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Confidence of Extension Staff in Akwa Ibom State Agricultural Development Programme
Abstract
This study assessed the organizational confidence of extension staff in Akwa Ibom state agricultural development programme (AKADEP). The study also determined the relationships between selected personal characteristics and organizational confidence variables of the extension staff. A sample of ninety (90) randomly selected respondents provided information used for the study. Percentages, mean scores and Pearson correlation coefficient were employed in the analysis of data. Majority of
the extension agents (EAs), block extension agents (BEAs), block extension supervisors (BESs), and zonal extension officers (ZEOs) were sometimes satisfied with AKADEP as their organization. Age, household size, and years of extension experience of EAs were strong indicators of organizational confidence. Age, level of formal education, household size
and extension experience of BEAs were strong predicators of
organizational confidence. Age, level of formal education, household size and extension experience of BESs were significantly associated with organizational confidence. Age, household size and years of extension experience of ZEOs were strong indicators of organizational confidence. Policies that would make good and balanced working conditions to be
prevalent in AKADEP should be designed. This will promote
organizational confidence of extension staff which, in turn, will boost their job performance and ultimately the performance of AKADEP as an extension agency.
the extension agents (EAs), block extension agents (BEAs), block extension supervisors (BESs), and zonal extension officers (ZEOs) were sometimes satisfied with AKADEP as their organization. Age, household size, and years of extension experience of EAs were strong indicators of organizational confidence. Age, level of formal education, household size
and extension experience of BEAs were strong predicators of
organizational confidence. Age, level of formal education, household size and extension experience of BESs were significantly associated with organizational confidence. Age, household size and years of extension experience of ZEOs were strong indicators of organizational confidence. Policies that would make good and balanced working conditions to be
prevalent in AKADEP should be designed. This will promote
organizational confidence of extension staff which, in turn, will boost their job performance and ultimately the performance of AKADEP as an extension agency.
