERSONNEL IN UNIVERSITY LIBRARIES IN EKITI STATE, NIGERIA

Abstract

This study investigated the relationship between interpersonal relationships and job performance among library personnel in university libraries in Ekiti State, Nigeria. The research design was driven by three distinct research questions and one central null hypothesis. Utilizing a descriptive survey research design, a total population of 133 library personnel across three selected universities was targeted using a total enumeration sampling technique. Data collection was executed using a structured questionnaire, from which 118 valid copies were successfully retrieved and analyzed, representing an 88.7% response rate. Descriptive statistics (Mean and Standard Deviation) were used to analyze the research questions, while the Pearson Product-Moment Correlation Coefficient (r) was employed to test the null hypothesis at a 0.05 level of significance. The descriptive findings revealed that the level of job performance is heavily mediated by foundational administrative conditions, with comprehensive well-being benefits scoring highest (Mean = 3.72) and institutional job security scoring lowest (Mean = 2.86). Effective communication emerged as the strongest cornerstone for interpersonal relationships (Mean = 3.59), while building cross-departmental trust networks presented a notable structural deficiency (Mean = 2.86). The primary challenge hindering staff output was a lack of recognition and appreciation (Mean = 3.42). Hypotheses testing definitively rejected the null hypothesis, revealing a strong, positive, and statistically highly significant relationship between interpersonal relationships and job performance (r = 0.895, P = 0.000, P < 0.05). The study concluded that positive adjustments in the quality of workplace relationships will correspond directly to improvements in professional job performance. It is recommended that library managements introduce formal staff recognition awards, address job security anxieties, and fund structured inter-departmental team activities to optimize service delivery.