Udeme UDOH Research Project

PERCEPTIONS OF CORPS MEMBERS ON THE EFFECTIVENESS OF THE NATIONAL YOUTH SERVICE CORPS (NYSC) SCHEME IN IBADAN METROPOLIS, OYO STATE, NIGERIA By Udeme Simon UDOH Matric No.: 191770 BEING A PROJECT SUBMITTED TO THE DEPARTMENT OF EDUCATIONAL MANAGEMENT, FACULTY OF EDUCATION, IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE AWARD OF BACHELOR OF EDUCATION (B. Ed) DEGREE IN EDUCATIONAL MANAGEMENT OF THE UNIVERSITY OF IBADAN, IBADAN, NIGERIA. FEBRUARY 2020 i ii DEDICATION I dedicate this work to The Holy Spirit for His providence, direction, and faithfulness. To Him alone be power, glory, and honour forever and ever. Amen. iii ACKNOWLEDGEMENTS My highest gratitude goes to The Holy Spirit who is totally committed and faithful in keeping me. Let the highest praise be ascribed to Him alone forever and ever. Amen. I hereby express my heartfelt gratitude to my amiable and intelligent supervisor, Dr. E. A. Isah for his fatherly care, patience, motivation, advice, and guide throughout the period of this project. I pray for God’s unending blessings in his life and family in Jesus Christ Name. Amen. I shall remain eternally grateful to all the lecturers in my Department for their contributions to what I am today. I appreciate my current Head of Department, Professor A. O. Ayeni, and other Professors in the Department: J. B. Babalola, Adebola O. Jaiyeoba, B. O. Emunemu, S. O. Adedeji, and F. S. Akinwumi. I am also grateful to Drs. I. A. Raji, A. I. Atanda, E. J. Isuku, Olayemi J. Abiodun-Oyebanji, and O. A. Abiona. I am grateful to Mrs Aderusola Kayode, and Mr. O. O. Olasunkanmi. God bless you all. I thank the Departmental Secretary, Mrs Adenike O. Adewuyi, and other Departmental staffs: Mama Otuokere, O. Akinwale, Gabriel, and Aunty Grace for always being there for me. A special recognition goes to my mentor, Dr. A. I. Atanda and his dear wife Mrs. Comfort Atanda. I have benefited immensely from his mentorship, friendship, coaching, and exposure. I pray for steady progress and long life for him and his family in Jesus Christ Name. Amen. I will end this paragraph by saying a big thank you to Mr. O. O. Olasunkanmi for training me on data analysis. God bless you, Sir. I want to use this privilege to thank some special people. I give special thanks to my fathers and mentors: Pst. & Mrs. A. A. Charles, Dr. & Mrs. K. P. Akai, and Dr. & Mrs. V. T. Ekpo. Thank you for your prayers, financial and moral support. Special thanks also go to this virtuous woman, Imoh Daniel (Mrs). Beyond being an Aunt, she is a mother, friend, supporter and a confidant. God bless you and your husband immensely and grant you all your heart desires in Jesus Christ Name. Amen. I want to give special thanks to Pst. & Mrs Lamidi Wojuola who took me as a son. Thank you, Sir & Ma for being a father and mother to me. I specially thank all members and executives of the Ibadan Varsity Christian Union, specifically the Spiritual House Tenure and Co-labourers with God Tenure for their immense financial, moral, and spiritual support. Finally, in this category, I want to give special thanks iv to a worthy Uncle, ASP. E. Ibanga. Thank you for your tireless and unwavering support. God bless you, Sir. The list of thanks and acknowledgments will not be complete if I do not thank the following; Dr. Tolulope V. Gbadamosi, Dr. U. S. Jacob, Dr. E. Ekong, Pst F. Owali, Mr. U. I. Edohouqua, Mr. & Mrs. A. Festus, Miss Caroline Udoh, Ms. Alice, Mr. & Mrs. E. Ekpo, Mr. Ernest (Aloto), Rev. & Mrs Xaviour Udoh, Pst. Nse-Abasi Udoh, Mr. Ubong Edet, Mr. & Mrs Friday Edet, Bro. Nseobong Amama, Bro. Christopher Nwosu, Deac. & Mrs Iniobong M. Udoh, Bro. Akan S. Peter, Ms. Edidiong U. Etim, CSP & Mrs Timibra Toikumo, Prof & Dr.(Mrs) B. R. Akinbola, Bro. Udeme U. Jacob, Ms. Affiong Oqua, Mr. Jesse S. Peter, Pst. Samuel Ogbonna, Mrs. Margeret M. Odiong and her entire family, and my Landlady, Mrs G. O. Oladare and her entire family. God bless you all. I sincerely appreciate my committed and sacrificial friends and research assistants: Timothy Akujobi, Ogbonna Nwalegu, Ayodeji Olaoye, Ashiegbu Salem, Kareem Rafiyat Motunrayo, Samuel Talabi, Daniel Chenube, Christiana Makinde, Temilorun Alademehin, and Josephine Olodejo. God bless you all. v ABSTRACT This study sought to examine the perceptions of serving youth Corps members on the effectiveness of the National Youth Service Corps scheme in Nigeria, specifically in the achievement of its objectives and implementation of its enabling principles in Ibadan Metropolis of Oyo State, Nigeria. The experiential learning theory and open systems theory formed the research framework. The descriptive research design was adopted with the multi-stage sampling procedure to collect data from 995 youth Corps members in the five Local Government Areas of Ibadan Metropolis. One research instrument titled Corps Members Perceptions Questionnaire (CMPQ) was used. Four research questions were answered using descriptive statistics. Four hypotheses were tested at P < 0.05 using inferential statistics. Findings revealed that there was no significant difference between male and female youth Corps members in their level of satisfaction as regard welfare services: deployment to places of primary assignment (PPA) (tcal = -0.87; P > 0.05), acceptance at PPA (tcal = -0.15; P > 0.05), payment of allowances (tcal = 0.44; P > 0.05), accommodation (tcal = -0.6; P > 0.05), and personal security (tcal = 1.38; P > 0.05). However, a significant difference existed between male and female youth Corps members in their level of satisfaction as regard hospitality of the host communities (tcal = -2.37; P < 0.05). Also, there was no significant difference between male and female youth Corps members as regard their opinion about the scheme’s achievement of its objectives (tcal = -1.96; P = 0.05) and implementation of its enabling principles (tcal = -1.63; P > 0.05). Furthermore, results showed that youth Corps members’ level of satisfaction with welfare services had significant joint influence (F(6, 742) = 271.63; P < 0.05) on their opinion about the effectiveness of the NYSC scheme. Of all the indicators of welfare services, security experienced (β = 0.03; P > 0.05) and acceptance at PPA (β = 0.00; P > 0.05) had no significant contribution to the opinion of youth Corps members about the effectiveness of the NYSC scheme, however, hospitality (β = 0.73; P < 0.05), deployment to PPA (β = 0.12; P < 0.05), payment of allowances (β = 0.10; P < 0.05) and accommodation (β = 0.08; P < 0.05) contributed significantly to the opinion of youth Corps members about the effectiveness of the NYSC scheme. Finally, findings indicated that, to some extent ( = 2.5 - 3.4), youth Corps members were satisfied with welfare services in the scheme. Also, the NYSC scheme has achieved its objectives to some extent ( = 2.73) and has implemented its enabling principles to a little extent ( = 2.37), and therefore, it has been effective to some extent ( = 2.61) in Ibadan Metropolis. It was recommended that instead of abrogating the scheme, additional measures should be provided to ensure graduates above age 30 do not participate in the scheme. Also, youth Corps members should be posted outside their ethnic groups of origin. Finally, improvement in security and accommodation should be made. Keywords: Youth, Effectiveness, Corps Members, Youth Service Corps, Objectives, Enabling Principles. Word count: 497 vi TABLE OF CONTENTS TITLE PAGE i CERTIFICATION ii DEDICATION iii ACKNOWLEDGEMENTS iv ABSTRACT vi TABLE OF CONTENTS vii LIST OF TABLES ix LIST OF FIGURES xi CHAPTER ONE: INTRODUCTION 1.1 Background to the Study 1 1.2 Statement of the Problem 6 1.3 Purpose and Objective of Study 6 1.4 Research Questions 7 1.5 Hypotheses 7 1.6 Significance of the Study 8 1.7 Scope of the Study 8 1.8 Operational Definitions 9 CHAPTER TWO: LITERATURE REVIEW 2.1 Youth Corps Scheme Global 10 2.2 The National Youth Service Corps Scheme of Nigerian 12 2.3 Effectiveness 15 2.4 The Effectiveness of Youth Corps Schemes Globally 16 2.5 The NYSC Scheme and Its Effectiveness 26 2.6 Challenges of NYSC Scheme 28 2.7 Appraisal of Literature 31 2.8 Theoretical Framework 32 2.9 Conceptual Framework 35 CHAPTER THREE: METHODOLOGY 3.1 Research Design 37 3.2 Population of the Study 37 3.3 Sampling Techniques and Sample 37 3.4 Research Instrument 38 3.5 Validity of Instrument 38 vii 3.6 Reliability of Instrument 39 3.7 Data Collection Procedure 39 3.8 Data Analysis Method 39 CHAPTER FOUR: FINDINGS AND DISCUSSION 4.1 Research Questions 40 4.2 Hypotheses 51 4.3 Discussion of Findings 55 CHAPTER FIVE: SUMMARY, CONCLUSION, AND RECOMMENDATIONS 5.1 Summary 58 5.2 Conclusion 60 5.3 Recommendation 60 5.4 Limitations of the Study 60 5.5 Suggestions for Further Study 61 REFERENCES 62 Appendix 1 68 Appendix 2 71 Appendix 3 72 Appendix 4 73 Appendix 5 77 Appendix 6 79 Appendix 7 95 Appendix 8 100 viii LIST OF TABLES Table 1.1: Showing African countries with youth corps schemes Table 3.1: Population Distribution of Corps Members 2 by L.G.As. in Ibadan Metropolis 37 Table 3.2: Sample size determination 38 Table 4.1: Distribution of Respondents by Gender 40 Table 4.2: Distribution of Respondents by Age 41 Table 4.3: Distribution of Respondents by Qualification 41 Table 4.4: Distribution of Respondents by State of Origin 42 Table 4.5: Distribution of Respondents by State of Institution Attended 43 Table 4.6: Corps Members’ Satisfaction with Deployment to Place of Primary Assignment. Table 4.7: Corps Members’ Satisfaction with Acceptance at Place of Primary Assignment. Table 4.8: 44 45 Corps Members’ Satisfaction with the Hospitality of Host Community 45 Table 4.9: Corps Members’ Satisfaction with Payment of Allowances 46 Table 4.10: Corps Members’ Satisfaction with Accommodation. 46 Table 4.11: Corps Members’ Satisfaction with Security Experienced. 47 Table 4.12: Corps Members’ Perception on the Achievement of NYSC Objectives 47 ix Table 4.13: Corps Members’ Perception on the Implementation of the NYSC Enabling Principles Table 4.14: Student T-Test of Difference in the Level of Welfare Satisfaction between Male and Female Corps Members. Table 4.15: 51 Student T-Test of difference between male and female Corps Members on the effectiveness of the NYSC scheme. Table 4.16: 49 52 Regression analysis of joint influence of accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment, on the opinion of Corps Members on effectiveness of the NYSC scheme. Table 4.17: 53 Regression analysis of relative influence of accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment, on the opinion of Corps Members on effectiveness of the NYSC scheme x 54 LIST OF FIGURES Figure 2.1: Input-Output model of an open system. 33 Figure 2.2: Conceptual framework of the study 35 Figure 4.1: Distribution of Respondents by Gender 40 Figure 4.2: Distribution of Respondents' by Age 41 Figure 4.3: Showing Respondents' Highest Qualifications 42 Figure 4.4: Distribution of Respondents' by Geo-Political Zones of Origin 42 Figure 4.5: Distribution of Respondents' State of Institution by Geo-Political Zones 43 xi CHAPTER ONE INTRODUCTION 1.1 Background to the Study Development is the desire of every country in the world. In pursuit of this, different countries have adopted or adapted different or sometimes similar strategies, policies, programmes, and initiatives. An example of this is the youth corps scheme, which is a deliberate effort by national governments to utilize the energy and sometimes the demographic power of youth in the course of achieving national development - specifically in terms of cultivating in the citizenry the spirit of patriotism, self-reliance, service, hard work, selflessness and tolerance. All the aforementioned attributes are geared towards achieving national unity and integration as well as economic growth. Youth corps scheme is not a recent invention despite its differences in identity among countries. As far back as 1910, there was the Mexico’s mandatory service, which was established with the major goal of “raising students’ awareness and deepening their sense of social responsibility” (Cantón and Ramos, 2013). The programme was designed to allow students work in sectors that align with their areas of study. However, they were to complete 75 percent of their academic credit before participating in the service, which lasted for a period of between six to twelve months. Although the National Association of Higher Education Institutions and Mexico Higher Education Commission for Social Service jointly managed the scheme, each university was responsible for defining its own norms and processes for compliance (Cantón and Ramos, 2013). Also, by 1960, the United States of America initiated the American Peace Corps Scheme (Peace Corps, 2019). President John Kennedy was the founder of the scheme. He saw the need for young Americans to pursue world peace through service to their country and the developing world. This motive explained the American Peace Corps three cardinal objectives of promoting world peace and friendship, promoting a better understanding of Americans on the part of other people and promoting a better understanding of other people on the part of Americans (Peace Corps, 2011). Since the establishment of the scheme, it has enjoyed immense popularity as evidenced in the number of qualified youths willing to participate every year. Participants in the scheme served for an average of 24 months and are entitled to several in-service and post-service benefits from the government of the United States of America (Congressional Research Service, 2019). 1 Between 1960 and the end of the 1980s, the youth corps scheme initiative had spread to Africa. Eight African countries saw to the establishment of theirs within the period. Table 1.1 shows information on the different youth corps schemes on the continent and their years of establishment. Table 1.1: Showing African countries with youth corps schemes S/N Country Name of youth Corps Scheme Year of Establishment 1 Zambia Zambia National Servicev 1963 2 Tanzania National Youth Service 1963 3 Kenya National Youth Service 1964 4 Malawi Young Pioneers 1971 5 Nigeria National Youth Service Corps 1973 6 Ghana National Service Scheme 1973 7 Botswana Tirelo Setshaba 1980 8 Sudan Sudan National Service 1989 9 The Gambia National Youth Service Scheme 1996 10 Senegal Senegalese National Civic Service 1997 11 Namibia National Youth Service 1999 12 Zimbabwe National Youth Service 2001 13 South Africa National Youth Service 2004 14 Burkina Faso National Volunteer Programme of Burkina Faso 2005 15 Niger National Volunteer Programme 2007 16 Cote d’Ivoire National Civic Service Programme 2007 17 Liberia, National Youth Service Programme 2007 18 Mali National Center for Promotion of Volunteering 2009 19 Lesotho National Youth Volunteer Corps Project 2010 20 Togo Promotion Programme of National Volunteering 2011 in Togo 21 Cape Verde National Programme of Volunteering 2012 22 Rwanda Urugerero 2013 23 Sierra Leone National Youth Service 2016 Source: constructed by this researcher from Raimi and Alao, (2011); Bodley‐Bond, Cronin, Fonnah, Pfigu, Stroud, and Trellu‐Kane, (2013). These schemes have been effective in some countries and partially effective in some, while in few countries like Botswana, Niger and Lesotho, the youth corps schemes have been discontinued for lack of funds. However, the National Youth Service Corps of Nigeria, which was the fifth on the continent of Africa is still in existence and shall be the spotlight of this study. The National Youth Service Corps (NYSC) was established with compelling purpose and laudable objectives of which its achievement is one major indicator of the effectiveness of the scheme. General Yakubu Gowon, who founded the scheme had a vision of inculcating in the youths the sense of discipline, dedication, national pride and national consciousness 2 (http://nysc.gov.ng). This vision was inspired by the need to address the very issues that led to the Nigerian civil war - economic dependence, corruption, political disunity owing in part to ethnicity and religion (Balogun, 2015). Since establishment, the scheme has contributed to addressing the manpower needs in the country as well as addressing unemployment and promoting unity in diversity (Raimi and Alao, 2011). The scheme has the potential of fostering national unity and integration as well as promoting economic growth. However, in recent decades, the scheme has been fraught with several challenges, which have brought about serious criticisms by scholars and the society. These challenges range from institutional and political challenges such as systemic corruption, the Nigerian factor, weak political leadership, inadequate funding, among others to socioeconomic challenges, example, religion, customs and tradition, insecurity, crime, violence, economic influences (often interpreted as bad economic situation), ethnic division/diversity, youth culture, and several others. Examples of these challenges and their accompanying criticisms abound in concrete terms. For instance, Okore-Affia (2013) cited by Elemure (2015), admitted that during the April 2011 general elections in Nigeria, ten corps members were murdered in Bauchi State. In reaction, parents and guardians requested the redeployment of their children and wards away from the violence-prone Northern states while other stakeholders called for the abolition of the scheme. The Senate, however, passed a resolution in which it urged the Federal Government to re-evaluate and reorganise the Scheme. That is not all, Amarachi (2009) cited by Udende and Salau (2012) reported that Akande Oluwaleke, Akinyobi Ibukun, and Odusote Adetola were the corps members killed in Jos, Plateau State during the religious cum political upheavals of November 27, 2008. Udende and Salau (2012) also mentioned the missing of Anthonia Amarachi on December 19 at Ilawe community, Ekiti South-West and the raping and subsequent murder of Grace Adei in Maiduguri, Borno State on September 26 of same year. Other authors; Adetayo (2017) and Akande (2018), established the negative effects of the scheme on romantic relationships as well as the death of some corps members to be associated with absence lack of care and strain in the orientation camp. Another observer, Ebenezer Obadare (2005) explained that some stakeholders have argued for the abolition of the scheme on the grounds that an institution soaked in corruption cannot claim to undertake the honourable role of instilling discipline, selflessness, sacrifice, and patriotism as claimed by the scheme. One evidence used in advancing this argument is the 3 huge corruption uncovered in the early 1980s (Obadare, 2005). It suffices to emphasize that the issue of corruption is a serious one. In fact, there are reports that some corps members pay heavily to abscond the scheme totally while others get certificates at the end without participation in the scheme. Recently, the media was filled with the NYSC certificate scandal as well as abscondment in which two prominent public figures were involved. First, was that of the Federal Minister of Finance, Kemi Adeosun, which led to her resignation from office on September 14, 2018 (Olaiya, 2018). Second, was that of the Federal Minister of Communications, Adebayo Shittu, which denied him the opportunity of participating in the 2019 gubernatorial election in Oyo State (Olaiya, 2018). In a recent article by Okafor and Ani (2014), the duo argued that the massive agitation for the abrogation of the scheme is due to “the various waves of political violence in the country, including Boko Haram terrorism, hostage crises and geographical threats turned into a collection of overwhelming menace to the programme”. They further noted that these new form of challenges have added to the already existing issues of corruption, ghost corps members, poor accommodation, language barriers as well as hostile culture. Aside the call for abolition, some stakeholders have called for the re-evaluation of the essence of the scheme based on the numerous social violence corps members are exposed to – an example being the rape of a twenty-three year old corps member on March 23, 2011 by a traditional monarch in Obokun Local Government Area of Osun State (Elemure, 2015). Given these challenges and criticisms, it is rational to doubt the effectiveness of the scheme, especially when the enormous national resources allocated to the scheme is put into consideration. Therefore, the scepticism that surrounds the effectiveness of the NYSC calls for the examination of the opinion of the major stakeholders in the scheme (the corps members) as to whether or not the scheme has been able to achieve its stated objectives and enabling principles. Researchers like Raimi and Alao (2011) and Elemure (2015) have worked on the effectiveness of the scheme. The work of Raimi and Alao (2011) was focused on examining the effectiveness of the scheme by seeking the opinion of employers of corps members with respect to the achievement of the eight objectives of the scheme. The duo did not capture the extent to which the enabling principles had been implemented and did not seek the opinion of corps members. This study opines that there is utmost necessity to seek the opinion of the corps members on the achievement of both the objectives and enabling principles of the scheme. The work of Elemure (2015) is the most recent research piece (available at the time 4 of this research) that captured the opinion of all stakeholders in determining the effectiveness of the NYSC scheme. However, the work based the determination of the effectiveness of the scheme on the achievement of only three out of the scheme’s eight objectives as listed below. a. To inculcate discipline in Nigerian youths by instilling in them a tradition of industry at work, and of patriotic and loyal service to Nigeria in any situation they may find themselves; b. To enable Nigerian Youths acquire the spirit of self-reliance by encouraging them to develop skills for self-employment; c. To develop common ties among Nigerian Youths and promote national unity and integration. From the NYSC Act, section 1, subsection 3 (NYSC, 2004:1), the five out of the scheme’s eight objectives not covered by Elemure (2015) are as follows: d. to raise the moral tone of the Nigerian youths by giving them the opportunity to learn about higher ideals of national achievements, social and cultural improvement. e. to develop in the Nigerian youths the attitudes of mind, acquired through shared experience and suitable training, which will make them more amenable to mobilization in the national interest. f. to contribute to the accelerated growth of the national economy. g. to remove prejudices, eliminate ignorance and confirm at first hand the many similarities among Nigerians of all ethnic groups; and h. to develop a sense of corporate existence and common destiny of the people of Nigeria. This researcher believes that determining the effectiveness of the scheme based on the achievement of only three of its eight objectives does not give a comprehensive and holistic examination, hence, the need for this study, which evaluates the effectiveness of the National Youth Service Corps scheme based on the achievement of its eight objectives and seven enabling principles. 