Politics of Human Capital Development and Job Performance in Nigerian Universities

บทคัดย่อ

This study examines how political dynamics shape human capital development (HCD) and staff job performance in Nigerian universities. Using a mixed-methods design (structured survey of 500 staff across ten federal, state and private universities, and 25 semi-structured interviews with senior administrators and policymakers) and covering the period 2012–2024, the paper investigates differences in HCD access, promotion transparency, and the effects of perceived political interference. Quantitative results show that training frequency strongly predicts job performance (β = 0.43, p = 0.001) and is associated with an average increase of 1.8 publications per trained academic annually; promotion transparency also positively predicts performance (β = 0.37, p = 0.003), while perceived political interference has a large negative effect (β = −0.45, p = 0.001); the model explains 62% of variance (R² = 0.62). Thematic analysis of interviews corroborates these findings, revealing politicized appointment and funding practices that erode morale and distort resource allocation. The paper argues that while HCD investments can raise productivity, entrenched political capture and weak accountability blunt returns. Policy recommendations are prioritized and actionable: (1) strengthen merit-based promotion and independent oversight committees, (2) ring-fence and audit HCD budget lines (including transparent TETFund disbursements), and (3) phase in data-driven Human Resources (HR) systems and Key Performance Indicator (KPI)-linked training incentives. The study contributes empirical evidence and pragmatic reform pathways for depoliticizing university HR practice and improving institutional performance in Nigeria.