INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,
MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)
ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIII, Issue VIII, August 2024
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Academic Brain-Drain and its Effect on Sustainability of Higher
Education: A Case Study of Selected Public Tertiary Institutions in
Ogun State
Margaret Oluseyi Lawal, Idowu Tosin Adebayo
Department of Business Administration & Management, Federal Polytechnic, Ilaro, Ogun State, Nigeria
DOI: https://doi.org/10.51583/IJLTEMAS.2024.130812
Received: 17 May 2024; Revised: 22 August 2024; Accepted: 27 August 2024; Published: 07 September 2024
Abstract: The study investigated the effect of Academic Brain-Drain on sustainability of higher education in Public Tertiary
Institutions in Ogun State, Nigeria. The target population for the study was the entire academic staff members of the selected
Public Tertiary Institutions from three (3) Senatorial Districts in the State which consisted of 2058 Academic Staff members. The
study selected a sample of 450 Academic Staff members through the use of purposive sampling technique. Cross-sectional survey
was employed for the study to retrieve the expected data through a structured questionnaire. Descriptive statistics with the aid of
tables were utilised to summarize the data obtained while multiple regression analysis was adopted for inferential purpose using
SPSS version 26. Component factor analysis and Cronbach Alpha statistics were used to examine the validity and reliability of
the instruments which yielded 80% and .767 respectively. The study found that Academic Brain Drain has a positive significant
effect on Sustainability of Higher Education as emphasized by the t-statistic {f (3/446), t = 389.344, P< 0.05}. According to the
model summary, R
2
=.803 suggests that the three factors: Poor Working Condition, Poor Pay Package and Inadequate Research
Facilities together accounted for more than 80% of the variance in Sustainability of Higher Education. The study concluded that
sustainability of higher education and Academic Brain-Drain have a strong, favorable, and significant relationship. The study
recommended that good working conditions and better pay package be provided in public institutions in order to motivate the
Academic Staff members and discourage them from migrating to where greener pasture can be found.
Keywords: Academic, Brain-Drain, Working Condition, Pay, Research Facilities and Migration
I. Introduction
Over the years, Nigeria has lost skilled personnel with capacity of transforming the economy through the wealth of knowledge in
their disposal to developed countries. A good number of her citizens continue to migrate out of the country unabated (Adesote &
Osunkoya, 2018). It is ironical that while we remain in the pit of poverty, our talented and trained, educated citizens are enriching
other countries in a phenomenon called brain drain. Virtually, every sector of Nigeria economy has witnessed the loss of quality
human resource to Europe and America (Professors and Lecturers, Scientists, Doctors, Nurses, Engineers, Economists,
Technologists and a host of others). Ehichoya and Ogunode (2020) observe that a large number of seasoned academic staff
members, particularly professors have been leaving Nigerian higher institutions for industrialized nations like the United States,
Germany, the United Kingdom, and others in search of better opportunities. Academia like any other industry requires critical
manpower to efficiently carry out teaching, research and community development.
In several economic areas, particularly the education sector, Nigeria suffers from a substantial brain drain. Nigerian higher
education institutions are confronted with a significant issue of brain drain. Academic staff compare themselves with their
counterparts in other higher institutions of learning in and outside their domain and take a decision to leave the institution they are
employed for preferably higher institution of learning outside their countries where high skilled academic staff are not toyed with
(Okafor & Chimereze, 2020; Ogunode, 2020). Brain-drain phenomenon, according to Akinwale and George (2022) explains why
a large number of professionals and experts are migrating from developing to developed countries in search of better career
opportunities. A phenomenon known as "brain-drain" occurs when experts leave their home countries in quest of long-term, high-
quality employment opportunities abroad.