1.2 Statement of the Problem The National Youth Service Corps has laudable objectives but its implementation has witnessed several challenges such as improper posting and redeployment, accommodation challenges, kidnapping, murder, abuse, underfunding, ethnic distrust, insecurity, violence, rape, poor allowance for corps members, absentee corps members’ syndrome, religious 5 intolerance, political interference, abscondment, indiscipline, population explosion of corps members, a high rate of unemployment in Post-NYSC programme, and lack of uniformity in the academic calendar of Universities. These challenges seem to have undermined the objectives of the scheme as perceived by stakeholders resulting in some calling for its abolition or reformation. First, abrogating it is not a solution. The NYSC has helped in the development of Nigeria through the provision of ,manpower since 1973 - 47 years ago. It has helped to stem the tide of shortage of manpower or compliment for available ones in so many states. However, today, it is either the NYSC members are abducted, murdered, kidnapped, or improperly mobilized. In some cases, corps members posted away from their states are not paid their monthly, allowances with the result that they are exposed to untold hardships and sufferings. Oyo state and specifically Ibadan has been one of the beneficiaries in all spheres of the NYSC scheme. This study is investigating the perceptions of NYSC members on the effectiveness of the scheme. 1.3 Purpose of the Study This study is aimed at using the perceptions of serving corps members as a basis for finding out the extent to which the eight objectives and seven enabling principles of the National Youth Service Corps as enshrined in the NYSC Act 2004 has been achieved. Specifically, this study seeks to: i. Describe the characteristic of Corps Members (age, gender, qualifications, locations of institutions attended, and state of origin). ii. Describe the level of welfare of (accommodation, primary assignment, regularity in payment of allowance, personal security, and deployment) of corps members. iii. Describe the extent to which the eight objectives and seven enabling principles of the scheme has been implemented. 1.4 Research Questions The following research questions guided this study. 1. What are the Demographic characteristics (age, gender, qualifications, locations of institutions attended and state of origin) of serving youth Corps members in Ibadan Metropolis of Oyo State in the 2019/2020 service year? 6 2. To what extent are serving youth Corps members satisfied with welfare services in terms of: i. Deployment to places of primary assignment ii. Acceptance at places of primary assignment iii. Hospitality of the host communities during primary assignment iv. Payment of both local and national allowances, and v. Accommodation 3. To what extent are corps members posted to Ibadan Metropolis in Oyo State satisfied with the level of security experienced? 4. To what extent do serving corps members perceive the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme? 1.5 Hypotheses The following hypotheses guided this study HO1: There is no significant difference among gender on the level of satisfaction of Corps members with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) in the NYSC scheme. HO2: There is no significant difference among gender on the opinion of Corps members about the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme in Ibadan Metropolis of Oyo State, Nigeria. HO3: Corps members’ satisfaction with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) will have no significant joint influence on their perception about the effectiveness of the NYSC scheme. HO4: Corps members’ satisfaction with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) will have no significant relative influence on their perception about the effectiveness of the NYSC scheme. 7 1.6 Significance of Study This study shall be of immense benefit to researchers, students of tertiary institutions, policy makers, parents, prospective corps members, the government, employers, and NYSC officials. These stakeholders shall benefit in the following ways: First, the study will be useful to undergraduate students of tertiary institutions in Nigeria in addressing their mixed feelings as to whether or not a one-year service to the nation is worthwhile. Therefore, the study will provide them with evidence to clarify their thoughts and take a decisive stand. Second, since the study seeks to presents the opinion of corps members, it will give the corps members a feeling of importance in that their voice is heard. Third, the study will inform the decision of policy makers in the sense that it will provide them with evidence to decide on the right policy decision to take as regards the scheme. Fourth, the study will inform the government on how well the scheme is faring and consequently on whether or not national resources allocated to the programme has been worthwhile. Fifth, the study will serve as a pointer to the officials of the scheme on how their effort has been towards the implementation of the programme. Sixth, the study will provide employers, parents and guardians, and the society at large with evidence on whether or not to support the scheme. Finally, it will contribute to knowledge in this field of study and particularly, contribute to filling the knowledge gap, thereby becoming a vital source of reference to researchers willing to undertake further studies in this field. In addition, researchers in other countries with youth corps scheme can leverage on this study to investigate the effectiveness of the scheme in their respective countries. 1.7 Scope of Study Geographically, this study covers Ibadan Metropolis, which comprise the following Local Government Areas: Ibadan North, Ibadan North East, Ibadan North West, Ibadan South East, and Ibadan South West. Contextually, the review of literatures on youth corps scheme shall be restricted to both mandatory and voluntary youth corps schemes (with or without military training) sponsored by national governments, where participants serve in various sectors of the economy excluding security sector. It however, does not cover conscription – compulsory military service, where participants serve in the military only as obtainable in Sweden, Finland, Israel, Egypt, etc., which in most cases is for the single purpose of inspiring more youths to consider a career in the nation’s armed forces. It does not cover skill specific mandatory service like 8 the case of Costa Rica where the government requires all medically trained professionals to serve disadvantaged populations in urban and rural areas for one year in the Servicio Social programme. Also, it does not cover volunteering service as obtainable in Non-Governmental Organizations, Foundations, and Civil Society Organizations, neither does it cover volunteering service organized by intergovernmental organizations like African Union, European Commission, Economic Community of West African States (ECOWAS), etc., as is the case of African Union Volunteers, European Voluntary Service, ECOWAS volunteers, etc. In addition, it does not cover volunteering programme of multi-lateral organizations like the United Nations Volunteer, neither does it cover youth volunteer programmes organize by political parties as is the case of The China Young Volunteers Association: a volunteering organization in China, which works under Communist Youth League of China – a youth movement run by the Communist Party of China (CPC). It is important to conclude that review of literatures as regard youth corps scheme globally is limited to schemes in which works on their effectiveness are available, known, and accessible to the researcher. 1.8 Operational Definitions The scheme: when used alone, refers to the youth corps scheme in Nigeria or other countries depending on the context. Perception: in the context of this research, perception means the views of an individual, which is based on experience. Effectiveness: is used in this study to mean the degree and quality to which objectives, goals, or targets are achieved. Objectives: these are measureable outcomes or results an organization or person expects to see with respect to programme or project. Enabling principles: are actions proposed to be taken in line with stated objectives. 9 CHAPTER TWO LITERATURE REVIEW This chapter is aimed at reviewing literatures related to this study in order to provide a description of the concepts involved in the study as well as present an empirical basis for the study. The chapter is segmented as follows: Conceptual Review 2.1 Youth Corps Schemes Global 2.2 The National Youth Service Corps Scheme of Nigerian 2.3 Effectiveness Empirical Review 2.4 The Effectiveness of Youth Corps Schemes Globally 2.5 The National Youth Service Corps (NYSC) Scheme and its Effectiveness 2.6 Challenges of NYSC Scheme 2.7 Appraisal of Literature 2.8 Theoretical Framework 2.9 Conceptual Framework Conceptual Review This part of the chapter seeks to provide a description of national youth corps schemes from a global perspective as well as provide a spotlight on the National Youth Service Corps scheme of Nigeria. The last section in this part is devoted to the review of the concept of effectiveness. 2.1 Youth Corps Schemes Global Youth corps scheme is a concept with different but similar terminologies from country to country. For instance, in Nigeria, it is called National Youth Service Corps; in Ghana and India, it is referred to as the National Service Scheme; whereas in Kenya, Serria Leone, Namibia, and South Africa, it is named National Youth Service. In Sudan and Tanzania, it is termed National Service while United States of America has the Peace Corps. 10 Irrespective of terminology, countries share similar purpose and objectives of youth corps schemes for both participants and the nation. These include objectives such as developing in citizens the spirit of patriotism, spirit of cooperation, self-reliance, ability to face challenges, etc. The concept is used in referring to voluntary or compulsory government service program for youths. According to Wikipedia (2007 as cited in Ekos Research Associates, 2008), youth service can be defined as non-military, intensive engagement of young people in organized activity that contributes to the local, national, or world community. As opined by Alfred, Isaac, Doris, and Catherine (2014), it is the participation of citizens in the mandatory or voluntary program sponsored or conducted by the government to address a national or global need. In the words of Elemure (2015:18), “National Youth Service is an organised activity for young people who render selfless service to their society”. According to Sherraden (2001 as cited in Alfred et 'al, 2014:67), national service is an “organized period of engagement and contribution to society sponsored by public or private organizations, and organized and valued by society, with no or minimal monetary compensation to the participants and hence calls for patriotic citizens”. In India, The National Service Scheme (NSS) is a government-sponsored public service program conducted by the Department of Youth Affairs and Sports, aimed at developing student’s personality through community service (Khandare and Desai 2016). According Ghana National Service Act, (2008 as cited in Alfred et' al, 2014), National Service is “a mandatory government program in a period of one year for all Ghanaian who have attained the age between eighteen years and forty years and have completed tertiary education. According to National Service Lesson Plan (1993 as cited in Alfred et' al, 2014), it is a full time service by young adults for a limited period of six months to one year or more. Serving citizens receive basic support from the government, such as accommodation, food, clothing and modest stipend or allowance or minimum level of wage. As contained in the National Youth Service Policy Framework of South Africa, national youth service is the “involvement of young people in activities which provide benefits to the community whilst developing the abilities of young people through service and learning” (National Youth Commission, 2003:8). In Nigeria, “National Youth Service Corps: a mandatory one year national service programme for University and Polytechnic graduates of 30 years old and below in Nigeria” (Elemure 2015:18). Following through the review above, certain features are worthy of note with respect to youth corps scheme. 11 First, it is a mandatory service or voluntary service. In the case of mandatory service, it could either be mandatory civilian service where graduates of tertiary educational institutions are mandated by law to serve for six months to one year in various sectors excluding security, or mandatory military service where citizens (usually males in some countries) aged 18 and above are mandated by law to enrol in the military for a six months to one year. In the case of voluntary service, citizens are not mandated by law but willingly undertake to serve for a period of one to two years, example is the United States Peace Corps. Second, it involves organized activities. These include community service projects, military trainings, team building games, work placement in corporate institutions, etc. these activities are put in place for the holistic development of the participants of the scheme and consequently the development of the immediate community, country, and world at large. Third, it has wellstated objectives. This implies focus, direction, organization, and systematic operation. It is important to emphasis that the achievement of these objectives determines the effectiveness of a particular youth scheme program. With the global view of youth corps scheme given above, this paper will now turn the spotlight to the National Youth Service Corps of Nigeria, highlighting its peculiarity and appreciating its objectives. 2.2 The National Youth Service Corps (NYSC) Scheme of Nigeria The NYSC scheme, which has the motto Service and Humility, is a one year national service programme designed for graduates of universities and polytechnics (except those that have served in any of the national security agencies and those above age 30), where participants serve in various sectors of the economy except the security sector (Arubayi, 2015). Information from the About page of the scheme’s website (http://nysc.gov.ng/aboutscheme.html) indicates that the NYSC was established with the primary purpose of inculcating in “Nigerian Youths the spirit of selfless service to the community, and to emphasize the spirit of oneness and brotherhood of all Nigerians, irrespective of cultural or social background”. The rationale behind this was the unfortunate antecedents in the country’s national history like economic dependence, corruption, political disunity owing in part to ethnicity and religion, and ultimately the scars of the civil war. Therefore, the NYSC scheme was established by decree No.24 of 22nd May 1973 in a bid to reconstruct, reconcile and rebuild the country after the Nigerian Civil war through proper 12 encouragement and development of common ties and the promotion of national unity among the youths of Nigeria. Also, according to the 1972 Gowon’s independence day address, the founder had the vision of a structure that will inculcate in the youths the sense of discipline, dedication, national pride and consciousness through nationally directed disciplined training, not necessarily in the Armed Forces, but in serving the nation in any capacity (Balogun, 2015). The scheme has four major components which include: i. ii. iii. iv. orientation and induction Primary assignment Community development service, and Passing out parade and certification (NYSC, 2017). The vision and mission statements of the scheme as published on Our Vision & Mission page of the scheme’s website (http://nysc.gov.ng/vision.html) are outlined below. Vision Statement To develop a sound and result oriented organization that is strongly committed to its set objectives particularly those of national unity and even development. An organization that is well motivated and capable of bringing out the best qualities in our youths and imparting in them the right attitude and values for nation-building. An organization that serves as a catalyst to national development, and a source of pride and fulfillment to its participating graduate youths Mission Statement i. ii. iii. iv. v. vi. To build a pragmatic organization that is committed to its set objectives with the ultimate goal of producing future leadership with positive national ethos-Leadership that is vibrant, proud and committed to the unity and even development of the Nigeria State. To be at the fore front of National development efforts, as well as serve as a profitable platform for imparting in our youths values of nationalism, patriotism, loyalty and accountable leadership. To raise the moral tone of our youths by giving them opportunity to learn about high ideals of national achievement, social and cultural improvement. To develop in our youths attitude of mind acquired through shared experience, and suitable training which would make them more amenable to mobilization in the national interest. To ensure Nigerian youths acquire the spirit of self-reliance, a reliable source of economic empowerment and effective participation in nation building. To develop an organization that is alive to its responsibilities and responsive to the needs of the country. 13 The objectives of the NYSC Scheme and its enabling principles as enshrined in the National Youth Service Corps Act, section 1, subsection 3 and 4 (NYSC, 2004) are as follows: a. to inculcate discipline in Nigerian youths by instilling in them a tradition of industry at work, and, of patriotic and loyal service to Nigeria in any situation they may find themselves. b. to raise the moral tone of the Nigerian youths by giving them the opportunity to learn about higher ideals of national achievements, social and cultural improvement. c. to develop in the Nigerian youths the attitudes of mind, acquired through shared experience and suitable training, which will make them more amenable to mobilization in the national interest. d. to enable Nigerian youths acquire the spirit of self-reliance by encouraging them to develop skills for self-employment. e. to contribute to the accelerated growth of the national economy. f. to develop common ties among the Nigerian youths and promote national unity and integration. g. to remove prejudices, eliminate ignorance and confirm at first hand the many similarities among Nigerians of all ethnic groups; and h. to develop a sense of corporate existence and common destiny of the people of Nigeria. In order to achieve the objectives stated above, the scheme set forth the following enabling principles. a. the equitable distribution of members of the service corps and the effective utilization of their skills in areas of national needs. b. that as far as possible, Nigerian youths are assigned to jobs in States other than their States of origin. c. that such group of Nigerian youths assigned to work together is representative of Nigerian as far as possible. d. that the Nigerian youths are exposed to the modes of living of the people in different parts of Nigeria. e. that the Nigerian youths are encouraged to eschew religious intolerance by accommodating religious differences. f. that members of the service corps are encouraged to seek at the end of their one year national service, career employment all over Nigeria, thus promoting the free movement of labour; and 14 g. that employers are induced partly through their experience with members of the service corps to employ more readily and on a permanent basis, qualified Nigerians, irrespective of their States of origin. The vision statement, mission statement, and objectives and enabling principles outlined above show that the scheme was designed strategically and systematically for the noble task of nation building. But then, how effectiveness has it been in achieving this mandate? To what extent has it achieved its stated vision, mission, objectives, and enabling principles? This paper shall now look into the empirical works of other scholars in order to examine how effective the scheme has been before now. Before then, it will be necessary to review the concept of effectiveness. 