POLITICIZATION OF PUBLIC SERVICE RECRUITMENT AND THE PERFORMANCE OF TERTIARY INSTITUTIONS IN NIGERIA: A STUDY OF MICHAEL OKPARA UNIVERSITY OF AGRICULTURE, UMUDIKE, ABIA STATE

Abstract

This study examines the impact of politicization of public service recruitment and selection processes on the institutional performance of tertiary institutions in Nigeria, with specific focus on the Michael Okpara University of Agriculture Umudike (MOUAU), Abia State. Anchored on an integrated theoretical framework comprising Weberian Bureaucratic Theory, Neo-Patrimonialism, and Human Capital Theory, the research interrogates how political interference in recruitment undermines meritocracy and compromises institutional effectiveness in Nigeria's higher education sector. Employing a cross-sectional survey design, quantitative data were collected through structured questionnaires administered to 320 academic and administrative staff at MOUAU, with 298 usable responses retained for analysis (93.1% response rate). Data were analyzed using IBM SPSS Statistics (Version 28), utilizing descriptive statistics, Pearson's Product-Moment Correlation, Multiple Regression Analysis, and group comparison tests (Independent Samples t-tests and One-Way ANOVA). Findings reveal moderately high perceptions of politicization across all measured dimensions: political patronage/nepotism in recruitment, deviation from merit-based criteria, and political interference in appointments. Conversely, institutional performance indicators registered moderate to moderately low scores: academic performance (M = 2.94), administrative efficiency (M = 3.11), and service delivery outcomes (M = 3.05). Statistically significant negative relationships were observed between political patronage and composite academic performance indicators (r = -0.41, p < 0.001), while deviation from merit-based criteria emerged as the strongest negative predictor of administrative efficiency (β = -0.41, p < 0.001), explaining 28% of variance after controlling for demographic covariates. Group comparisons further indicated that administrative staff and resource-intensive faculties experience heightened political interference and report comparatively weaker service delivery outcomes. Based on these findings, the study recommends adopting a merit-based recruitment charter aligned with Public Service Rules; empowering internal recruitment committees with operational autonomy and technical capacity; implementing post-appointment performance monitoring systems and strengthening professional associations as ethical watchdogs.