In the opinion of Dakuku (2022), factors such as poor working condition, poor pay package and inadequate research facilities
among others contribute to brain-drain in Nigerian Public Tertiary Institutions. Although, several opinions have been raised on
the factors causing brain-drain (Ogunode, Jegede & Musa, 2021; Adesote & Osunkoya, 2018; Dakuku, 2022; Anetoh &
Onwudinjo, 2020). However, far less attention has been paid to implication of academic brain drain on Nigerian Pubic Tertiary
Institutions. Against this backdrop, this study aimed to deepen our knowledge of how academic brain drain affects the
sustainability of higher education in Nigerian public tertiary institutions in general and specifically to unveil the effect of poor
working condition, poor pay package and inadequate research facilities on the sustainability of teaching and learning in Nigerian
Public Tertiary Institutions
INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,
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These hypotheses were formulated for the study:
H0
1
: Poor working condition of lecturers has no significant effect on sustainability of teaching and learning in public tertiary
institutions in Nigeria.
H0
2
: Poor pay package of lecturers does not significantly affect the sustainability of teaching and learning in public tertiary
institutions in Nigeria.
H0
3
: Inadequate research facilities has no significant effect on sustainability of teaching and learning in public tertiary institutions
in Nigeria.
II. Literature Review
Poor Working Conditions
When making decisions about career mobility, working conditions are a major factor. The working conditions and policies
attached to employment in the Nigerian higher institutions is not attractive and this is responsible for the academic brain drain in
the institutions. Circumstances that impede the complete use of professional abilities do in fact promote the choice to relocate in
pursuit of more favorable roles and establishments. Ogunode, Jegede and Abubakar (2021) opined that Nigerian academic staff is
among the poorly motivated in the world. Musa (2018) lamented that the working condition and policies on access to grant,
training, students-lecturers, promotion, leaves and allowances for the Nigerian academic staff is poor and not always been
implemented as stated on the employment letter. Ogunode, Jegede, Adah and Audu (2020) cited Charles, Ijeoma and John who
carried out a study and discovered that a greater percentage of lecturers, 246 (76.35%), had not benefited from research grants for
many years.
According to Chandrasekar cited in Shammout (2021), unfavorable and dangerous working conditions such as inadequate
lighting, inadequate ventilation, excessive noise, poor air quality, and unsuitable temperature have a negative impact on workers'
productivity and jeopardize their mental and physical well-being. Most Nigerian higher education institutions lack an
environment that makes it possible to provide services effectively. Working policies, administrative snags, leadership, and the
standard of auxiliary services like internet access, lighting, and academic freedom are not conducive to encouraging professionals
to stick around and advance their careers. Numerous academic and non-academic staff members are quitting Nigeria's higher
education institutions due to the unfavorable working conditions in many of the institutions thereby causing adverse effect on
sustainability of teaching and learning in these institutions.
Poor Pay Package
Poor pay package is another fundamental factor causing brain drain in Nigerian higher institutions. Different levels of Brain Drain
have been produced by inadequate compensation. The salaries of lecturers working in Nigerian higher institutions are very poor.
Poor salary is one of the key cause of brain-drain problem in the Nigerian higher institutions. The monthly salaries that academic
staff are receiving is less compare to what other academic staff are been paid in other countries across the World. Ogunode (2020)
submitted that Nigerian lecturers are poorly motivated financially and this is affecting their performance and equally causing
them to look for greener pasture abroad. Extremely skilled and seasoned Nigerian lecturers are leaving the country in search of
better chances due to poor pay and inadequate benefits packages. Nigerian professors are leaving in large numbers for other
nations where appreciation for education and education professionals is higher. Migration of these skilled and seasoned Nigerian
lecturers abroad creates vacuum in the higher institution they leavean teaching and learning is adversely affected in their home
country.
Inadequate Research Facilities
One of the cardinal programme and core functions of the academic staff is carrying out research. Over the world, lecturers are
known for carrying out research frequently, it is unfortunate that academic staff of many Nigerian higher institutions are not
carrying out research due to poor funding of research programme. This is confirmed by Okoli, Ogbondah, and Ewor (2016) who
affirmed the poor attitude of governments towards research and inadequate funding of research programs. Any nation's progress
is said to depend heavily on research. It is the cornerstone of all global sustainable development (Fayomi, Okokpujie & Mfon,
2018).