2.3 Effectiveness The popularity of the concept of effectiveness began in the early 1980s in the United States when Japanese products like as cars and electronics were perceived by Americans to offer greater value and quality. Then, effectiveness was synonymous with creating value and pleasing customers and was one parameter upon which an enterprise was evaluated for possible improvements (Encyclopaedia, 2019). Etymologically, the word "effective" stems from the Latin word effectīvus, which means creative, productive or effective. Effectiveness is the capability of producing a desired result or the ability to produce desired output. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression (Wikipedia, 2019). The definition above points to the fact that fundamental to effectiveness is the achievement of stated objectives, goals, desired result, or expected outcome. In other words, the first and major criterion upon which effectiveness is determined is the achievement of stated objectives. This submission agrees with the position of Fraser (1994, as cited in Harvey, 2019), Erlendsson (2002, as cied in Lin and Shariff, 2008), and Abari, Mohammed, and Oyetola, (2012), who opined that effectiveness is a measure of the match between stated goals and their achievement. Put differently, is the extent to which objectives are met - the extent to which an activity fulfils its intended purpose or function, or the extent to which the desired level of output is achieved. At this point, it is pertinent to state that when the subject of effectiveness is discussed, pointing to the achievement of objectives alone is not enough, it is also important to look at structures put in place for the implementation of these objectives (Elemure, 2015) and even more important, the degree of achievement must be emphasised. It is necessary to note that 15 for the degree of achievement of stated objectives to be determined, the objectives must be measurable. This is to say that the effectiveness of a programme, organization, institution, etc. may be difficult to determine if the stated objectives are not measurable. Although literatures unite as regard the place of achievement of objectives in measuring effectiveness, yet little emphasis is laid on the place of quality in the achievement of objectives. Filling this gap is what makes the definition of effectiveness given by UNESCO unique. In their words, effectiveness is an output of specific review/analyses that measure the quality of the achievement of a specific educational goal or the degree to which an education institution can be expected to achieve specific requirements (UNESCO 2007, as cited in The Commonwealth, 2017). Here, it can be seen that aside recognizing the place of quality in the achievement of objectives, this definition is focused on the education sector just like the definition of effectiveness by Wojtczak (2002, as cited in Harvey, 2019) which was placed in the context of medial education. In his words, he admitted that effectiveness is a measure of the extent to which a specific intervention, procedure, regimen, or service, when deployed in the field in routine circumstances, does what it is intended to do for a specified population. On a final note, effectiveness is the degree and quality of achievement of stated objectives, goals, desired results, or outcome. Empirical Reviews This part of the chapter is concerned with the examination of empirical works on the effectiveness of national youth corps schemes in other countries of the world as well as the effectiveness of the National Youth Service Corps (NYSC) of Nigeria. This part ends with the conceptual framework of the study after examining the challenges of NYSC and providing a theoretical framework for the study. 2.4 The Effectiveness of Youth Corps Schemes Globally Based on the guidelines stipulated in the scope of study, this section shall review youth corps scheme in the United States of America, Ghana, India, Canada, and the United Kingdom. The review shall cover variables such as purpose and objectives, eligibility, duration of participation, benefits, and responsibilities as well as empirical findings on the effectiveness of youth corps scheme in these countries. 16 The Peace Corps of United States of America In the eve of the 1960 United States presidential election campaign, Senator John Kennedy addressed the students of the University of Michigan in Ann Arbor few hours before dawn on October 14, 1960. In his phenomenal speech, he threw to the students the challenge of pursuing world peace through service to the United States and the developing world (Peace Corps, 2019). The enthusiastic response to this challenge led to the establishment of the Peace Corps by an Executive Order 10924 in March 1, 1961 by President John Kennedy with the Peace Corps Act passed into law on September 22, 1961 (Peace Corps, 2011). As enshrined in the Act, the agency has the ultimate purpose of promoting world peace and friendship… [by] making available to interested countries and areas men and women of the United States qualified for service abroad and willing to serve, under conditions of hardship if necessary, to help the peoples of such countries and areas in meeting their needs for trained manpower, particularly in meeting the basic needs of those living in the poorest areas of such countries, and to help promote a better understanding of the American people on the part of the peoples served and a better understanding of other peoples on the part of the American people (Peace Corps, 2011:2). Although voluntary, to be eligible to serve as a Peace Corps Volunteer, an applicant must be an American citizen without intelligence background, aged 18 and above and medically fit. However, because the agency receives application from more eligible and qualified applicants than it can accommodate at a time, it streamlines the number of applicants and selects the very best using criteria such as qualifications, motivation, aptitude, fitness for service, emotional maturity, adaptability, productive competence, ability to serve effectively as a Volunteer in a foreign country and culture, and reasonable proficiency in the language of the country or area assigned (Peace Corps, 2017). Aside this, a volunteer also enjoy post-service benefits like monthly readjustment allowance for the same duration the volunteer served, to facilitate a returned volunteer’s readjustment to life after service. Other post-service benefits include eligibility for canacellation of up to 70% federal Perkins loans, eligibility for employment in the federal agencies without going through the competitive recruitment process, and a onemonth transition health insurance (CRS, 2019). A Peace Corps Volunteer is meant to serve for an average period of 24 months, during which (s)he serves in a foreign country and is assigned to any sector as deem fit by the Peace Corps officials. During this period, the entire welfare and remuneration of the Peace Corps Volunteer becomes the responsibility of the United States Government (Peace Corps, 2011). 17 During the golden anniversary of the Peace Corps in 2011, Charles Kenny reviewed some fiscal year books and surveys of the agency in order to ascertain how effective it has been in achieving its goals, as well as provide suggestions for greater effectiveness. His findings showed that the Peace Corps has recorded substantial impact in meeting the needs for trained manpower for benefiting countries. For example, in the 2009 fiscal year report, 88 percent of volunteers reported that their work transferred skills to host country individuals or organizations adequately or better. And 52 percent of partner organizations reported that their assigned volunteers fulfilled their requested need for technical assistance. Also, in one of the Peace Corps surveys, 74 percent of volunteers reported that their work helps to promote a better understanding of Americans on the part of peoples served and 44 percent of host country nationals who have interacted with a Peace Corps volunteer believed that Americans are committed to assisting other peoples (Kenny, 2011). With respect to the third and last goal of promoting a better understanding of other people on the part of the American people, Kenny (2011), noted that analysis of the Peace Corps’ impact on the attitudes of volunteers faces the issue of self-selection bias....As a result, it is difficult to know the extent of the impact on understanding of other peoples of Peace Corps service without before and after studies of volunteers and comparators that have not been carried out. One such analysis of a non-Peace Corps program that places United States volunteers internationally did find that volunteers returned saying that they were more committed to international careers and more internationally aware than people who had considered volunteering but had ended up staying in the United States. However, the size of the impact was fairly small - 15% of a standard deviation in the case of international awareness and 24% of a standard deviation in the case of pursuing an international career. Notwithstanding, it is acceptable to argue that the Peace Corps has been instrumental in fostering greater understanding of other regions of the world for young Americans, judging from indicators like increased United States exports to Africa from $11 billion to $24 billion between 1999 and 2011; increased number of passengers carried on the world’s airlines from 310 million to over two billion between 1970 and 2008; the tripling to 399,000 of United States citizens travelling to Africa between 1996 and 2009; and the increased number of United States citizens studying abroad from 75,000 in 1988/9 to 260,000 in 2008/9 (Kenny, 2011). On the overall achievement of the three goals, a 2011 report by the National Peace Corps Association indicated that less “than one-third of returning volunteers are confident they achieved the goals” (Rommann, 2013). In the words of the Peace Corps Volunteers, despite it 18 challenges, the scheme is worthwhile as it helps them develop the “important ability to approach a different culture with humility and respect, to listen, and to understand” as well as develop the resilient to face the challenges of life (Roston, 2014). From the forgone, it is difficult to quantify the achievement of the three goals. However, from a critical consideration of the work of Charles Kenny, it is safe infer that these goals were averagely achieved and therefore, the Peace Corps can be said to be effective to some extent. The National Service Scheme of Ghana The present day Ghana National Service Scheme started as the Ghana National Service Corporation, which was a voluntary scheme enacted by the Presidential Commission and the National Assembly in 1971 before the coup d' etat that overthrew the Progress Party Government. In 1973, the National Redemption Council led government established the Ghana National Service Scheme, which required graduates of tertiary institutions to perform a voluntary one year service (AGRG, 2010) to support development efforts in private and public sectors (GNSS, 2019) like agriculture, health, education, local government, rural development, including surveying, physical planning, civil engineering and rural industries, youth programmes, etc. (PRG, 1980), thereby providing them with the opportunity to have practical on-the-job exposure while meeting the labour needs of host agencies and the development needs of host communities through community service. The core objectives of the scheme are,      Encourage the spirit of national service among all segments of Ghanaian society in the effort of nation-building through active participation. Undertake projects designed to combat hunger, illiteracy, disease, and unemployment in Ghana. Help provide essential services and amenities, particularly in towns and villages of the rural areas of Ghana. Develop skilled manpower through practical training. Promote national unity and strengthen the bonds of common citizenship among Ghanaians (GNSS, 2019). The National Service Scheme Act as repealed in 1980 specifies a compulsory service of two years with a minimum of six months military training for every Ghanaian citizen aged 18 and above (PRG, 1980). However, according to the scheme’s rules and regulation, persons aged 40 and above may apply for exemption from the service (GNSS, 2019). According to the Act, part of the two years duration, is to be completed before entrance into tertiary institution while the remaining part is completed after graduation. Where a person studies or continues his 19 education outside Ghana, (s)he is expected to serve on his/her return to Ghana after such studies (PRG, 1980). As at 1995, when the Act was amended to revert back to one year service duration and restricted to only Ghanaians graduates of tertiary institutions aged 18 and above, the military training was becoming difficult to provide due to insufficient funding (Bodley‐Bond, C., Cronin, K., Fonnah, M., Pfigu, T., Stroud, S., Trellu‐Kane, M., 2013). Participanttys of the National Service Scheme receive remuneration from the federal government and while employers are prohibited by law from employing persons without a National Service Completion Certificate (Bodley-Bond et’ al), successful participants of the scheme who are later engaged in the public service will have their probationary period shorten by the duration of their service year (PRG, 1980). In accessing the effectiveness of the Ghana National Service Scheme, Arthur, Amofah, and Owusu-Banahene (2016) examined the relevance of the scheme based on the satisfaction of service personnel with respect to their place of posting, practical skills and experience gained, pre-service orientation as well as their convictions of reaching their full potential as a result of the scheme. They employed the descriptive observational study with a focus on the crosssectional descriptive study and examined the perceptions of 100 service personnel in the Sunyani Municipality of Ghana. The data collected from the sample with the aid of questionnaire was analysed with Statistical Package for Social Sciences (SPSS). Hypotheses were tested at 5% significance level using Chi-square test of independence for the two-tailed hypotheses. In addition, “quantitative data was used to generate simple descriptive information by the use of proportions and frequencies useful in evaluating and making comparisons between the different variables of the study”. The result of the findings showed that 43% of the respondents were somewhat satisfied with where they were posted but, 31% showed dissatisfaction, and a further 26% were very satisfied the service posting. 15% strongly agreed that Ghana National Service Scheme gave them the opportunity to reach their full potential while serving the nation, 32% agreed to this assertion, 18% strongly disagreed and 35% of the service persons disagreed to this. 72% agreed to receiving some form of preservice orientation while 87% agreed they gained practical skills and experience during the service. It was therefore concluded that on the average, the Ghana National Service Scheme is effective since majority of service personnel were satisfied with their posting, and gained practical skills and experience, of which their pre-service orientation played an important part (Arthur, Amofah, and Owusu-Banahene, 2016). 20 The above conclusion may not hold if effectiveness is determine with different parameters like the ones used in the performance audit report of the Auditor-General on the administration of the Ghana National Service Scheme. The audit, which consisted of interviews, focus groups, and review of documents, was to evaluate the effectiveness of the deployment of service personnel in meeting the manpower needs of the country and the effectiveness officers in monitoring service personnel at their job locations and the management of payment of allowances of service personnel. According to the report, there was imbalance in posting of service personnel. For instance, The percentage of service personnel posted to the Greater Accra region [as teachers] was 27.6% in 2003 and 2004, even though it has the largest concentration of trained teachers in the country. This figure increased to 32.6% in 2004 and 2005 and then 40.7% in 2005 and 2006. On the other hand, the percentage of personnel posted to the Upper East region which least attracts trained teachers was 2.2% in 2002 and 2003, then rose to 2.5% in 2004 and 2005 but fell to 1.3% in 2005 and 2006 (AGRG, 2010). Also, rural schools that needed more manpower were starved in favour of government Ministries, Departments, and Agencies; and private sector where 20% of the amount of service personnel allowance is paid to the Scheme as user fee.13 districts in six regions organised “on campus orientations” for service personnel. However, only three out of the 18 districts visited organised “off campus orientations” for service personnel in the 2005/2006 service year. In all the six regional secretariats and the 18 district secretariats visited, officials did not have any monitoring programmes and only one wrote monitoring reports. Finally, the welfare of service personnel was not given adequate care. For instance, payments of service personnel were delayed for between two to five weeks every month (AGRG, 2010). From the foregone, it could be deduced that the Ghana National Service is not effective. In another study to examine the effectiveness of the Ghana National Service Scheme on-line registration process of service personnel in the Ashanti Region of Ghana, Alfred, Isaac, Doris, and Catherine (2014) employed the descriptive research design and collected both quantitative and qualitative data through self-administered instruments from 160 service personnel and 20 officials. The data was analyzed and interpreted by using quantitative analysis techniques and the result showed that since completed enrolment form can be accessed by other persons, and it is not best for a completed enrolment form to be accessed by another, the online registration has increased impersonation, hence, was not effective. 