Authors
Valentine Chinonso Nwaugo
Department of Sociology
Abia State University, Uturu
ORCID ID: 0000-0003-2475-1186
valentine.nwaugo@abiastateuniversity.edu.ng
Raymond O Nwapi
Department of Political Science
Abia State University
Nwapiraymond@yahoo.com +2348038762464
Abstract
Merit-based recruitment remains a critical determinant of
organizational efficiency especially in public tertiary
institutions where workforce quality directly influences
institutional performance. However, growing concerns
persist regarding the increasing reliance on employee
recommendations and informal recruitment channels in
many Nigerian public universities. This study examined the influence of employee recommendation practices on
merit-based recruitment and organizational efficiency in
Abia State University. The study adopted a survey
research design anchored on Herbert Simon’s DecisionMaking Theory. A sample size of 682 respondents was
selected from a population of 1,364 academic and nonacademic staff using stratified and simple random
sampling techniques while 564 properly completed
questionnaires were analyzed. Data were collected
through structured questionnaires and key informant
interviews. Quantitative data were analyzed using
percentages, Chi-square statistics and contingency
coefficients, while qualitative data were analyzed using
thematic content analysis. Findings revealed that
employee recommendations constitute one of the
dominant recruitment channels within the institution and
significantly influence recruitment outcomes. The
findings further revealed that excessive reliance on
informal recruitment practices weakens transparency,
reduces equal access to employment opportunities and
contributes to perceptions of favouritism within
recruitment exercises. However, respondents strongly
agreed that transparent and merit-based recruitment
systems positively improve workforce quality, employee
confidence and organizational efficiency. The study
concludes that although employee recommendations
may provide organizational familiarity and reduce
recruitment uncertainty, excessive dependence on
informal recommendation systems undermines
meritocracy and institutional credibility. The study
therefore recommends stricter adherence to transparent
recruitment procedures, open advertisement of vacancies and competency-based recruitment frameworks in public
universities.
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