In ideal situations, one of the roles of a higher education institution is to act as a research center. Thus, it is expected of academic
professionals to do study in order to identify solutions for the problems the nation faces. Education and research provide answers
to problems that countries encounter with their sustainability (Ibrahim, 2017). Nonetheless, research in Nigerian higher education
remains at the same level as in developed and emerging nations. For research to be conducted successfully and meet its goals,
funding is required. But due to a few issues such as poor funding, inadequate facilities and corruption, research in Nigeria's higher
education institutions is not promising. Nigerian higher education institutions lack sufficient research facilities, and the few
monies that are available for research are wasted as a result of corruption (Aina et al., 2021).
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Many studies have been shelved because of insufficient funding, which frequently demoralizes professors and forces them to
relocate to other nations where there are plenty of opportunities for such work. There is a problem with the caliber and
applicability of research studies at Nigerian institutions to societal demands. A sufficient amount of funding is needed to do
research that is pertinent to 21st-century demands. Research incurs significant costs, many of which are hidden financial burdens
on higher education.
Sustainability of Teaching and Learning
Tertiary institutions forms a link between knowledge generation and transfer of knowledge to society for their entry into the
labour market. Such preparation include education of teachers (educating the educators) who play the most important role in
providing education at all levels. Ogunode (2020) noted that many experienced academic staff, professors especially, have been
moving out of Nigeria’s higher institutions of learning, to developed countries like the United States of America, Germany, the
United Kingdom and many other countries for better offers. This is affecting the quality of teaching in higher institutions in the
country. For effective teaching to take place, there is need for adequate professional and experienced lecturers in every higher
institution.
III. Theoretical Review
The push-pull hypothesis of migration serves as the foundation for this investigation. Ravenstein, a 19th-century geographer, is
credited with inspiring the push-pull idea. According to Ravenstein (1885), there is a push and pull process at work in migration,
whereby adverse circumstances such as economic hardship, political oppression, etc. in one location "push" people out, while
favorable circumstances in another location "pull" them in (Vassilopoulou et al., 2014).
Empirical Review
Mallo, Eseyin, and Buba (2023) examined how brain drain affected Nigerian higher education. The impact of brain-drain on
Nigerian tertiary institution administration was covered in this research. The concept of brain-drain was discussed, and it was
determined that there are several factors contributing to it in Nigerian tertiary institutions, including low pay, an unfavorable work
environment, a lack of staff development opportunities, inadequate facilities for infrastructure, a history of frequent strikes by
both academic and non-academic staff, insecurity, and inadequate funding. Brain-drain types were also discussed.
The study found that there is a dearth of experienced academic staff, a high student-teacher ratio, poor program and research
development, and low educational quality as consequences of brain drain. The study recommended that in the future, the
government should boost academic staff motivation, implement any agreements reached with trade union groups or civil society
organizations in the nation, ensure adequate life and job security in all tertiary institutions, and provide more infrastructural
facilities in order to reduce the threat of brain-drain in tertiary institutions and ensure the sustainability of Nigerian tertiary
education.
The study conducted by Ojiugo, Chigozie and Eze (2021) examined brain drain and sustainable development in Nigeria. The
study looked at the steps the Nigerian government has made to stop brain drain and specifically addressed how the country's
efforts to promote sustainable development are impacted by the steady loss of medical and educational personnel. The study's
theoretical framework, the push-pull theory of migration, demonstrates that socioeconomic circumstances have been strong push
factors in the expanding brain drain phenomena in Nigeria. However, the wealthy nations' components of prosperity dubbed
"greener pastures" by Nigerian professionals who relocate there are the draw factors. A supplementary method of data collecting
was used in the study.
The study's conclusions demonstrated that Nigeria's ineffective health care system is a direct result of the country's ongoing brain
drain of health and educational workers. The crop of academics that are accessible have been working hard to raise the standard
of education in Nigeria, despite the fact that it has also contributed to the nation's educational standards declining. It was
suggested, among other things, that improved compensation and a pleasant workplace would contribute to a decrease in brain
drain and, as a result, improve sustainable growth.
