ABSTRACT
The study is on the impact of conditions of service on the performance of academic staff in some tertiary institutions in Kogi state. It examines the perceived performance of academic staff of tertiary institutions in the state. Some of the objectives of the study were to determine the impact of promotion on academic staff performance, investigate the impact of fringe benefit on performance, identify the impact of retirement benefit on staff performance. Five research questions were advanced and some of them are as follows, what is the impact of promotion on job performance of academic staff in tertiary institutions in Kogi state? What is the impact of fringe benefits on job performance of academic staff of tertiary institutions in Kogi state? What is the impact of prompt payments of retirement benefits on job performance of academic staff in tertiary institutions in Kogi state? Five null hypotheses were formulated based on the objectives and some of them are as follows, there is no significant difference in the opinions of respondents on the impact of prompt payment of retirement benefits on job performance of academic staff in tertiary institutions in Kogi state. There is no significant difference in the opinions of respondents on the impact of promotion on job performance of academic staff in tertiary institutions in Kogi state. There is no significant difference in the opinions of respondents on the impact of fringe benefits on job performance of academic staff in tertiary institutions in Kogi state. Correlational research design was used and the population of the study includes 1909 academic staff and 238 management staff while the sampled population is 342 academic staff which comprises of lecturers of all categories and 25 management staff from the following tertiary institutions in Kogi state. State University Ayingba, Salem University Lokoja, State Polytechnic Lokoja, Federal College of Education Okene, and State school of Health technology Idah. A pilot study was carried out using 10% of the sampled population to ascertain the reliability and validity of the questionnaire. Consequently, reliability co-efficient of standard Alpha of .9459, was obtained. The reliability co-efficient was considered adequate for the internal consistencies of the instruments. T-test was used for testing the hypotheses at 0.05 significant level, the findings revealed significant difference between promotion and performance of academic staff, significant difference between prompt payment of salary and academic staff performance, there is no significant difference between payment of retirement benefit and academic staff performance. Recommendation of the study includes; the government and school management staff should ensure regular promotion of academic staff as at when due in order to enhance their job effectiveness, the government and school management staff should motivate their staff by surprise packages which will spur them to action thereby enhancing their job performance.