21 From the foregone, it can be deduced that, whereas the Ghana National Service Scheme, on the average is effective in impacting the lives of the service personnel, it is deficient of effective administration. The National Service Scheme of India. Established in 1969 in line with Mahatma Gandhi’s idea of youth involvement in constructive service, the India National Service Scheme (NSS) is a voluntary program where students of colleges and universities are encouraged to enrol in a national service for a maximum period of two years (Patil, 2016). The program’s objectives as captured by Patil (2016:8) are as follows:           To inculcate in the students an understanding of the community in which they work. To enable the students understand themselves in relation to their community. To identify the needs and problems of the community and involve the youth in problem solving process. To develop in the youths a sense of social and civic responsibility To engage the youths in finding practical solutions to individual and Community problems To develop in the youths the competences required for group living and shared responsibilities. To enable the youths acquire skills for mobilizing community participation. To enable the youths to acquire leadership qualities and democratic attitude. To develop in the youths the capacity to meet emergencies and natural disasters. To inculcate in the youths the practice of national integration and social harmony. From the objectives stated above, it is clear that promoting community development through youth empowerment is the main focus of the India National Service Scheme. In line with this, Vishnu (2014) compared 60 NSS volunteers and 60 non-volunteers (in equal sex ratio) in Kerala based on educational achievement, communication skill, attitude towards manual work, leadership skill, involvement in co-curricular activities, and general knowledge; in order to examine the role of NSS in enhancing the students’ potentiality. The result of the findings revealed that the NSS improved the overall performance of the students in general and in particularly their performance in languages. As languages are the means of communication, the involvement in the NSS can be said to have a positive impact on the communication skills of the students as also evident in the fact that volunteers find themselves misunderstanding others and having difficulty in communicating their points 22 clearly to others in lesser level than non-volunteers. Although there was no difference between volunteers and non-volunteers with respect to attitude towards manual work, it was seen that leadership quality is high among volunteers as compared to non-volunteers. It was also seen that volunteers are comparatively more active and dynamic in co-curricular activities than non-volunteers, thereby implying that the NSS has an important role in enhancing the student potentiality through participation in co-curricular activities. With respect to general knowledge, 50% of male volunteers and 100% female volunteers demonstrated awareness of disaster management as against 16.67% for male non-volunteers and nil for female non-volunteers. Also, those who know about artificial breathing, Golden Hour, was higher among volunteers. From the foregone, it is safe to conclude that since members of NSS are significantly better than non-volunteers in many aspects of student’s potentiality, the NSS is effective to a great extent. In a similar study, Khandare and Desai (2016) divided 40 undergraduate students of Ayurveda equally into two groups in order to assess the effectiveness of NSS camp with respect to improving communication skill and leadership qualities in the students. The empirical results of their experimental study showed that the NSS training enabled students to acquire specialized competence in communication skills as well as improve significantly in leadership qualities. From the findings of Vishnu (2014) and Khandare and Desai (2016), it is logical to infer that the National Service Scheme of India is effective in achieving its stated objectives. The Katimavik of Canada. In 1977, the Canadian government established the Katimavik as a youth scheme geared towards the development of youth and the fostering of civic engagement through community service. the scheme provides diverse youths with opportunity to participate voluntarily in a 69 month volunteer service projects which allow them to gain valuable skills and contribute to community development (Katimavik, 2018). To be eligible to participate in the Katimavik program, an applicant must be aged 17 and not older than 21. In addition, (s)he must be a permanent resident or citizen of canada who has not participated in the scheme before. In order to reflect the canadian society in a balanced or inclusive manner, participants in the scheme are selected based on specific socio-demographical requirements like province/territory, language, gender, visible minorities (R.A. Malatest & Associates Ltd., 2006).The vision of Katimavik is to see a Canada with “diverse, engaged and empowered 23 youth working together to create just relationships and transform communities, the environment and themselves for a better Canada”. The mission of the scheme is to collaborate with other organizations to foster understanding, respect and reconciliation with Indigenous peoples and with Canada’s other diverse cultures, regions and the environment as well as develop diverse youth as engaged, caring citizens and capable contributors and leaders for a better Canada (Katimavik, 2017). The program ‘s specific objectives include 1. To contribute substantially to the personal, social and professional development of program participants; 2. promote community service; and 3. To offer a diversified experience fostering a better understanding of the Canadian reality and Canada’s linguistic diversity (R.A. Malatest & Associates Ltd., 2006:4). In 2006, Canadian Heritage carried out a summative evaluation of Katimavik to ascertain its relevance, successes, cost-effectiveness/alternatives, and design/delivery. The evaluation involved review of documents, key informant interviews, expert interviews, review of secondary evidence from participant survey, review of secondary evidence from a public opinion poll, focus groups, and community-partners survey. Findings from the evaluation show that almost all participants in the program expressed satisfaction with the program as regards development of participants. Also, survey results demonstrate that most graduates of the program have a positive attitude towards community service and were knowledgeable in the Canadian reality and its cultural diversity (Canadian Heritage, 2006). Similarly, in an independent impact study by Leger Marketing (2016), findings show that 98% of Canadians perceived Katimavik as an effective program in promoting youth development and 59% of former participants of the scheme volunteer in their communities as compared to 38% of other Canadians. In addition, 88% of former participants of the scheme donate to non-profit organizations as compared to 75% of other Canadians. From the forgone, it is rational to conclude that the Katimavik scheme of Canada has been effective in achieving its stated objectives. The Millennium Volunteers of United Kingdom The Millennium Volunteers programme is a UK wide initiative, which has the aim of promoting sustained volunteering among young people. In October 1996, David Blunkett and Peter Kilfoyle wrote a consultation paper for the Labour Party titled Millennium Volunteers: Labour’s proposal for citizen’s service (Smith, Ellis, Howlett, 2002). Following consultation, 24 the programme was officially launched in 1999, which allow young people aged 11 to 25 to engage in a voluntary community service program for a maximum of 12 months. The programme was founded on nine key principles which include sustained personal commitment, community benefit, voluntary participation, inclusiveness, ownership by young people, variety, partnership, quality, and recognition (Obe, 2016). The programme is administered differently in each country of the UK with each national government taking full responsibility for the programme and having autonomy to develop the programme as deem necessary. For instance, in Northern Ireland, Volunteer Now Enterprise Ltd manages the programme with 557 delivery partners across the country (Obe, 2006). In England, it operates directly under the Department for Education and Skills through Millenium Volunteers Unit. In “Scotland and Wales the programme has been devolved from government to be administered through a partnership of voluntary and statutory organisations, with the key volunteering development agency taking the lead in programme delivery” (Smith, Ellis, Howlett, 2002:2). In an independent study by Institute for Volunteering Research to evaluate the effectiveness (based on the nine founding principles), and benefits to participants and host communities of the programme, 600 respondents comprising 244 staff from Millennium Volunteers organizations and placement providers, 271 volunteers, 86 community representatives, and 20 policy makers, were involved. Data were collected through interviews and questionnaires, and findings from the study show that the programme has not recorded total success. For instance, it has been successful in the following areas: inculcating a notion of sustained personal commitment among young people, meeting its aim of recognising and rewarding volunteers with over 13,000 awards presented to volunteers, opening up volunteering to a broad crosssection of the community (inclusion), building partnerships both between participating agencies and the wider voluntary sector, maintaining variety and quality of opportunities in the programme as evidenced in most projects offering a wide variety of opportunities and most had put in place systems to ensure that the quality of the placements was maintained, equipping volunteers with valuable and employable skills as well as developing host communities. However, the programme has not been successful as regards real youth ownership for many projects (Smith, Ellis, Howlett, 2002). In another independent assessment by Insight Solution, the effectiveness of the Millennium Volunteers programme was evaluated based on its impact on the young people volunteering in 25 the programme. The study adopted a mixed method research design and collected data using questionnaires, interviews, and focus groups from a total of 399 respondents. Result of the findings show that young people gained a lot from their volunteering activities in terms of personal development, growth, and experience. This was evidenced in the fact that 99% of them agreed that they would recommend the Millennium Volunteers programme to a friend. Specifically, findings show that 95% of volunteers improved their leadership skills, over 75% improved their confidence, self-esteem, communication, time management, and ability to accept responsibility, over 80% increased their network, sense of trust, and willingness to try new things, over 50% believed that their ability to get paid job has increased, over 70% believed that their ability to secure a place in the university has increased, and over 80% agreed that they have gained life skills (Obe, 2016). From the review above, it will not be out of place to agree to the fact that the Millennium Volunteers programme has been effective in achieving its founding principles. 2.5 The NYSC Scheme and Its Effectiveness After the 30-month civil war, the highly pluralistic and complex state of Nigeria needed a sort of force that will engineer unity, progress, and stability. It was this need that led to the founding of the Nigeria NYSC based on the conviction that full mobilization of the youth as well as their preparedness for sacrificial service was central to the country’s rapid progress as well as taking her place of leadership in the continent and in the world at large. During the formal inauguration of the scheme’s Directorate in June 4, 1973, the then Military Head of State, General Yakubu Gowon registered this conviction thus: “if Nigeria is to make rapid progress on all fronts internally, and if she is to make her mark on the continent of Africa, and indeed, in the comity of nations, her youths must be fully mobilized and be prepared to offer willingly and without asking for return, their best in the service of their nation at all times” (Obadare, 2005:14). The scheme, which was established under Decree No 24, (now replaced by Decree No 51 of 1993) is aimed at enlisting all fresh graduates of universities and polytechnics in Nigeria who are aged 30 and below in a compulsory one year service where they will work in other states (or ethnic groups) of the country different from theirs and in all sectors of the economy excluding the security sector. Higher institution graduates outside the country whose certificates were adjudged equivalent to those obtained in Nigeria also participate in the Scheme (Brenner, 2002 as cited in Elemure, 2015, Igwe, and Onah, 2013, Arubayi, 2016). 26 In a recent study by Elemure (2015) to examine the effectiveness of the NYSC Scheme in relation to its objectives of inculcating the tradition of industry at work, developing skills and developing the sense of national unity, as well as to examine the level of awareness of the corps members with respect to the Scheme’s objectives; a survey design was adopted with a multistage sampling which allowed for the collection of quantitative data (using questionnnaire) from 33 NYSC officials, 150 NYSC employers and 852 2012/2013 corps members in Lagos and Oyo States, Nigeria. Qualitative data was also collected from nine respondents in each category using Key Informant Interview Schedule. Data were analysed using descriptive statistics, t-test, multiple regression, and content analysis. Results of the findings showed that corps members had very high knowledge of the NYSC Scheme and its objectives with an average score of 74.7%. Similarly, the scheme scored above average in inculcating the tradition of industry at work (77.79%) and imparting skills for selfemployment (64.58%) in the Corps members. However, it fell slightly below average (47.86%) in developing the sense of national unity in the corps members. In another study to examine service and citizenship in the context of the National Youth Service Scheme, the author used open-ended interviews, questionnaires, and focus group discussions to collect data from 30 former Corps members and 60 serving Corps members across Southwest, North Central, and North West geopolitical zones of Nigeria. In the case study research design, 50 percent of the respondents affirmed that the NYSC has failed to achieve its objectives. While 31.1 percent agreed that the scheme has achieved its objectives, 18.9 were undecided. However, on focusing the spotlight on national integration, which is the major objective of the scheme, 56.7 percent of the respondents believed the scheme was effective in promoting national integration. 30 percent debunked this believe while 13.3 percent were undecided (Obadare, 2005). Raimi and Alao (2011) carried out a research to examine the economic cost and social benefits of the National Youth Service Corps (NYSC) between 1999 and 2009. They adopted a descriptive and analytical approach in which data was collected from 150 employers of corps members as well as journals and textbooks. From the study, 63.3% of the respondents agreed that the scheme inculcated discipline in Nigerian youths by instilling in them a tradition of industry at work, and of patriotic and loyal service. 77.4% agreed that the scheme has raised the moral tone of the Nigerian youths by giving them the opportunity to learn about higher ideals of national achievement, social and cultural improvement. 80% agreed that the scheme has developed in the Nigerian youths the attitudes of mind, acquired through shared 27 experience and suitable training, which will make them more amenable to mobilisation in the national interest. 58.7% agreed that the scheme enabled Nigerian youths acquire the spirit of self-reliance by encouraging them to develop skills for self-employment. 54% agreed that the scheme has contributed to accelerating the growth of the national economy. 55.3% agreed that the scheme has helped in developing common ties among the Nigerian youths and promoting national unity and integration. 36% agreed that the scheme has helped in removing prejudices and eliminating ignorance such that youths can confirm at first hand the many similarities among Nigerians of all ethnic groups. 66.7% agreed that the scheme has developed a sense of corporate existence and common destiny of the people of Nigeria. Based on the findings of the literatures reviewed above, it will be safe to admit that the scheme is above average in the achievement of its stated objectives. 2.6 Challenges of NYSC Scheme This section shall examine the challenges of the scheme. These challenges ranges from social challenges to institutional challenges to political challenges to economic challenges, etc. The complex social system of Nigeria has presented the scheme with several challenges. In other words, the scheme has been shaken with challenges from social components like religion, customs and tradition, insecurity, crime and violence, etc. For example, when Sharia law was introduced in some states of the federation, parents, guardians, and other stakeholders in non-sharia states began to resist the posting of non-Muslim corpers to such states, referring to them as abattoirs (Obadare, 2005). Also, the issue of Boko Haram insurgency which has led to the killing and abduction of corps members is another social ill which has stood against the realization of the objectives of the scheme (Salkida, 2019, Mari, 2011). This is why a corps member who spoke on the achievement of the scheme with respect to national integration expressed disappointment that the scheme has failed in this regard, pointing out that the deep sense of hatred and misunderstanding which still exist accounts for the massacre of the corps members in the north which in turn has discouraged corps members from the south from serving in the North for fear of being killed. In line with this, an official of the scheme admitted that the posting trend, which was meant to drive national integration, has been altered as corps members are now required to decide on which part of the state they wish to serve, hence, defeating the posting policy for national development (Elemure, 2015). In Statism, Youth and the Civic Imagination: A Critical Study of the National Youth Service Corps (NYSC) Programme in Nigeria; the author sampled 30 former Corps members and 60 28 serving Corps members across Southwest, North Central, and North West geopolitical zones of Nigeria, using open-ended interviews, questionnaires, and focus group discussions. Findings from the case study research showed that 61 percent of the respondents identified the ‘Nigerian factor’ as the major obstacle to the success of the scheme. The Nigerian factor in this case refers to the “inevitable failure, under-achievement, or impracticability of initiatives and projects that have proved successful in other countries. It is a complex mix of ethno-religious, cultural and geographical, socio-economic and political factors that operate at most, if not every level of governance and across the private and public sectors” (Obadare, 2005:33). Other institutional challenges identified by Obadare (2005) include weak political leadership and inadequate funding, economic influences - often interpreted as bad economic situation, ethnic division/diversity, youth culture, which account for 38.9 percent, 25.6 percent, 44.4 percent, 33.3 percent, and 12.2 percent respectively. A further investigation by the same author showed that the scheme was also plagued by inadequate monitoring of corps members, systemic corruption, the perennial under- or non-utilization of corps members, the discriminatory employment practices in some states where ‘non-indigene’ corps members are not absorbed into the work force upon completion of their service and the almost certain prospect of unemployment that participants have to face after the completion of the service year (Obadare, 2005). In a 2012 dissertation by Nwachukwu, a descriptive research design was adopted to explore the extent to which some critical variables like human resources, funding and communication impinged on the administration of the National Youth Service Corps scheme in Imo State, Nigeria within the period 2003-2011. Aside secondary data from books, journals, magazines, gazettes, and online publications, primary data were collected through questionnaire and interview guide. Statistical tools like mean, chi square, and percentages, were used to analyse the data and results were presented in tables and charts. Findings from the study revealed that inadequate funds was a major hindrance to the successful implementation of the scheme. In another work by Elemure (2015) which highlighted the challenges of the NYSC Scheme, a survey design was adopted with a multistage sampling which allowed for the collection of quantitative data (using questionnnaire) from 33 NYSC officials, 150 NYSC employers and 852 2012/2013 corps members in Lagos and Oyo States, Nigeria. Qualitative data was also collected from nine respondents in each category using Key Informant Interview Schedule. 