IV. Methodology
The study was conducted in Ogun State, Nigeria. The target population for the study was the entire academic staff members of
selected Public Tertiary Institutions from three (3) Senatorial Districts: Ogun Central, Ogun West and Ogun East in the State
which consisted of 2058 Academic Staff members. A purposive sampling technique was used to draw 450 respondents from the
three (3) Senatorial Districts. 200, 100 & 150 respondents from Ogun Central, Ogun East and Ogun West were selected
respectively based on the population of each district. Cross-sectional survey was employed for the study through close-ended
questions with 20 items based on 4-point likert scale to elicit necessary data from the respondents. Descriptive statistics with the
aid of tables was utilised to summarize the data obtained while multiple regression analysis was adopted for inferential purpose
using SPSS version 26. Component factor analysis and Cronbach Alpha statistics were used to examine the validity (80%) and
reliability (.767) of the instruments respectively.
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Table I: Population Of Academic Staff Members in the Selected Public Tertiary Institutions from Three (3) Senatorial Districts in
Ogun State
Senatorial Districts
S/N
Public Tertiary Institutions
Ogun Central
Ogun West
Ogun East
1.
Federal University of Agriculture, Abeokuta.
662
-
-
2.
Moshood Abiola Polytechnic, Abeokuta.
183
-
-
3.
The Federal Polytechnic, Ilaro
-
539
-
4.
Olabisi Onabanjo University, Ago Iwoye.
-
-
674
Total
845
539
674
Grand Total
2058
Source: Field Survey, 2024
The analysis’s model is defined thus:
SHE = f (ABD)
= f (PWC, PPP, IRF)
SHE = ß
0
+ ß
1
PWC + ß
2
PPP + ß
3
IRF + e
t
Where:
SHE = Sustainability of Higher Education
ABD= Academic Brain Drain
PWC = Poor Working Condition
PPP = Poor Pay Package
IRF = Inadequate Research Facilities
e
t
= Error Term
ß
0
= Constant
ß
1
, ß
2
, ß
3
= Co-efficient of the Variables
V. Results and Discussion
Table II: Total Variance Explained
Component
Initial Eigenvalues
Extraction Sums of Squared Loadings
% of Variance
Cumulative %
Total
% of Variance
Cumulative %
1
26.494
26.494
5.299
26.494
26.494
2
23.656
50.149
4.731
23.656
50.149
3
16.256
66.406
3.251
16.256
66.406
4
13.948
80.354
2.790
13.948
80.354
5
10.026
90.380
2.005
10.026
90.380
6
9.620
100.000
1.924
9.620
100.000
Source: Field Survey, 2024 using SPSS Version 26
Table II explained the total variance of the components of the study’s instrument. The first four components of the study’s
instrument have explained 80% of the variation of the relationship among the variables as against 50% benchmark. This implies
that the study’s instrument is valid.
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Table III: Reliability Statistics
Cronbach's Alpha
Cronbach's Alpha Based on Standardized Items
No of Items
.767
.767
20
Source: Field Survey, 2024 using SPSS Version 26
The study's instrument dependability statistics as shown in Table III are assessed to be α=.767 which is above the acceptable rule
of thumb of co-efficient value of .70 for Cronbach Alpha’s reliability analysis. This suggests that the study's tools are trustworthy.
Table IV: Descriptive Statistics
Mean
Std. Deviation
N
SHE
12.5333
2.09889
450
PWC
12.6222
2.15428
450
PPP
12.6489
2.40106
450
IRP
12.6511
2.41756
450
Source: Field Survey, 2024 using SPSS Version 26
An overview of the study's sample is provided in Table IV. The Sustainability of Higher Education (SHE) measure has a mean
value of 12.5333 and a standard deviation of 2.09889 while the Poor Working Condition (PWC), Poor Pay Package (PPP) and
Inadequate Research Facilities (IRP) measures have mean values of 12.6222, 12.6489 and 12.6511 with standard deviations of
2.15428, 2.40106 and 2.41756 respectively.