29 Data were analysed using descriptive statistics, t-test, multiple regression, and content analysis. Findings show that 81.51% of all stakeholders involved in the study agreed that NYSC Scheme is underfunded. While 37.27% said staffing is a challenge to the Scheme, 84.00% said logistics for compliance to objective of the Scheme is a major challenge. Other challenges agreed upon and percentage of respondents are as follows: enabling legislation to back up the enforcement of laws are weak (45.33%), administrative rules and regulation of the Scheme are not well adhered to (57.61%), security consideration are not properly in place (53.68%), political influence is a great challenge (70.82%), inadequacy of insurance cover for Corps members (70.91%), dearth of accommodation for Corps members in host communities (61.22%), poor allowance for Corps members (77.83%), population explosion among Corps members each year (47.71%), irregularities in academic calendar of various institutions of higher learning (53.46%). Elemure went further to highlight other factors which were detrimental to the effectiveness of the scheme to include poor posting, a situation which was captured vividly in the response of an interviewee who said A situation whereby corps members are sent on the streets to look for whichever institution will accept them to serve is uncharitable. It is worrisome to find these corps members loitering the streets looking for employers to accept them to serve. Many are rejected at places where they are initially posted to without further help as to where to go. We recall that many of these corps members may be visiting the state for the first time. Pushing them to the streets endanger their lives and makes the Scheme uninteresting (Elumere, 2015 - interview) Other factors highlight include “mass rejection of corps members by institutions and organisations meant to serve as hosts for their primary assignments, confounding disinterest of some states in the Scheme; heartless exploitation of the Scheme as a source of cheap labour by many public and private institutions, including Non-Governmental Organisations (NGOs), and lobby for favourable postings” Elemure (2015). In a journal article, Raimi and Alao (2011) adopted a descriptive and analytical research approach, which allowed them to collect data from 150 employers of corps members as well as journals and textbooks. The work which examined the economic cost and social benefit of the NYSC scheme, enumerated certain challenges faced by the scheme as discussed below. The duo cited Fadal (2004) who lamented that consequent upon the mismanagement of the scheme, it has not only lost its purpose and values but has become a disaster. Fadal went on 30 to submit that the scheme now create jobs majorly for highly connected citizens and has become a platform where bribery is practised due to intentions to manipulate postings. Other challenges listed by the authors were        Illicit quid-pro-quo sex trades among the administrators and the female students getting posted, sometimes leading to the spread of HIV and other sexual diseases. Punishment for the decent members of the country that are unwilling to trade their honour and body for favorable treatments. Frustration and a long-lasting taste of disgust in the mind of honourable individuals who truly want to serve their country. Unnecessary deaths through accidents on our poorly maintained roadways. Painful disappearance of innocent children to “ritualists” prevalent all over the nation. Undue hardship on parents, relatives and/or spouses who often have to borrow to pay for the expenses associated with ensuring that one meets their service requirements. Unnecessary separation of families for no validated reason (Raimi and Aloa, 2011:277). Raimi and Alao (2011) concluded their discussion on the challenges of the scheme by pointing to three serious issues. These include low return-on-investment on the part of the corps members, mismanagement of funds by officials of the scheme, and abuse of the scheme by most public institutions in the sense that some officials these institutions conspire with corps members in perpetuating fraudulent activities like allowing corps members to boycott their primary assignment, while still collecting their allowances, and at the end of the service year, a discharge certificate is issued. 2.7 Appraisal of Literature It is necessary and important to point out certain things from the literatures reviewed in the course of this study. First, it is evident that there is the existence of youth corps schemes in several countries. However, few information materials, especially on the effectiveness of these schemes, are available on online. For instance, due to lack of information materials, Raimi and Alao (2011) and Bodley‐Bond, C., Cronin, K., Fonnah, M., Pfigu, T., Stroud, S., Trellu‐Kane, M. (2013) only highlighted these schemes in their work without substantial information about them. Two reasons could be associated with this. First, it could be due to the failure of these schemes to provide the public with online information about them, while the second could be due to the 31 inability of scholars or independent research organizations to make their works available at online repositories. Second, for the schemes in which there was availability of substantial information materials, most of the information materials used to assess their effectiveness were their annual reports. Aside raising the issue of biasness, this also points to the fact that few scholars have worked on this area of study. For example, aside the work of Congregational Research Service (2019), the work of Kenny (2011) was the only accessible empirical work from an independent entity on the effectiveness of the American Peace Corps. Similar incidence applies to other schemes. Finally, it is worrisome that the NYSC scheme does not maintain a periodic publication of its activities, audits, assessments, evaluations, and other institutional reports. However, despite the fact that the scheme has not been given enough attention by scholars, it is important to appreciate the works of Udende and Salau (2012), Okafor (2014), Obadare (2005), Raimi and Alao (2011), Igwe (2013), Nwachukwu (2012), Balogun (2015), Elemure (2015), and Arubayi (2015; 2016), whose works have focus on several aspects of the scheme ranging from challenges to effectiveness to security and appraisal. 2.8 Theoretical Framework This section seeks to leverage on existing theories to explain why people are sceptical as regards the effectiveness of the National youth Service Corps Scheme as well as explain why the study relies on the perception of the corps members to determine the effectiveness of the scheme. This study is established on two major theories: (i) the experiential learning theory and (ii) the open systems theory. A review of these theories is given below as well as the fitness of this study with the theories. In his 1984 publication, titled Experiential Learning: Experience as the Source of Learning And Development, David Kolb leveraged on Piaget’s cognitive development, Dewey’s pragmatism, Maslow’ humanism, Rogers’ client-centered therapy, Lewin’s social psychology, and Perls’ gestalt therapy to build his perspective on experiential learning which is rooted in the humanist concept that the ability to learn is natural to humans. In his model, Kolb emphasised that knowledge is created through experience (Akella, 2010). In other words, in experiential learning, experience plays the central role in the learning process (Kolb, Boyatzis, Mainemelis, 1999). Kolb advanced a four stage sequential learning style, which includes concrete experience (CE), reflective observation (RO), abstract conceptualization (AC), and active experimentation (AE). He explained that a learner can 32 enter the circle at any stage, however, the stages are followed in a sequence (Miettinen, 2000, Akella, 2010). Biologist Ludwig Von Bertalanffy first established the systems theory in the 1930s during a philosophy seminar at the University of Chicago. Bertalanffy argued that no part of a system can be understood in Isolation because of the interdependent nature of components of a system (Heil, 2013). Implicit in this argument is the fact that a system is the collection of subsystems or units or components, which are interconnected to form a holistic structure of interactions and processes. As described by Bertalanffy, systems can be simple like the system of unicellular organisms, or complex like the system of the human body. It can be a closed system like the earth, which is self-sustaining and only receives energy from the sun but does not give anything in exchange. It can be an open system like the human body, which depend on its environment to survive - it consumes resources and exports same to the environment. Open systems have inputs, processes, and outputs with feedback mechanism (Chikere and Nwoka, 2015, Fabunmi, 2003). It is important to state that the open system with its input-output model has received great attention over the years and has find application in the natural, applied, and social sciences. Figure 2.1 shows the graphical representation of this system, which this study also finds useful. Figure 2.1: Input-Output model of an open system. PROCESS INPUTS OUTPUT FEEDBACK Source: Adapted from Heil, (2013). To synthesize these two theories, it is important to start by pointing out that the input-output (IO) model of the open system can be used to explain the sequential learning model postulated by Kolb. The IO model shows that an open system first receives inputs from the environment. These inputs can be compared to the first stage of Kolb’s model - concrete experience. This experience can come in form of pains, pleasure, events, etc. From the IO model, inputs go through a process of transformation. This is exactly what happens in the second and third stage of Kolb’s experiential learning model. Concrete experiences go through a transformation process where individual reflect, critically examine, synthesize and link ideas with theories and realities in order to form a meaning. The result of this process according to the IO model is outputs, which can come in form of observable and 33 unobservable behaviours. – this is the active experimentation stage of the Kolb’s model where individuals demonstrate certain behaviours based on the knowledge acquired. Feedback is the last component of the IO model and it is necessary to draw attention to the fact that the active experimentation stage (that is the observable and unobservable behaviours) also serves as feedback to the entire learning circle described by Kolb. In the context of this research, people who doubt the effectiveness of the NYSC scheme do so because of the knowledge they gained from experience. These people have received inputs (CE) from the environments in form of societal challenges like wars, murder, kidnapping, violence, etc. The minds of these people have processed these inputs (RO and AC) by reflecting, examining, analysing, evaluating, and linking their thoughts with theories, goals, objectives, and programmes like that of the NYSC. The result of these mental processes is the doubt expressed on the effectiveness of the scheme. Similarly, the corps members are people who have gained experience of the scheme and are aware of the state of the society. This experience and awareness serve as inputs which their minds process resulting to an expression of judgement as output. From the standpoint of perception, this means that the corps members select inputs from the NYSC program, organize it, and express their interpretation in form of their judgment. 34 2.9 Conceptual Framework NYSC Objectives and enabling principles. Evaluation mechanism ENVIRONMENT Experiences as input. Example, from NYSC program, societal events. Inputs processed by. Members of the society. Outputs Doubts. Value Judgement. Corps Members Feedback Objectives not achieved not effective Figure 2.2: Conceptual framework of the study35 Objectives achieved effective The conceptual model above demonstrates the framework for determining the effectiveness or otherwise of the NYSC scheme in the context of this study. The model shows that the effectiveness or otherwise of the scheme is determined by the achievement of the objectives and enabling principles of the scheme. This achievement, in turn, is based on the perception of corps members. As illustrated by the evaluation mechanism of the model, the underlining assumption in this study is that the perceptions of corps members are the result of their experience in participating in the scheme. Therefore, the scheme is a component in the environment of the corps members, which their minds receive as input, process it, and display outputs like doubts, values, and judgements. This feedback constitutes the information in which the corps members will be supplying for this study. In summary, having experienced the scheme and being members of the larger Nigerian society, the perception or judgment of the corps members forms the basis for evaluating the extent to which the objectives and enabling principles of the scheme has been achieved. 36 CHAPTER THREE METHODOLOGY 3.1 Research Design The descriptive survey research design was adopted for this study. This was because the study aimed at providing a description of the opinion of corps members on the effectiveness of the National Youth Service Corps. The descriptive survey design is used to gather and present information on the present state of a variable (Labaree, 2017; Osuala, 2005; Nworgu, 1991). 3.2 Population of Study The target population for this study comprised all serving corps members in Ibadan Metropolis. Due to the dynamic nature of this population, this study covered the population as at December 30, 2019. The distribution of this population by Local Government Areas (L.G.As) as obtained from the Oyo State Secretariat of the scheme is presented in table 3.1. Table 3.1: Population Distribution of Corps Members by L.G.As. in Ibadan Metropolis S/N 1 2 3 4 5 Local Government Areas Batch A Batch B Batch C Total Ibadan North 777 1721 579 3077 Ibadan North East 157 363 155 675 Ibadan North West 246 515 181 942 Ibadan South West 416 748 255 1419 Ibadan South East 119 324 80 523 Total Population 1715 3671 1250 6636 Source: NYSC State Secretariat, Oyo State (2019). 3.3 Sampling Procedures and Sample The Sampling technique used for this study is multi-stage. Stage 1 adopted total enumeration technique to select all the Local Government Areas (LGAs) in the metropolis as shown in Table 3.1. Stage 2 involved a 15% random sample of each LGA corps members. The random sampling was used as all corps members possessed similar characteristics and anyone was capable of being chosen. Table 3.2 shows the sample size determination. 37 Table 3.2: Sample size determination S/N 1 2 3 4 5 3.4 Local Government Areas Study Population Sample Size. (LGAs) – Strata (Totals from Table 3.1) 15% of study population. Ibadan North 3077 462 Ibadan North East 675 101 Ibadan North West 942 141 Ibadan South West 1419 213 Ibadan South East 523 78 Total 6636 995 Source: Generated by this researcher based on available statistics. Research instrument This study made use of one instrument titled Corps Members’ Perceptions Questionnaire (CMPQ), which was divided into three sections as shown in Appendix 1. The first section (A) of the instrument was designed to elicit demographic data (age, gender, State of Origin, qualifications, and the State where corps members attended institutions). The question on age was structured purposefully to allow for the determination of the level of compliance with the age policy of the scheme as well as that of higher institutions. The questions on State of Origin, and the State where corps members attended institutions were included to allow for the determination of the implementation level of the enabling principle “that as far as possible, Nigerian youths are assigned to jobs in States other than their States of origin”, which is supposed to achieve national integration and unity. The second section (B) was designed to examine the opinion of corps members on achievement level of the NYSC eight objectives and seven enabling principles respectively while the third section (C) was designed to examine their opinion on their welfare (deployment, Acceptance in place of primary assignment, hospitality of their host community, payment of allowances, accommodation, and security), Respondents were asked to express their level of consent to each of the items in the sections using the four point Likert scale: 4 = Great Extent (GE), 3 = Some Extent (SE), 2 = Little Extent (LE), 1 =Not at All (NA). 3.6 Validity of instrument The face, content, and construct validity of the research instrument was carried out by the candidate’s supervisor and other experts in Policy Analysis as well as Test Instrument Construction in the Department of Educational Management and Institute of Education, 38 University of Ibadan. Corrections and suggestions were factored into the final copy of the instrument. 3.7 Reliability of instrument. The reliability of the research instrument was established through the Cronbach Alpha Coefficient. The reliability test yielded a coefficient of 0.85 which is higher than the 0.70 benchmark and therefore ascertained the reliability of the instrument. 3.8 Data Collection Procedure This researcher got a Letter of Introduction (shown in appendix 2) from the Department of Educational Management, University of Ibadan. This was submitted together with a Letter of Request (shown in appendix 3) at the Oyo State Secretariat of NYSC in order to get statistics of serving corps members in Ibadan Metropolis. The Research Instrument was selfadministered with the help of ten (10) research assistants who were trained for that purpose. 1100 questionnaires were administered, out of which 1021 were filled and returned, representing a response rate of 92.82%. The returned questionnaires exceeded the sample size by 26, however, analysis was limited to the sample size of 995. 3.9 Data analysis method. The collected data were analysed using descriptive statistics of frequency, percentages, mean and standard deviation as well as inferential statistics of student t-test, and simple and multiple regression. The hypotheses were tested at P < 0.05 level of significance. Results of the analysis were presented in Tables and Graphs. Each item on the research instruments was evaluated based on the ground mean of 2.5. This means that an item with a mean below 2.5 was regarded as unaccepted while a mean of 2.5 and above was regarded as accepted. The research questions were judged based on the Test Norm Values for Four Point Scale given as follows: 0 - 1.4 = Not at All, 1.5 - 2.4 = Little extent, 2.5 - 3.4 = Some Extent, and 3.5 - 4.0 = Great Extent. 39 CHAPTER FOUR FINDINGS AND DISCUSSION This chapter contains the findings and discussion of this study, which focused on examining the perceptions of serving corps members in Ibadan Metropolis, Oyo State, Nigeria on the extent to which the National Youth Service Corps has been able to achieve its objectives and enabling principles. The analyses involved data from nine hundred and ninety-five (995) administered research instruments. Four research questions were answered and four hypotheses were tested at P < 0.05 level of significance and findings presented in Tables and Graphs. 4.1 Research Questions Research Question 1 What are the Demographic characteristics (age, gender, qualifications, locations of institutions attended and state of origin) of serving youth Corps members in Ibadan Metropolis of Oyo State in the 2019/2020 service year? The demographic characteristics of the respondents of this study are analysed as follows: Table 4.1: Distribution of Respondents by Gender Gender Male Female No Response Total Frequency 372 571 52 995 Percentage (%) 37.4 57.4 5.2 100 Figure 4.1: Distribution of Respondents by Gender Table 4.1 and Figure 4.1 indicate that female Corps members were 57.4% while male were 37.4%. Therefore, the respondents were predominantly females. 40 Table 4.2: Distribution of Respondents by Age Age Below 18 18-21 22-25 26-30 31 and above No Response Total Frequency 6 67 579 307 15 21 995 Percentage (%) .6 6.7 58.2 30.9 1.5 2.1 100 Figure 4.2: Distribution of Respondents by Age Table 4.2 and Figure 4.2 show that 58.2% of the Corps members were between age 22 and 25, 30.9% were between age 26 and 30, 6.7% were between age 18 and 21, 1.5% were aged 31 and above, while 0.6% were below 18 respectively. Table 4.3: Distribution of Respondents by Highest Qualification Qualification HND Bachelor Masers Ph.D. Others No Response Total Frequency 238 719 15 3 7 13 995 Percentage (%) 23.9 72.3 1.5 0.3 0.7 1.3 100 41 Figure 4.3: Showing Respondents' Highest Qualifications Table 4.3 and Figure 4.3 reveal that 72.3% of the respondents had Bachelor degrees, 23.9% had Higher National Diploma, 1.5% had Masters’ degrees, 0.3% had Ph.D while 0.7% had other degrees respectively. Table 4.4: Distribution of Respondents by State of Origin North Central Benue 9 Kwara 62 Niger 2 Plateau 1 Kogi 26 Total 100 North East North West Adamawa 4 Jigawa 1 Bauchi 2 Kaduna 2 Borno 1 Kano 3 Katsina 1 Kebbi 3 Sokoto 2 7 12 South South South East Akwa Ibom Cross River Delta Edo Bayelsa Rivers Anambra 20 Ebonyi 7 Abia 7 Enugu 8 Imo 19 14 6 39 29 1 10 99 61 South West Ekiti 64 Lagos 53 Ogun 214 Ondo 114 Osun 159 Oyo 68 672 Figure 4.4: Distribution of Respondents' by Geo-Political Zones of States Table 4.4 and Figure 4.4 indicate that 71% of the Corps members were from states in the South West geo-political zone of Nigeria with Ogun (25.72%), Osun (19.11%), and Ondo 42 (13.7%) taking the lead while Oyo followed with 6.8%. From the statistics presented, 11% of the Corps members were from states in the North Central, 10% were from states in the South South, 6% were from states in the South East, while 1% were from states in the North East and the North West respectively. Table 4.5: Distribution of Respondents by State of Institution Attended North Central Abuja 3 Benue 3 Kogi 12 Kwara 116 Nassarawa 1 Niger 7 Plateau 3 Total North East North West South South South East Adamawa 3 Bauchi 1 Kaduna 10 Katsina 1 Kebbi 3 Sokoto 3 Abia 6 Akwa Ibom 2 Cross River 8 Delta 12 Edo 21 Rivers 14 Anambra 15 Ebonyi 4 Enugu 12 Imo 12 63 43 145 4 17 South West Ekiti 27 Lagos 56 Ogun 225 Ondo 57 Osun 115 Oyo 65 545 Foreign Benin 2 Cambridge 1 Cotonou 2 Ghana 2 India 2 Malaysia 1 Ontario 1 Porto-Novo 1 U.S.A 2 14 Figure 4.5: Distribution of Respondents' State of Institution by Geo-Political Zones Table 4.5 and Figure 4.5 illustrate that the Corps members attended institutions across the six geo-political zones of Nigeria and abroad. As shown in Figure 4.5, 66% of the Corps members schooled in the South West geo-political zone of Nigeria. In this zone, Oyo produced 7.8% of the Corps members while its neighbouring states of Ogun and Osun produced 27% and 14% respectively. Aside South West, 17% of the Corps members schooled in states in the North Central zone, 0.5% schooled in the North East, 2% schooled in the North West, 8% schooled in the South South, 5% schooled in the South East, while 2% schooled abroad. 43 Research Questions 2 To what extent are serving youth Corps members satisfied with welfare services in terms of: i. Deployment to places of primary assignment ii. Acceptance at places of primary assignment iii. Hospitality of the host communities during primary assignment iv. Payment of both local and national allowances, and v. Accommodation Table 4.6: Corps Members’ Level of Satisfaction with Deployment to Place of Primary Assignment Deployment to NA LE SE GE place of primary assignment I am satisfied with 146 100 292 452 my posting to Oyo 14.75% 10.1% 29.49% 45.66% State Some people in the NYSC offered to help me with my 517 221 123 126 posting to Oyo 52.38% 22.39% 12.46% 12.77% State if I could offer them money No one demanded money from me in 283 157 207 337 order to effect my 28.76% 15.96% 21.04% 34.25% posting I was able to 359 255 214 152 choose my place of 36.63% 26.02% 21.84% 15.51% primary assignment (PPA) Ground Mean 2.42 SD Decision 3.06 1.07 Accepted 1.86 1.07 Rejected 2.61 1.22 Accepted 2.16 1.09 Rejected Table 4.6 shows that the ground mean of the responses is 2.42. It can therefore be concluded that, to a little extent, the Corps members were satisfied with posting to Oyo State. It is important to point out that the Corps members had little or no influence over the posting processes either through monetary inducements or otherwise. 44 Table 4.7: Corps Members’ Level of Satisfaction with Acceptance at Places of Primary Assignment Acceptance at place of primary NA LE SE GE assignment I received a warm 124 121 343 405 welcome at my PPA 12.49% 12.19% 34.54% 40.79% I am satisfied with 129 145 357 361 my place of primary 13% 14.62% 35.99% 36.39% assignment Staffs at my PPA are 101 93 386 408 friendly with me. 10.22% 9.41% 39.07% 41.3% I received proper 135 170 368 306 orientation at my 13.79% 17.36% 37.59% 31.26% PPA Ground Mean 2.99 SD Decision 1.01 Accepted 2.96 1.01s Accepted 3.11 0.95 Accepted 2.86 1.01 Accepted 3.04 Table 4.7 indicates a ground mean of 2.99, which implies that, to some extent, the Corps members were satisfied with respect to acceptance at places of primary assignment. The results indicate that majority of the Corps members received warm welcomes (75.33%), proper orientation (68.85%), and experienced friendliness from staffs (80.37%). Table 4.8: Corps Members’ Level of Satisfaction with the Hospitality of Host Communities Hospitality of the host communities during primary assignment Members of my host community are friendly with me I sometimes receive gifts from members of my host community Members of my host community are respectful I get assistance/support from members of my host community Ground Mean 2.56 NA LE SE GE SD Decision 130 126 439 294 2.91 13.14% 12.74% 44.39% 29.73% 0.97 Accepted 342 305 216 119 2.11 34.83% 31.06% 22% 12.12% 109 189 484 205 2.8 11.04% 19.15% 49.04% 20.77% 228 273 324 148 23.43% 28.06% 33.3% 15.21% 2.4 1.02 Rejected 0.89 Accepted 1.01 Rejected Table 4.8 reveals a ground mean of 2.56. This implies that, to some extent, the Corps members were satisfied with the hospitality experienced at the host communities. Even when majority may not have received gifts (65.89%) and support (51.49%) from members of the 45 host communities, the friendliness (74.12%) and respect (69.81%) experienced in the host community was encouraging. Table 4.9: Corps Members’ Level of Satisfaction with Payment of Allowances Payment of both local and national allowances My allowances are timely My allowances are complete I receive allowance from the state where I am serving I receive allowance from federal government Ground Mean NA LE SE GE SD Decision 1.04 Accepted 1.01 Accepted 215 144 268 355 2.78 21.89% 14.66% 27.29% 36.15% 1.16 Accepted 106 10.82% 0.99 Accepted 155 192 343 289 2.78 15.83% 19.61% 35.04% 29.52% 119 121 337 408 3.05 12.08% 12.28% 34.21% 41.42% 78 285 511 3.23 7.96% 29.08% 52.14% 2.96 Table 4.9 indicates a ground mean of 2.96. This implies that, to some extent, the Corps members were satisfied with the payment of allowances. Form the results, it is clear that majority received both local (63.44%) and federal government (81.22%) allowances in a complete (75.63%) and timely (64.56%) manner. Table 4.10: Corps Members’ Level of Satisfaction with Accommodation Accommodation NA LE SE GE I was satisfied with 255 196 297 235 the host el at 25.94% 19.94% 30.21% 23.91% 2.52 orientation camp I received support at 454 254 131 147 my PPA to secure 1.97 accommodation after 46.04% 25.76% 13.29% 14.91% camp I stay in a rented 193 134 254 404 2.88 apartment 19.59% 13.6% 25.79% 41.02% My apartment is 183 158 251 383 2.86 relatively expensive 18.77% 16.21% 25.74% 39.28% Ground Mean 2.56 SD Decision 1.12 Accepted 1.09 Rejected 1.15 Accepted 1.13 Accepted Table 4.10 presents a ground mean of 2.56, which implies that, to some extent, the Corps members were satisfied with accommodation. Although there was little support (28.20%) gotten by the Corps members in the process of securing rented apartments after the 46 orientation camp, more than half (54.12%) were satisfied with the hostel provision at the orientation camp. Research Questions 3 To what extent are Corps members posted to Ibadan Metropolis in Oyo State satisfied with the level of security experienced? Table 4.11: Corps Members’ Level of Satisfaction with Security Experienced Security of corps members I have been molested on the street during my primary assignment. There have been security threats in my residential area I have experienced violence during orientation camp I am satisfied with the security situation at my PPA Ground Mean NA LE SE GE SD Decision 575 58.2% 227 22.98% 89 9.01% 97 9.82% 1.7 0.99 Rejected 478 250 152 105 48.53% 25.38% 15.43% 10.66% 1.88 1.03 Rejected 530 248 112 53.92% 25.23% 11.39% 1.76 0.99 Rejected 165 122 354 348 16.68% 12.34% 35.79% 35.19% 2.89 1.06 Accepted 93 9.46% 2.06 Table 4.11 indicates a ground mean of 2.06. This implies that, to a little extent, the Corps members were satisfied with the level of security experienced in the scheme. The results show that the Corps members have had some level of experience of insecurity while on the street (18.83%), at residential areas (26.09%), at places of primary assignment (29.02%), and at orientation camp (20.85%). Research Questions 4 To what extent do serving corps members perceive the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme? Table 4.12: Corps Members’ Perception on the Achievement of NYSC Objectives 1 NYSC Objectives Sometimes, I am unable to get to my Place of Primary Assignment (PPA) from my house in NA LE SE GE 242 24.44% 269 27.17% 272 27.47% 207 20.91% 47 2.45 SD Decision 1.07 Rejected time 2 Sometimes, I have to leave my PPA before closing time due to nonofficial matters 3 Most times, I stay away from my PPA to attend to my health issues 4 Participating in the NYSC has enabled me to learn tolerance 5 The NYSC has enabled me to appreciate the diversity of Nigeria’s cultural heritage 6 My service engagements has enhanced my respect for other cultures 7 Due to NYSC, I now have friends from other cultures 8 Participating in the NYSC scheme makes me proud of being a Nigerian 9 NYSC has given me a stronger sense of responsibility towards Nigeria 10 NYSC skills program has equipped me with skills to run a business 11 NYSC has increased my knowledge of other ethnic groups in Nigeria 12 I can now appreciate the similarities among ethnic groups in Nigeria 13 NYSC has made me to uphold the belief in one Nigeria Ground Mean 2.73 292 29.77% 347 35.37% 235 23.96% 107 10.91% 2.16 0.97 Rejected 345 35.31% 282 28.86% 232 23.75% 118 12.08% 2.13 1.03 Rejected 131 118 298 393 13.94% 12.55% 31.7% 41.81% 3.01 1.05 Accepted 122 12.35% 153 15.49% 356 36.03% 357 36.13% 2.96 1 Accepted 104 10.53% 147 14.88% 419 42.41% 318 32.19% 2.96 0.94 Accepted 107 10.86% 129 13.1% 341 34.62% 408 41.42% 3.07 0.99 Accepted 129 13.22% 156 15.98% 400 40.98% 291 29.82% 2.87 0.99 Accepted 110 11.11% 178 17.98% 445 44.95% 257 25.96% 2.86 0.93 Accepted 168 17.06% 249 25.28% 367 37.26% 201 20.41% 2.61 0.99 Accepted 110 11.1% 186 18.77% 477 48.13% 218 22% 2.81 0.9 Accepted 81 8.22% 188 19.09% 503 51.07% 213 21.62% 2.86 0.85 Accepted 127 12.79% 193 19.44% 435 43.81% 238 23.97% 2.79 0.95 Accepted Table 4.12 reveals a ground mean of 2.73. This implies that, to some extent, the NYSC scheme has been able to achieve its objectives in Ibadan Metropolis of Oyo State, Nigeria. This position is affirmed by the responses to the items on the table. For instances, items 1-3 were structured to examine the achievement of the objective of “inculcating discipline in Nigerian youths by instilling in them a tradition of industry at work, and, of patriotic and 48 loyal service to Nigeria in any situation they may find themselves”. Form the result, it can be seen that the NYSC is above average (60.31%) in the achievement of this objective. Similarly, items 4-6 were raised to examine the achievement of the objective of “raising the moral tone of the Nigerian youths by giving them the opportunity to learn about higher ideals of national achievements, social and cultural improvement”. Responses indicate that the NYSC scheme can be rated over 70% in the achievement of this objective. Items 8 and 9 were structured to examine the achievement of the objective of “developing in the Nigerian youths the attitudes of mind, acquired through shared experience and suitable training, which will make them more amenable to mobilization in the national interest”. Result shows that the NYSC scheme can be rated over 70% in the achievement of this objective. Result of item 10 allowed for the examination of the achievement of the objective of “enabling the Nigerian youths to acquire the spirit of self-reliance by encouraging them to develop skills for selfemployment”. It clear that the scheme is slightly above average (57.67%) in the achievement of this objective. Based on this achievement, coupled with the level of achievement of the objective on instilling discipline through industry at work, it can be argued that, on the average, the scheme has been able to achieve its objective of “contributing to the accelerated growth of the national economy”. In the same vein, item 7 was designed to investigate the achievement of the objective of “developing common ties among the Nigerian youths and promoting national unity and integration”. The NYSC scheme can be rated over 75% in the achievement of this objective. Items 11 and 12 were structured to find out the achievement of the objectives of “removing prejudices, eliminating ignorance and confirming at first hand the many similarities among Nigerians of all ethnic groups”. Result reveals that the NYSC scheme has recorded over 70% achievement of this objective. Item 13 was concerned with examining the achievement of the objective of “developing a sense of corporate existence and common destiny of the people of Nigeria”. Finding shows that the scheme has recorded over 65% achievement of this objective. Table 4.13: Corps Members’ Perception on the Implementation of the NYSC Enabling Principles 14 NYSC Enabling Principles The PPA is not technically flexible enough for me to NA LE SE GE 232 23.94% 281 29% 261 26.93% 195 20.12% 49 2.43 SD Decision 1.06 Rejected deploy my technical potentials 15 I am a native of Oyo State 16 I am serving the NYSC in the state where my institution is located 17 As a Youth Corper, I see myself as a representative of Nigeria 18 I only feel comfortable with people that share same religion with me 19 From my experiences, I know I can be employed anywhere in Nigeria after this service 20 I will be willing to take up job anywhere in Nigeria after my service Ground Mean 2.37 614 62.91% 185 18.95% 70 7.17% 107 10.96% 1.66 1.01 Rejected 610 62.89% 166 17.11% 78 8.04% 116 11.96% 1.69 1.05 Rejected 107 11.01% 113 11.63% 365 37.55% 387 39.81% 3.06 0.98 Accepted 424 43.62% 279 28.7% 150 15.43% 119 12.24% 1.96 1.04 Rejected 157 15.96% 154 15.65% 298 30.28% 375 38.11% 2.91 1.08 Accepted 158 16.07% 160 16.28% 312 31.74% 353 35.91% 2.87 1.07 Accepted Overall Mean 2.61 Table 4.13 presents a ground mean of 2.37. This implies that, to a little extent, the NYSC scheme has been able to implement its enabling principles. Responses to the items offer some insights to this submission. For example, item 14 was developed to examine the implementation level of the enabling principle of “ensuring the equitable distribution of members of the service corps and the effective utilization of their skills in areas of national needs”. Finding shows that the scheme is a little above average (52.94%) in the implementation of this principle. Items 15 and 16 examined the implementation level of the principle of “assigning Nigerian youths are assigned to jobs in States other than their States of origin”. Result shows that the scheme has recorded over 80% implementation of this principle. Also, item 17 addressed the principle of ensuring that “Nigerian youths are representative of Nigerian as far as possible”. Finding reveals that the scheme has recorded about 77% level of implementation of this principle. Item 11 and 12 were concerned with examining the implementation level of the principle of “ensuring that the Nigerian youths are exposed to the modes of living of the people in different parts of Nigeria”. Result reveals that the scheme has recorded over 70% level of implementation of this principle. Item 18 was structured to 50 examine the implementation level of the principle of ensuring “that the Nigerian youths are encouraged to eschew religious intolerance by accommodating religious differences”. Finding shows that the scheme has achieved over 70% in the implementation of this principle. Items 19 and 20 were framed to examine the implementation of the principle of “ensuring that members of the service corps are encouraged to seek at the end of their oneyear national service, career employment all over Nigeria, thus promoting the free movement of labour”. Finding reveals that the scheme has achieved over 67% in the implementation of this principle. Finally, on the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme, with a ground mean of 2.61, this means that, to some extent, the scheme has been effective in Ibadan Metropolis of Oyo State, Nigeria. 4.2 Hypotheses Hypothesis 1 There is no significant difference among gender on the level of satisfaction of corps members with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) in the NYSC scheme. Table 4.14: T-Test Analysis Showing the Mean Difference between Male and Female Corps Members with respect to the Level of Welfare Satisfaction Variable Deployment Gender N Mean SD Male 363 9.63 2.36 Female 556 9.76 2.23 Male 364 12.00 3.43 Acceptance Female 559 12.03 3.27 Male 360 10.91 2.84 Hospitality Female 559 11.36 2.83 Male 363 11.93 3.33 Allowance Female 548 11.83 2.96 359 10.16 2.56 Accommodation Male Female 557 10.27 2.44 Male 365 8.38 2.60 Security Female 563 8.14 2.54 NS = Not significant at P > 0.05, significant at P < 0.05 51 df p value tcal Decision 917 0.39 -0.87 Not rejected 921 0.88 -0.15 Not rejected 917 0.02 -2.37 Rejected 909 0.66 0.44 Not rejected 914 0.55 -0.6 Not rejected 926 0.17 1.38 Not rejected Table 4.14 shows that there was no significant difference between male and female youth Corps members in their level of satisfaction with respect to welfare services such as deployment to places of primary assignment (P = 0.386 > 0.05), acceptance at places of primary assignment (P = 0.880 > 0.05), payment of both local and national allowances (P = 0.657 > 0.05), accommodation (P = 0.547 > 0.05), and personal security (P = 0.170 > 0.05), while there was a significant difference between male and female youth Corps members with respect to the hospitality (P 0.018 < 0.05) experienced in the host communities during primary assignment. However, with the mean of 10.91 and 11.36 for male and female respectively, it could be concluded that, the female Corps members experienced more hospitality compared to the male counterpart. Hypothesis 2 There is no significant difference among gender on the opinion of Corps members about the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme in Ibadan Metropolis of Oyo State, Nigeria. Table 4.15: T-Test Analysis Showing the Mean Difference between Male and Female Corps Members on the Effectiveness of the NYSC Scheme Variable Gender N Mean STD df p value tcal Decision Objectives Male 323 35.15 7.43 817 0.05 -1.96 Not rejected 867 0.10 -1.63 Not rejected Female 496 36.16 7.02 Enabling Male 338 16.35 3.30 principles Female 531 16.70 3.06 NS = Not significant at P > 0.05, significant at P < 0.05 Table 4.15 reveals that there was no significant difference between male and female youth Corps members with respect to their opinion about the scheme’s achievement of its objectives (P = 0.05) as well as the implementation of its enabling principles (P = 0.10 > 0.05). 52 Hypothesis 3 Corps members’ satisfaction with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) will have no significant joint influence on their perception about the effectiveness of the NYSC scheme. Table 4.16: Regression Analysis of Joint Influence of Welfare Services on the Opinion of Corps Members about the Effectiveness of the NYSC Scheme Model Regression Sum of Squares 39823.62 df 6 Mean Square 6637.27 Residual 18131.03 742 24.44 Total 57954.65 748 F p value Decision 271.63 0.00 Rejected R = 0.83 Adjusted R Square = 0.69 R Square = 0.69 Std, Error of the Estimate = 4.94 NS = Not significant at P > 0.05, significant at P < 0.05 Table 4.16 indicates that youth Corps members’ level of satisfaction with welfare services had significant joint influence (F(6, 742) = 271.63; P = 0.00 < 0.05) on their opinion about the effectiveness of the NYSC scheme. This implies that how the Corps members perceive the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme is contingent upon their level of welfare satisfaction. From the finding, the coefficient of regression, R, is 0.83. This implies that if the welfare of the Corps members is improved by 100%, their perception about the effectiveness of the NYSC scheme will improve by 83%. The Adjusted R-Square of regression is 0.69. It implies that the combine effect of the variables above explain 69% of variations on the opinion of Corps members about the effectiveness of the NYSC scheme. In other words, of all the things that influences the opinion of Corps members about the effectiveness of the NYSC scheme, the combine effect these variables accounts for 69%. 53 Hypothesis 4 Corps members’ satisfaction with respect to welfare services (accommodation, hospitality, payment of allowance, security experience, deployment, and acceptance at place of primary assignment) will have no significant relative influence on their perception about the effectiveness of the NYSC scheme. Table 4.17: Regression Analysis of Relative Influence of Welfare Services on the Opinion of Corps Members about the Effectiveness of the NYSC Scheme Dependent Variable Independent Variable Unstandardized Coefficient B Std. Error (Constant) 15.27 1.27 0.45 0.08 Effectiveness deployment Acceptance 0.01 0.07 of NYSC Hospitality 2.27 0.07 allowance 0.07 0.28 Accommodation 0.08 0.29 Security 0.07 0.10 NS = Not significant at P > 0.05, significant at P < 0.05 Stand. Coefficient T β (Beta Contribution) 0.12 0.00 0.73 0.10 0.08 0.03 12.00 5.35 0.15 31.30 3.83 3.61 1.40 p value 0.00 0.00 0.88 0.00 0.00 0.00 0.16 Table 4.17 reveals that all the variables except security experienced (β = 0.03; P = 0.16 > 0.05) and acceptance at places of primary assignment (β = 0.00; P = 0.88 > 0.05) contributed significantly in influencing the opinion of Corps members about the effectiveness of the NYSC scheme. As shown on Table 4.17, hospitality (β = 0.73; P = 0.00 < 0.05) had the highest influence with 73% contribution. Deployment (β = 0.12; P = 0.00 < 0.05), allowance (β = 0.10; P = 0.00 < 0.05), and accommodation (β = 0.08; P = 0.00 < 0.05) contributed 12%, 10%, and 8% respectively. Therefore, since four out of the six variables that measure the level of welfare satisfaction of Corps members contributed significantly in influencing the opinion of Corps members on the effectiveness of the NYSC scheme, it implies that welfare satisfaction of Corps members had a significant influence on the perception of Corps members about the effectiveness of the NYSC scheme. 