Table V: Model Summary
b
Model
R
R Square
Adjusted R Square
Std. Error of
the Estimate
Durbin-
Watson
1
.896
a
.803
.802
0.93433
2.055
Source: Field Survey, 2024 using SPSS Version 26
The R-Square estimate is 80.3% (R
2
=.803) as seen in Table V. This shows that over 80% of the overall variation in the
dependent variable, Sustainability of Higher Education (SHE), could be explained by the independent variables: Poor Working
Condition (PWC), Poor Pay Package (PPP) and Inadequate Research Facilities (IRF).
Table VI: Anova
a
Model
Sum of Squares
Df
Mean Square
F
Sig.
1 Regression
1588.656
3
529.552
606.610
.000
b
Residual
389.344
446
.873
Total
1978.000
449
Source: Field Survey, 2024 using SPSS Version 26
The joint significant association between the independent and dependent variables is shown in Table VI. Based on the probability
value of the F-Statistics, which indicates a P-Value of less than 5% (3/446= 389.344, P<0.05), the null hypothesis that there is no
significant relationship between the independent variables, Poor Working Condition (PWC), Poor Pay Package (PPP) and
Inadequate Research Facilities (IRF), is rejected at a 5% significant level.
Table VII: Coefficients
a
Unstandardized Coefficients
Standardized Coefficients
Model
B
Std. Error
Beta
T
Sig
1 (Constant)
1.251
.274
4.561
.000
PWC
.395
.042
.406
9.489
.000
PPP
.501
.025
.573
20.013
.000
IRP
-.003
.033
-.004
-.091
.927
Source: Field Survey, 2024 using SPSS Version 26
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The P-value of the t-statistics (β = .406, t = 9.489, P<.05: β = .573, t = .20.013, P< .05: β = -.004, t = -.091, P>.05) in table VII
shows that Poor Working Condition (PWC) and Poor Pay Package (PPP) have P-values of less than 5% while Inadequate
Research Facilities (IRF) has a P-value ofs more than 5%. This implies that:
The alternative is accepted at a 95% confidence interval, whereas the null hypothesis that there is no significant
association between Sustainability of Higher Education (SHE) and Poor Working Condition (PWC) is rejected at a 5%
significant level.
At the 5% significant level, the alternative hypothesis that there is significant association between Sustainability of
Higher Education (SHE) and Poor Pay Package (PPP) is accepted, with a 95% confidence interval.
At the 5% significant level, the alternative hypothesis that there is significant association between Inadequate Research
Facilities (IRF) and Sustainability of Higher Education (SHE) is rejected with a 95% confidence interval.
Sustainability of Higher Education increases by 0.395 for every unit increase in Poor Working Condition (PWC).
A unit increase in Poor Pay Package (PPP) brings about 0.501 increase in Sustainability of Higher Education (SHE).
A unit rise in Inadequate Research Facilities (IRF) develops in -.003 decrease in Sustainability of Higher Education
(SHE).
VI. Conclusion
This study examined Academic Brain Drain and its effect on the Sustainability of Higher Education in Public Tertiary Institutions
in Ogun State. Poor Working Conditions (PWC) and Poor Pay Package (PPP) have been demonstrated to be strong predictors of
Sustainability in Higher Education while Inadequate Research Facilities (IRF) has no significant relationship with Sustainability
in Higher Education. The study therefore, concluded that there is a statistically significant relationship between Academic Brain
Drain and Sustainability of Higher Education in Public Tertiary Institutions in Ogun State, Nigeria.
Recommendations
Based on the study's findings, it was recommended that good working conditions and upward review of the pay package for
Academics be provided in public institutions in order to motivate the Academic Staff members and discourage them from
migrating to where greener pasture could be found. Inadequate Research Facilities (IRF) though not significantly related to
sustainability of Higher Education in Public Tertiary Institutions in Ogun State, improvement can be made in the provision of
sufficient research facilities.
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