54 4.3 Discussion of Findings The findings of this study have been discussed as itemized hereafter 1. Corps Members’ demographic characteristics in Ibadan Metropolis of Oyo State, Nigeria 2. Corps members’ level of satisfaction with welfare service in Ibadan Metropolis of Oyo State, Nigeria 3. Corps members’ perception on the effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC scheme in Ibadan Metropolis of Oyo State, Nigeria Corps Members’ Demographic Characteristics in Ibadan Metropolis of Oyo State, Nigeria Inherent in the results of the demographic analysis of the respondents are certain insights worthy of consideration. First, Table 4.2 and Figure 4.2 reveal that at least 96% of the Corps members were within the age limit (30 and below) for corps members. Although there is still room for improvement, it is necessary to applaud the NYSC scheme for a tremendous achievement in the implementation of its age policy as enshrined in section 2, subsection 2(a) of its Act. Nevertheless, in accordance with this policy, which states “a person shall not be called upon to serve if … (s)he is over the age of thirty (30)” (NYSC, 2004:4), it is important for the scheme to put additional measures in place to ensure that graduates aged 31 and above do not participate in the scheme. Second, the NYSC scheme is meant for graduates of Higher National Diploma and Bachelor degree programmes. However, as shown in Table 4.5, some Corps members have higher degrees. One reason for this could be that there were Corps members who could not take part in the scheme immediately after graduation for some legitimate reasons and by the time, the decision to serve was made, higher degrees had already been acquired. This may also be common among those who school abroad. Finally, it is imperative to draw attention to Table 4.4 and Figure 4.4 as well as Table 4.5 and Figure 4.5, which reveal that 71% of the Corps members are indigenes of states in the South West geo-political zone of Nigeria, and 66% schooled in the same zone. This has implication on the achievement of four out of the eight objectives and one out of the seven enabling principles of the scheme. 55 The objectives as enshrined in section 1, subsection 3 of is Act are: i. to raise the moral tone of the Nigerian youths by giving them the opportunity to learn about higher ideals of national achievements, social and cultural improvement. ii. to develop common ties among the Nigerian youths and promote national unity and integration. iii. to remove prejudices, eliminate ignorance and confirm at first hand the many similarities among Nigerians of all ethnic groups; and iv. to develop a sense of corporate existence and common destiny of the people of Nigeria. The enabling principle as enshrined in section 1, subsection 4 of its Act is: v. that the Nigerian youths are exposed to the modes of living of the people in different parts of Nigeria (NYSC, 2004:1-2): The implication of the above finding on the achievement of these objectives and enabling principle is that the Yoruba ethnic group is the indigenous people of the South West geopolitical zone. Also, some states in the neighbouring zones such as Kwara in North Central and Edo in South South are partly Yoruba. Therefore, culturally and ethnic wise, the South West geo-political zone and parts of few neighbouring states can be seen as a homogenous society. Given this fact and the cultural heterogeneity of Nigeria, posting majority of the Corps members within the same ethnic group defeats to some extent the principle “that the Nigerian youths are exposed to the modes of living of the people in different parts of Nigeria”, and consequently reduces the chances of achieving cultural improvement, national unity and integration, sense of corporate existence, as well as removing prejudices … among Nigerians of all ethnic groups. Corps Members’ Level of Satisfaction with Welfare Services in Ibadan Metropolis of Oyo State, Nigeria Table 4.6-11 indicate that the Corps members were satisfied to some extent with acceptance at places of primary assignment, hospitality of the host communities, payment of allowances, and accommodation. However, the Corps members were satisfied to a little extent with deployment and security experienced. It is enshrined in the NYSC Act, section 8, subsection 1 and 3(a, b, d), that the …National Youth Service Corps Local Government Committee … shall have responsibility to provide for the welfare needs of corps members deployed to the Local Government Area and arrange for the collection of corps members at the end of the orientation course and return them for 56 purpose of the winding up exercise and ... ensure the security of corps members deployed to the Local Government Area (NYSC, 2004:9-10). Therefore, the low satisfaction of Corps members with respect to deployment and security is a call to the leaders of the different Local Government Areas of the State where the Corps members are serving to double effort in ensuring that among all things, the security of Corps members is guaranteed. Before moving ahead, it is important to point out that, as shown in Table 4.8, the female Corps members enjoyed more hospitality compared to the males. This is an indication that the gender inequality narrative, which was pro-male decades ago, is gradually becoming pro-female in the South West geo-political zone of Nigeria. In addition, Table 4.16-17 show that Corps members’ satisfaction with the level of welfare services has a significant influence on the perception about the effectiveness of the scheme. This raises the question of objectivity with respect to the responses of the respondents. Assuming the Corps members were not satisfied with the level of welfare services, would the scheme have been perceived as effective? This point to the need to investigate the perceptions of other stakeholders, that way, responses from one quota will serve as a check on another. Corps members’ Perception on the Effectiveness (achievement of objectives and implementation of enabling principles) of the NYSC Scheme in Ibadan Metropolis of Oyo State, Nigeria Findings from Table 4.12-13 show that, on the aggregate, the NYSC scheme has been effective to some extent in Ibadan Metropolis of Oyo State, Nigeria. Disaggregated analyses reveal that the scheme has performed above average in achieving all its objective and implementing all its enabling principles. This finding corroborates Obadare (2005), Raimi and Alao (2011), and Elemure (2015) whose research results showed that the scheme has performed above average in the achievement of most of its objectives. 57 CHAPTER FIVE SUMMARY, CONCLUSION, AND RECOMMENDATIONS 5.1 Summary This study was aimed at investigating the perceptions of serving Corps members on the extent to which the National Youth Service Corps is effective in the sense of achieving its objectives and implementing its enabling principles in Ibadan Metropolis of Oyo State, Nigeria. The NYSC was established as a mechanism to leverage on the energy and demographic strength of youths in driving national development, majorly in the areas of national integration and unity, and economic growth. However, its implementation has faced several challenges ranging from institutional to social to economic to political, etc. These challenges have led to serious criticisms of the scheme with some stakeholders calling for its abolition or reformation. Meanwhile, in other countries, youth corps schemes have been effective, or partially effective, or not effective. For instance, literatures show that youth corps schemes in India, Canada, and United Kingdom have been effective while in the United States and Ghana, the schemes have been partially effective. However, in countries like Botswana, Niger, and Lesotho the schemes have not been effective as evidenced in their discontinuation. Considering the challenges and criticisms faced by the NYSC, it became imperative to investigate the level of effectiveness or ineffectiveness of the scheme. A descriptive survey design was adopted for this study, which allowed data collection from 995 Corps members representing 15 percent of the total study population. Analysis was performed using descriptive statistical tools like mean scores, standard deviation, frequency, and percentages as well as inferential statistics like student t-test and multiple regressions. The summary of the findings is as follows: 1. The Corps members were predominantly females. 2. Majority of the Corps members were between age 22 and 25. 3. Majority of the respondents had Bachelor degrees. 4. Majority of the Corps members were from states in the South West geo-political zone of Nigeria. 58 5. Majority of the Corps members schooled in the South West geo-political zone of Nigeria. 6. To a little extent, the Corps members were satisfied with posting to Oyo State. 7. To some extent, the Corps members were satisfied with respect to acceptance at places of primary assignment. 8. To some extent, the Corps members were satisfied with the hospitality experienced at the host communities. 9. To some extent, the Corps members were satisfied with the payment of allowances. 10. To some extent, the Corps members were satisfied with accommodation. 11. To a little extent, the Corps members were satisfied with the level of security experienced in the scheme. 12. To some extent, the NYSC scheme has been able to achieve its objectives in Ibadan Metropolis of Oyo State, Nigeria. 13. To a little extent, the NYSC scheme has been able to implement its enabling principles in Ibadan Metropolis of Oyo State, Nigeria. 14. To some extent, the scheme has been effective in Ibadan Metropolis of Oyo State, Nigeria. 15. There was no significant difference between male and female Corps members in the level of welfare satisfaction with respect to all the welfare indicators except hospitality experienced in the host communities during primary assignment. 16. There was no significant difference in the opinion of Corps members on the scheme’s achievement of its objectives as well as its implementation of its enabling principles. 17. There was a significant joint influence of the level of satisfaction with welfare services on the opinion of Corps members about the effectiveness of the NYSC scheme. 18. All welfare indicators except security experience and acceptance at places of primary assignment contributed significantly to influencing the opinion of Corps Members about the effectiveness of the NYSC scheme. 59 5.2 Conclusion In conclusion, judging from the perception of the serving Corps Members in Ibadan Metropolis of Oyo State, Nigeria, it can be said that the NYSC scheme is effective to some extent, in the sense that it has been able to achieve its objectives and implement its enabling principles. However, this conclusion might not hold if the level of welfare satisfaction of the Corps Members decreases. 5.3 Recommendations Based on the findings of this study, this researcher recommends that instead of abolishing the scheme; government should introduce certain reformations in order to improve the effectiveness of the scheme. Some of the reformative measures include: i. Putting additional measures in place to ensure that graduates above age 30 do not participate in the scheme. ii. Ensuring that majority of the Corps members are posted to ethnic groups other than their ethnic groups of origin. iii. Ensure proper monitoring and evaluation as well as conduct annual assessment and progress review for onward publication on the website of the scheme for public use. iv. Ensure appropriate measures are put in place to guarantee the security of the Corps members. v. Ensure that hostel accommodation facilities at orientation camp is upgraded to modern global standard. 5.4 Limitations of the Study In the course of this study, the researcher encountered some shortcomings as follows: The first was linguistic barrier. For instance, the documents of the National Service of Morocco was in Arabic and the researcher cannot read and write in Arabic, neither was he able to hire the services of an interpreter. The second was lack of access to some materials necessary for the research. For example, the full text of the Tanzania National Service Act is on premium and the researcher was not able to pay for the full text. 60 Third, was inadequate materials. For instance, while the Acts of National Youth Schemes were available for countries like Mexico, Namibia, Kenya, South Africa, Sierra Leone, Sudan, Tanzania, Zambia, and Zimbabwe, however, the availability of works on the effectiveness of these schemes were unknown to the researcher as at the time of this research. Finally, there was the issue of lack of openness with respect to data. For instance, the scheme had no statistics of the Corps members on the website. Also, some Corps members did not fill the questionnaires completely and turned down appeals to do so. 5.5 Suggestions for further study Based on the case of objectivity raised earlier, there is need to expand this study to capture the opinion of all necessary stakeholders of the scheme. 61 REFERENCES Abari, A. O., Mohammed, M. O. B.,Oyetola, I. O. (2012). Organizational Identity And Effectiveness Of Public And Private Senior Secondary Schools In South West Nigeria. Problems of Education in the 21stcentury,40, 7-16. 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Nigeria: Boko Haram Bombs Borno NYSC Camp - Thousands Flee - Three Killed As Fresh Bombs Rock Maiduguri. https://allafrica.com/stories/201107130005.html Miettinen, R. (2000). The concept of experiential learning and John Dewey's theory of reflective thought and action. International Journal of Lifelong Education, 19(1), 5472, DOI: 10.1080/026013700293458 National Youth Commission (2003). National Youth Service Policy Framework. Retrived on 18/12/2019 from https://www.youthpolicy.org/library/wpcontent/uploads/library/2003_National_Youth_Service_Policy_Framework_South_Af rica_Eng.pdf National youth Service Corps (NYSC), (2004). The National youth Service Corps Acts. National Youth Service Corps (NYSC), (2017). The National Youth Service Corps Bye-Laws (Revised 2011). Retrived on 18/12/2019 from https://drive.google.com/file/d/0B9BjnajIz-xOHFXRDBvVHNNUXM/view?usp=sharing Nwachukwu, B. I. (2012). 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T. (2018). NYSC’s search for relevance 45 https://guardian.ng/features/nyscs-search-for-relevance-45-years-on/ years on. Osuala, E. C. (2005). Introduction to Research Methodology (third edition). Onitsha, Nigeria: Africana-First Publishers Limited. 65 Patil (2016). Chapter – 1 Introduction. Retrieved on 23/10/2019 from https://shodhganga.inflibnet.ac.in/bitstream/10603/130458/9/09_chapter%201.pdf Peace Corps (2011). MS 101 The Peace Corps Act (as amended). Washington, DC: Peace Corps. Retrieve on 24/08/2019 from https://www.peacecorps.gov Peace Corps (2017). MS 201 Eligibility and Standards for Peace Corps Volunteer Service. Washington, DC: Peace Corps. Retrieved on 24/08/2019 from https://www.peacecorps.gov Peace Corps (2019). The Founding Moment. Washington, DC: Peace Corps. Retrieve on August 24, 2019.from https://www.peacecorps.gov/about/history/founding-moment/ R.A. Malatest & Associates Ltd. (2006). Social and economic impact study of the katimavik program. 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Universal Standards for Quality in Education To enable the delivery of Sustainable Development Goals 2030. https://www.thecommonwealtheducationhub.net/wpcontent/uploads/2016/05/Quality_Standards_Education_2017_07.pdf The Parliament of the Republic of Ghana – PRG (1980). The Ghana national service scheme act. Retrieved on 15/10/2019 from https://nss.gov.gh/ The Peak Performance Center (2019). influences on perception. http://thepeakperformancecenter.com/educationallearning/learning/process/processing-information/perception/influences-onperception/#targetText=Influences%20on%20perception%20include%20past,you%20 construct%20becomes%20your%20reality. Udende, P., Salau, A.A. (2012). National Youth Service Corps Scheme and the Quest for National Unity and Development: A Public Relations Perspective. Retrived on 25/10/2019 from https://www.researchgate.net/publication/293976288 University of Southern California (USC), (2019). 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Please note that the information provided here will be treated with utmost confidentiality and it is strictly for academic purpose. Thank you. Udoh, U. S. Section A: Demographic Data Please tick (√) only ONE answer per item or write where appropriate 1 Gender: 2 Age: Male[ ] Female[ ] Below 18[ ] 18-21[ ] 22-25[ ] 26-30[ ] 31 and above[ ] 3 Highest Qualification: HND[ ] Bachelor[ ] Masers [ ] Ph.D. [ ] Others[ ] 4 Please write your State of Origin ……………… 5 Please write the State where the institution you attended is located…………… Please express your level of consent to each of the statements in each section using the following parameters: 4 = Great Extent, 3 = Some Extent, 2 = Little Extent, 1 =Not at All. Section B: Perception on Achievement of NYSC Objectives and Enabling Principles. Please tick (√ ) only ONE answer per item S/N ITEMS NYSC Objectives 1 Sometimes, I am unable to get to my Place of Primary Assignment (PPA) from my house in time 2 Sometimes, I have to leave my PPA before closing time due to non-official matters 3 Most times, I stay away from my PPA to attend to my health issues 4 Participating in the NYSC has enabled me to learn tolerance 5 The NYSC has enabled me to appreciate the diversity of Nigeria’s cultural heritage 6 My service engagements has enhanced my respect for other cultures 7 Due to NYSC, I now have friends from other cultures 8 Participating in the NYSC scheme makes me proud of being a Nigerian 9 NYSC has given me a stronger sense of responsibility towards Nigeria 68 1 2 3 4 10 11 12 13 14 15 16 17 18 19 20 NYSC skills program has equipped me with skills to run a business NYSC has increased my knowledge of other ethnic groups in Nigeria I can now appreciate the similarities among ethnic groups in Nigeria NYSC has made me to uphold the belief in one Nigeria NYSC Enabling Principles The PPA is not technically flexible enough for me to deploy my technical potentials I am a native of Oyo State I am serving the NYSC in the state where my institution is located As a Youth Corper, I see myself as a representative of Nigeria I only feel comfortable with people that share same religion with me From my experiences, I know I can be employed anywhere in Nigeria after this service I will be willing to take up job anywhere in Nigeria after my service Section C: Corps Members Perceptions on Welfare Please tick (√ ) only ONE answer per item S/N ITEMS Deployment to place of primary assignment. 1 I am satisfied with my posting to Oyo State. Some people in the NYSC offered to help me with my posting to Oyo 2 State if I could offer them money. 3 No one demanded money from me in order to effect my posting 4 I was able to choose my place of primary assignment (PPA) Acceptance in place of primary assignment. 5 I received a warm welcome at my PPA 6 I am satisfied with my place of primary assignment 7 Staffs at my PPA are friendly with me. 8 I received proper orientation at my PPA Hospitality of the host communities during primary assignment. 9 Members of my host community are friendly with me 10 I sometimes receive gifts from members of my host community 11 Members of my host community are respectful 12 I get assistance/support from members of my host community Payment of both local and national allowances. 13 My allowances are timely 14 My allowances are complete 15 I receive allowance from the state where I am serving 16 I receive allowance from federal government Accommodation 17 I was satisfied with the hostel at orientation camp. 18 I received support at my PPA to secure accommodation after camp 19 I stay in a rented apartment 69 1 2 3 4 20 21 22 23 24 My apartment is relatively expensive. Security of corps members I have been molested on the street during my primary assignment. There have been security threats in my residential area I have experienced violence during orientation camp I am satisfied with the security situation at my PPA 70 Appendix 2: Letter of introduction 71 Appendix 3: letter of request 72 Appendix 4: Photographs Taken During Field Work. 73 74 75 76 Appendix 5: SPSS Output of Reliability Test RELIABILITY /VARIABLES=GENDER AGE HIGHESTQUALIFICATION B1 B2 B3 B4 B5 B6 B7 B8 B9 B10 B11 B12 B13 B14 B15 B16 B17 B18 B19 B20 C1 C2 C3 C4 C5 C6 C7 C8 C9 C10 C11 C12 C13 C14 C15 C16 C17 C18 C19 C20 C21 C22 C23 C24 /SCALE('Reliability') ALL /MODEL=ALPHA. Reliability Notes Output Created Comments 19-MAR-2020 20:00:28 Data Input Missing Value Handling Active Dataset Filter Weight Split File N of Rows in Working Data File Matrix Input Definition of Missing Cases Used Syntax Resources Processor Time Elapsed Time F:\FILES\UD\ACADEMICS-UI\400LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav DataSet1 <none> <none> <none> 995 User-defined missing values are treated as missing. Statistics are based on all cases with valid data for all variables in the procedure. RELIABILITY /VARIABLES=GENDER AGE HIGHESTQUALIFICATION B1 B2 B3 B4 B5 B6 B7 B8 B9 B10 B11 B12 B13 B14 B15 B16 B17 B18 B19 B20 C1 C2 C3 C4 C5 C6 C7 C8 C9 C10 C11 C12 C13 C14 C15 C16 C17 C18 C19 C20 C21 C22 C23 C24 /SCALE('Reliability') ALL /MODEL=ALPHA. 00:00:00.03 00:00:00.06 [DataSet1] F:\FILES\UD\ACADEMICS-UI\400-LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav 77 Scale: Reliability Case Processing Summary N Cases % Valid 694 69.7 Excludeda 301 30.3 Total 995 100.0 a. Listwise deletion based on all variables in the procedure. Reliability Statistics Cronbach's Alpha .838 N of Items 47 78 Appendix 6: SPSS Output of Frequency Analysis FREQUENCIES VARIABLES=STATEofINSTITUTION GENDER AGE STATEofORIGIN HIGHESTQUALIFICATION B1 B2 B3 B4 B5 B6 B7 B8 B9 B10 B11 B12 B13 B14 B15 B16 B17 B18 B19 B20 C1 C2 C3 C4 C5 C6 C7 C8 C9 C10 C11 C12 C13 C14 C15 C16 C17 C18 C19 C20 C21 C22 C23 C24 /STATISTICS=STDDEV MEAN /ORDER=ANALYSIS. Frequencies Notes Output Created Comments 04-MAR-2020 21:51:01 Data Active Dataset Filter Weight Split File N of Rows in Working Data File Input Missing Value Handling Definition of Missing Cases Used Syntax Resources Processor Time Elapsed Time F:\FILES\UD\ACADEMICS-UI\400LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav DataSet1 <none> <none> <none> 995 User-defined missing values are treated as missing. Statistics are based on all cases with valid data. FREQUENCIES VARIABLES=STATEofINSTITUTION GENDER AGE STATEofORIGIN HIGHESTQUALIFICATION B1 B2 B3 B4 B5 B6 B7 B8 B9 B10 B11 B12 B13 B14 B15 B16 B17 B18 B19 B20 C1 C2 C3 C4 C5 C6 C7 C8 C9 C10 C11 C12 C13 C14 C15 C16 C17 C18 C19 C20 C21 C22 C23 C24 /STATISTICS=STDDEV MEAN /ORDER=ANALYSIS. 00:00:00.13 00:00:00.31 [DataSet1] F:\FILES\UD\ACADEMICS-UI\400-LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav N STATE of INSTITUTION Valid 995 Missing 0 Mean Std. Deviation Statistics GENDER AGE 943 52 1.6055 .48900 79 974 21 3.2649 .63283 STATE of ORIGIN 995 0 HIGHEST QUALIFICATION 982 13 1.8004 .54266 N Valid Missing Mean Std. Deviation N Valid Missing Mean Std. Deviation N Valid Missing Mean Std. Deviation N Valid Missing Mean Std. Deviation N Valid Missing Mean Std. Deviation N Valid Missing Mean Std. Deviation B1 990 5 2.4485 1.07498 B8 976 19 2.8740 .98580 B15 976 19 1.6619 1.01295 C2 987 8 1.8561 1.06748 C9 989 6 2.9070 .97096 C16 980 15 3.2255 .99188 B2 981 14 2.1600 .97409 Statistics B3 B4 977 940 18 55 2.1259 3.0138 1.02904 1.04978 B5 988 7 2.9595 1.00474 B6 988 7 2.9626 .94403 B7 985 10 3.0660 .98810 B9 990 5 2.8576 .92975 Statistics B10 B11 985 991 10 4 2.6102 2.8103 .99404 .90360 B12 985 10 2.8609 .84701 B13 993 2 2.7895 .94986 B14 969 26 2.4324 1.06203 B16 970 25 1.6907 1.04552 Statistics B17 B18 972 972 23 23 3.0617 1.9630 .97565 1.03922 B19 984 11 2.9055 1.08077 B20 983 12 2.8749 1.07253 C1 991 4 3.0575 1.07390 C3 984 11 2.6077 1.22478 Statistics C4 C5 980 993 15 2 2.1622 3.0363 1.08627 1.01436 C6 992 3 2.9577 1.01464 C7 988 7 3.1144 .95070 C8 979 16 2.8631 1.01000 C10 982 13 2.1141 1.02030 Statistics C11 C12 987 973 8 22 2.7953 2.4029 .89435 1.00721 C13 979 16 2.7824 1.03845 C14 985 10 3.0497 1.00939 C15 982 13 2.7770 1.15565 C17 983 12 2.5209 1.11704 Statistics C18 C19 986 986 9 9 1.9706 2.8813 1.09087 1.14755 C20 976 19 2.8535 1.13501 C21 989 6 1.7037 .98890 C22 986 9 1.8824 1.02574 80 Statistics C23 N Valid Missing C24 984 11 1.7642 .98787 Mean Std. Deviation 990 5 2.8949 1.06373 Frequency Table STATE of INSTITUTION Frequenc Percent Valid y Percent 163 16.4 16.4 ABIA 6 .6 .6 ABUJA 3 .3 .3 ADAMAWA 3 .3 .3 AKWA IBOM 2 .2 .2 ANAMBRA 15 1.5 1.5 BAUCHI 1 .1 .1 BENIN-REPUBLIC 2 .2 .2 BENUE 3 .3 .3 CAMBRIDGE 1 .1 .1 COTONOU 2 .2 .2 CROSS RIVER 8 .8 .8 DELTA 12 1.2 1.2 EBONYI 4 .4 .4 EDO 21 2.1 2.1 EKITI 27 2.7 2.7 Valid ENUGU 12 1.2 1.2 FLORIDA 1 .1 .1 GHANA 2 .2 .2 IMO 12 1.2 1.2 INDIA 1 .1 .1 KADUNA 10 1.0 1.0 KATSINA 1 .1 .1 KEBBI 3 .3 .3 KOGI 12 1.2 1.2 KWALA LUMPUR 1 .1 .1 MALASIA KWARA 116 11.7 11.7 LAGOS 56 5.6 5.6 MAHARASHTRA 2 .2 .2 NASSARAWA 1 .1 .1 NIGER 7 .7 .7 81 Cumulative Percent 16.4 17.0 17.3 17.6 17.8 19.3 19.4 19.6 19.9 20.0 20.2 21.0 22.2 22.6 24.7 27.4 28.6 28.7 28.9 30.2 30.3 31.3 31.4 31.7 32.9 33.0 44.6 50.3 50.5 50.6 51.3 OGUN ONDO ONTARIO Valid OSUN OYO PLATEAU PORTO-NOVO RIVERS SOKOTO U.S.A Total 225 57 1 22.6 5.7 .1 73.9 79.6 79.7 STATE of INSTITUTION Frequenc Percent Valid y Percent 115 11.6 11.6 65 6.5 6.5 3 .3 .3 1 .1 .1 14 1.4 1.4 3 .3 .3 1 .1 .1 995 100.0 100.0 Cumulative Percent 91.3 97.8 98.1 98.2 99.6 99.9 100.0 Frequency MALE 372 Valid FEMALE 571 Total 943 Missing System 52 Total 995 22.6 5.7 .1 GENDER Percent Valid Percent Cumulative Percent 37.4 39.4 39.4 57.4 60.6 100.0 94.8 100.0 5.2 100.0 AGE Frequency Percent Valid Percent Cumulative Percent BELOW 18 6 .6 .6 .6 18 TO 21 67 6.7 6.9 7.5 22 TO 25 579 58.2 59.4 66.9 Valid 26 TO 30 307 30.9 31.5 98.5 31 AND ABOVE 15 1.5 1.5 100.0 Total 974 97.9 100.0 Missing System 21 2.1 Total 995 100.0 ABIA ADAMAWA Valid AKWA IBOM ANAMBRA BAUCHI STATE of ORIGIN Frequenc Percent Valid Cumulative y Percent Percent 44 4.4 4.4 4.4 7 .7 .7 5.1 4 .4 .4 5.5 14 1.4 1.4 6.9 20 2 2.0 .2 2.0 .2 8.9 9.1 82 BAYELSA BENUE BORNO CROSS RIVER DELTA EBONYI EDO EKITI ENUGU IMO JIGAWA KADUNA KANO KATSINA KEBBI KOGI KWARA LAGOS NIGER OGUN ONDO OSUN OYO PLATEAU RIVERS SOKOTO Total 1 9 1 .1 .9 .1 .1 .9 .1 9.2 10.2 10.3 6 .6 .6 10.9 39 7 29 64 8 19 1 2 3 1 3 26 62 53 2 214 114 159 68 1 10 2 995 3.9 .7 2.9 6.4 .8 1.9 .1 .2 .3 .1 .3 2.6 6.2 5.3 .2 21.5 11.5 16.0 6.8 .1 1.0 .2 100.0 3.9 .7 2.9 6.4 .8 1.9 .1 .2 .3 .1 .3 2.6 6.2 5.3 .2 21.5 11.5 16.0 6.8 .1 1.0 .2 100.0 14.8 15.5 18.4 24.8 25.6 27.5 27.6 27.8 28.1 28.2 28.5 31.2 37.4 42.7 42.9 64.4 75.9 91.9 98.7 98.8 99.8 100.0 HIGHEST QUALIFICATION Frequenc Percent Valid y Percent HND 238 23.9 24.2 BACHELO 719 72.3 73.2 R MASTERS 15 1.5 1.5 Valid PH.D 3 .3 .3 OTHER 7 .7 .7 Total 982 98.7 100.0 Missing System 13 1.3 Total 995 100.0 83 Cumulative Percent 24.2 97.5 99.0 99.3 100.0 B1 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 24.3 24.4 24.4 269 272 207 990 5 995 27.0 27.3 20.8 99.5 .5 100.0 27.2 27.5 20.9 100.0 51.6 79.1 100.0 Cumulative Percent 29.3 29.8 29.8 347 235 107 981 14 995 34.9 23.6 10.8 98.6 1.4 100.0 35.4 24.0 10.9 100.0 65.1 89.1 100.0 Valid Percent Cumulative Percent 345 34.7 35.3 35.3 282 232 118 977 18 995 28.3 23.3 11.9 98.2 1.8 100.0 28.9 23.7 12.1 100.0 64.2 87.9 100.0 B4 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 292 B3 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 242 B2 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 131 13.2 13.9 13.9 118 298 393 940 55 995 11.9 29.9 39.5 94.5 5.5 100.0 12.6 31.7 41.8 100.0 26.5 58.2 100.0 84 B5 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 12.3 12.3 12.3 153 356 357 988 7 995 15.4 35.8 35.9 99.3 .7 100.0 15.5 36.0 36.1 100.0 27.8 63.9 100.0 Cumulative Percent 10.5 10.5 10.5 147 419 318 988 7 995 14.8 42.1 32.0 99.3 .7 100.0 14.9 42.4 32.2 100.0 25.4 67.8 100.0 Valid Percent Cumulative Percent 107 10.8 10.9 10.9 129 341 408 985 10 995 13.0 34.3 41.0 99.0 1.0 100.0 13.1 34.6 41.4 100.0 24.0 58.6 100.0 B8 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 104 B7 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 122 B6 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 129 13.0 13.2 13.2 156 400 291 976 19 995 15.7 40.2 29.2 98.1 1.9 100.0 16.0 41.0 29.8 100.0 29.2 70.2 100.0 85 B9 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 11.1 11.1 11.1 178 445 257 990 5 995 17.9 44.7 25.8 99.5 .5 100.0 18.0 44.9 26.0 100.0 29.1 74.0 100.0 Cumulative Percent 16.9 17.1 17.1 249 367 201 985 10 995 25.0 36.9 20.2 99.0 1.0 100.0 25.3 37.3 20.4 100.0 42.3 79.6 100.0 Valid Percent Cumulative Percent 110 11.1 11.1 11.1 186 477 218 991 4 995 18.7 47.9 21.9 99.6 .4 100.0 18.8 48.1 22.0 100.0 29.9 78.0 100.0 B12 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 168 B11 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 110 B10 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 81 8.1 8.2 8.2 188 503 213 985 10 995 18.9 50.6 21.4 99.0 1.0 100.0 19.1 51.1 21.6 100.0 27.3 78.4 100.0 86 B13 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 12.8 12.8 12.8 193 435 238 993 2 995 19.4 43.7 23.9 99.8 .2 100.0 19.4 43.8 24.0 100.0 32.2 76.0 100.0 Cumulative Percent 23.3 23.9 23.9 281 261 195 969 26 995 28.2 26.2 19.6 97.4 2.6 100.0 29.0 26.9 20.1 100.0 52.9 79.9 100.0 Valid Percent Cumulative Percent 614 61.7 62.9 62.9 185 70 107 976 19 995 18.6 7.0 10.8 98.1 1.9 100.0 19.0 7.2 11.0 100.0 81.9 89.0 100.0 B16 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 232 B15 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 127 B14 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 610 61.3 62.9 62.9 166 78 116 970 25 995 16.7 7.8 11.7 97.5 2.5 100.0 17.1 8.0 12.0 100.0 80.0 88.0 100.0 87 B17 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 10.8 11.0 11.0 113 365 387 972 23 995 11.4 36.7 38.9 97.7 2.3 100.0 11.6 37.6 39.8 100.0 22.6 60.2 100.0 Cumulative Percent 42.6 43.6 43.6 279 150 119 972 23 995 28.0 15.1 12.0 97.7 2.3 100.0 28.7 15.4 12.2 100.0 72.3 87.8 100.0 Valid Percent Cumulative Percent 157 15.8 16.0 16.0 154 298 375 984 11 995 15.5 29.9 37.7 98.9 1.1 100.0 15.7 30.3 38.1 100.0 31.6 61.9 100.0 B20 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 424 B19 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 107 B18 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 158 15.9 16.1 16.1 160 312 353 983 12 995 16.1 31.4 35.5 98.8 1.2 100.0 16.3 31.7 35.9 100.0 32.3 64.1 100.0 88 C1 Frequency Percent .00 STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 1 .1 .1 .1 146 14.7 14.7 14.8 100 292 452 991 4 995 10.1 29.3 45.4 99.6 .4 100.0 10.1 29.5 45.6 100.0 24.9 54.4 100.0 C2 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 517 Valid Percent Cumulative Percent 52.0 52.4 52.4 221 22.2 123 12.4 126 12.7 987 99.2 8 .8 995 100.0 C3 Frequency Percent 22.4 12.5 12.8 100.0 74.8 87.2 100.0 283 Valid Percent Cumulative Percent 28.4 28.8 28.8 157 15.8 207 20.8 337 33.9 984 98.9 11 1.1 995 100.0 C4 Frequency Percent 16.0 21.0 34.2 100.0 44.7 65.8 100.0 Valid Percent Cumulative Percent 359 36.1 36.6 36.6 255 214 152 980 15 995 25.6 21.5 15.3 98.5 1.5 100.0 26.0 21.8 15.5 100.0 62.7 84.5 100.0 89 C5 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 12.5 12.5 12.5 121 343 405 993 2 995 12.2 34.5 40.7 99.8 .2 100.0 12.2 34.5 40.8 100.0 24.7 59.2 100.0 Cumulative Percent 13.0 13.0 13.0 145 357 361 992 3 995 14.6 35.9 36.3 99.7 .3 100.0 14.6 36.0 36.4 100.0 27.6 63.6 100.0 Valid Percent Cumulative Percent 101 10.2 10.2 10.2 93 386 408 988 7 995 9.3 38.8 41.0 99.3 .7 100.0 9.4 39.1 41.3 100.0 19.6 58.7 100.0 C8 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 129 C7 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 124 C6 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 135 13.6 13.8 13.8 170 368 306 979 16 995 17.1 37.0 30.8 98.4 1.6 100.0 17.4 37.6 31.3 100.0 31.2 68.7 100.0 90 C9 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 13.1 13.1 13.1 126 439 294 989 6 995 12.7 44.1 29.5 99.4 .6 100.0 12.7 44.4 29.7 100.0 25.9 70.3 100.0 Cumulative Percent 34.4 34.8 34.8 305 216 119 982 13 995 30.7 21.7 12.0 98.7 1.3 100.0 31.1 22.0 12.1 100.0 65.9 87.9 100.0 Valid Percent Cumulative Percent 109 11.0 11.0 11.0 189 484 205 987 8 995 19.0 48.6 20.6 99.2 .8 100.0 19.1 49.0 20.8 100.0 30.2 79.2 100.0 C12 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 342 C11 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 130 C10 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 228 22.9 23.4 23.4 273 324 148 973 22 995 27.4 32.6 14.9 97.8 2.2 100.0 28.1 33.3 15.2 100.0 51.5 84.8 100.0 91 C13 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 15.6 15.8 15.8 192 343 289 979 16 995 19.3 34.5 29.0 98.4 1.6 100.0 19.6 35.0 29.5 100.0 35.4 70.5 100.0 Cumulative Percent 12.0 12.1 12.1 121 337 408 985 10 995 12.2 33.9 41.0 99.0 1.0 100.0 12.3 34.2 41.4 100.0 24.4 58.6 100.0 Valid Percent Cumulative Percent 215 21.6 21.9 21.9 144 268 355 982 13 995 14.5 26.9 35.7 98.7 1.3 100.0 14.7 27.3 36.2 100.0 36.6 63.8 100.0 C16 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 119 C15 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 155 C14 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 106 10.7 10.8 10.8 78 285 511 980 15 995 7.8 28.6 51.4 98.5 1.5 100.0 8.0 29.1 52.1 100.0 18.8 47.9 100.0 92 C17 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 25.6 25.9 25.9 196 297 235 983 12 995 19.7 29.8 23.6 98.8 1.2 100.0 19.9 30.2 23.9 100.0 45.9 76.1 100.0 Cumulative Percent 45.6 46.0 46.0 254 131 147 986 9 995 25.5 13.2 14.8 99.1 .9 100.0 25.8 13.3 14.9 100.0 71.8 85.1 100.0 Valid Percent Cumulative Percent 193 19.4 19.6 19.6 135 254 404 986 9 995 13.6 25.5 40.6 99.1 .9 100.0 13.7 25.8 41.0 100.0 33.3 59.0 100.0 C20 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 454 C19 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 255 C18 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 184 18.5 18.9 18.9 158 251 383 976 19 995 15.9 25.2 38.5 98.1 1.9 100.0 16.2 25.7 39.2 100.0 35.0 60.8 100.0 93 C21 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total 57.9 58.2 58.2 227 89 97 989 6 995 22.8 8.9 9.7 99.4 .6 100.0 23.0 9.0 9.8 100.0 81.2 90.2 100.0 Cumulative Percent 48.0 48.5 48.5 251 152 105 986 9 995 25.2 15.3 10.6 99.1 .9 100.0 25.5 15.4 10.6 100.0 73.9 89.4 100.0 Valid Percent Cumulative Percent 530 53.3 53.9 53.9 249 112 93 984 11 995 25.0 11.3 9.3 98.9 1.1 100.0 25.3 11.4 9.5 100.0 79.2 90.5 100.0 C24 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent 478 C23 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Cumulative Percent 576 C22 Frequency Percent STRONGLY DISAGREE DISAGREE Valid AGREE STRONGLY AGREE Total Missing System Total Valid Percent Valid Percent Cumulative Percent 165 16.6 16.7 16.7 122 355 348 990 5 995 12.3 35.7 35.0 99.5 .5 100.0 12.3 35.9 35.2 100.0 29.0 64.8 100.0 94 Appendix 7: SPSS Output of T-Test Analyses T-TEST GROUPS=GENDER(1 2) /MISSING=ANALYSIS /VARIABLES=deployment Acceptance Hospitality allowance tAccommodation Security /CRITERIA=CI(.95). T-Test Notes Output Created Comments 05-MAR-2020 17:38:36 Data Input Active Dataset Filter Weight Split File N of Rows in Working Data File Definition of Missing Missing Value Handling Cases Used Syntax Resources Processor Time Elapsed Time F:\FILES\UD\ACADEMICS-UI\400LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav DataSet1 <none> <none> <none> 995 User defined missing values are treated as missing. Statistics for each analysis are based on the cases with no missing or out-of-range data for any variable in the analysis. T-TEST GROUPS=GENDER(1 2) /MISSING=ANALYSIS /VARIABLES=deployment Acceptance Hospitality allowance tAccommodation Security /CRITERIA=CI(.95). 00:00:00.05 00:00:00.09 [DataSet1] F:\FILES\UD\ACADEMICS-UI\400-LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav GENDER MALE deployment FEMALE MALE Acceptance FEMALE MALE Hospitality FEMALE MALE allowance FEMALE tAccommodation MALE Group Statistics N Mean Std. Deviation Std. Error Mean 363 9.6281 2.36035 .12389 556 9.7608 2.20694 .09360 364 12.0000 3.42893 .17972 559 12.0340 3.26334 .13802 360 10.9111 2.83883 .14962 559 11.3649 2.82575 .11952 363 11.9256 3.32785 .17467 548 11.8321 2.96184 .12652 359 10.1643 2.55843 .13503 95 Security FEMALE 557 10.2657 MALE 365 8.3753 FEMALE 563 8.1385 2.43796 2.59732 2.54049 .10330 .13595 .10707 Independent Samples Test Levene's Test for Equality of Variances F Sig. Equal variances assumed deployment Equal variances not assumed Equal variances assumed Acceptance Equal variances not assumed Equal variances assumed Hospitality Equal variances not assumed Equal variances assumed allowance Equal variances not assumed Equal variances tAccommodati assumed on Equal variances not assumed Equal variances assumed Security Equal variances not assumed 1.510 t-test for Equality of Means t df .219 -.867 917 -.855 736.641 2.777 .096 -.152 921 -.150 748.156 .025 .873 -2.372 917 -2.370 763.354 6.468 .011 .444 909 .434 711.855 .549 .459 -.602 914 -.596 737.103 .151 .698 1.375 926 1.368 764.968 Independent Samples Test t-test for Equality of Means Sig. (2-tailed) Mean Std. Error Difference Difference deployment Acceptance Hospitality Equal variances assumed Equal variances not assumed Equal variances assumed Equal variances not assumed Equal variances assumed 96 .386 -.13269 .15309 .393 -.13269 .15527 .880 -.03399 .22425 .881 -.03399 .22661 .018 -.45383 .19130 Equal variances not assumed Equal variances assumed allowance Equal variances not assumed Equal variances assumed tAccommodatio Equal variances not n assumed Equal variances assumed Security Equal variances not assumed deployment Acceptance Hospitality allowance tAccommodation Security .018 -.45383 .19149 .657 .09350 .21065 .665 .09350 .21568 .547 -.10136 .16825 .551 -.10136 .17001 .170 .23680 .17223 .172 .23680 .17305 Independent Samples Test t-test for Equality of Means 95% Confidence Interval of the Difference Lower Upper Equal variances assumed -.43314 .16776 Equal variances not assumed -.43751 .17213 Equal variances assumed -.47409 .40611 Equal variances not assumed -.47886 .41088 Equal variances assumed -.82927 -.07838 Equal variances not assumed -.82974 -.07791 Equal variances assumed -.31991 .50692 Equal variances not assumed -.32994 .51694 Equal variances assumed -.43156 .22883 Equal variances not assumed -.43513 .23240 Equal variances assumed -.10122 .57481 Equal variances not assumed -.10291 .57651 97 T-TEST GROUPS=GENDER(1 2) /MISSING=ANALYSIS /VARIABLES=Objectives ENABLINGprinciples /CRITERIA=CI(.95). T-Test Notes Output Created Comments 05-MAR-2020 19:12:04 Data Input Active Dataset Filter Weight Split File N of Rows in Working Data File Definition of Missing Missing Value Handling Cases Used Syntax Resources Processor Time Elapsed Time F:\FILES\UD\ACADEMICS-UI\400LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav DataSet1 <none> <none> <none> 995 User defined missing values are treated as missing. Statistics for each analysis are based on the cases with no missing or out-of-range data for any variable in the analysis. T-TEST GROUPS=GENDER(1 2) /MISSING=ANALYSIS /VARIABLES=Objectives ENABLINGprinciples /CRITERIA=CI(.95). 00:00:00.09 00:00:00.12 [DataSet1] F:\FILES\UD\ACADEMICS-UI\400-LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav GENDE R MALE Objectives FEMAL E MALE ENABLINGprinci FEMAL ples E Group Statistics N Mean 323 35.1486 Std. Deviation 7.43436 Std. Error Mean .41366 496 36.1573 7.01769 .31510 338 16.3462 3.30295 .17966 531 16.7043 3.06427 .13298 98 Independent Samples Test Levene's Test for Equality of t-test for Variances Equality of Means F Sig. t Equal variances assumed Objectives Equal variances not assumed Equal variances ENABLINGprinci assumed ples Equal variances not assumed 2.278 .132 -1.963 -1.940 1.112 .292 -1.629 -1.602 Independent Samples Test t-test for Equality of Means df Sig. (2-tailed) Mean Difference Equal variances assumed Equal variances not assumed Equal variances assumed ENABLINGprincipl Equal variances not es assumed Objectives 817 .050 -1.00865 659.629 .053 -1.00865 867 .104 -.35818 678.012 .110 -.35818 Independent Samples Test t-test for Equality of Means Std. Error 95% Confidence Interval of Difference the Difference Lower Upper Equal variances .51371 -2.01699 -.00031 assumed Objectives Equal variances not .52000 -2.02971 .01241 assumed Equal variances .21983 -.78963 .07328 ENABLINGprincip assumed les Equal variances not .22352 -.79705 .08069 assumed 99 Appendix 8: SPSS Output of Multiple Regression Analysis REGRESSION /MISSING LISTWISE /STATISTICS COEFF OUTS R ANOVA /CRITERIA=PIN(.05) POUT(.10) /NOORIGIN /DEPENDENT Effectiveness /METHOD=ENTER deployment Acceptance Hospitality allowance tAccommodation Security. Regression Notes Output Created Comments 05-MAR-2020 19:25:26 Data Input Missing Value Handling Active Dataset Filter Weight Split File N of Rows in Working Data File Definition of Missing Cases Used Syntax Resources Processor Time Elapsed Time Memory Required Additional Memory Required for Residual Plots F:\FILES\UD\ACADEMICS-UI\400LEVEL\PROJECT\ANALYSIS\UDME UDOH.sav DataSet1 <none> <none> <none> 995 User-defined missing values are treated as missing. Statistics are based on cases with no missing values for any variable used. REGRESSION /MISSING LISTWISE /STATISTICS COEFF OUTS R ANOVA /CRITERIA=PIN(.05) POUT(.10) /NOORIGIN /DEPENDENT Effectiveness /METHOD=ENTER deployment Acceptance Hospitality allowance tAccommodation Security. 00:00:00.06 00:00:00.16 4212 bytes 0 bytes [DataSet1] F:\FILES\UD\ACADEMICS-UI\400-LEVEL\PROJECT\ANALYSIS\UDEME UDOH.sav 100 Variables Entered/Removeda Model Variables Variables Method Entered Removed Security, Hospitality, deployment, 1 Accommodat . Enter ion, allowance, Acceptanceb a. Dependent Variable: Effectiveness b. All requested variables entered. Model Summary Mode R R Square Adjusted R Std. Error of l Square the Estimate a 1 .829 .687 .685 4.94321 a. Predictors: (Constant), Security, Hospitality, deployment, tAccommodation, allowance, Acceptance Model ANOVAa df Sum of Mean F Sig. Squares Square Regression 39823.623 6 6637.270 271.626 .000b 1 Residual 18131.029 742 24.435 Total 57954.652 748 a. Dependent Variable: Effectiveness b. Predictors: (Constant), Security, Hospitality, deployment, tAccommodation, allowance, Acceptance Model Coefficientsa Unstandardized Standardized Coefficients Coefficients B Std. Error Beta 15.267 1.272 .451 .084 .115 .010 .067 .004 2.268 .072 .728 .278 .073 .097 11.999 5.350 .148 31.289 3.834 .000 .000 .882 .000 .000 .079 .081 3.605 .000 .074 .030 1.399 .162 (Constant) deployment Acceptance Hospitality 1 allowance tAccommodati .286 on Security .104 a. Dependent Variable: Effectiveness 101 t Sig.