Abstract

This study assessed two motivational strategies and their respective ties to the service delivery in public universities in Cross River State. In achieving the central and specific targets of this research, four research questions and two null hypotheses were answered and tested in the study. The entire population of 440 security personnel in two public universities was studied, based on the census approach and following the ex-post facto research design. Three sets of expert-validated questionnaires, with Cronbach reliability estimates of 0.80, 0.79 and 0.83 respectively, were used for data collection. Collected data were analysed using descriptive statistics and inferential statistics such as Pearson Product Moment Correlation and the One-way ANOVA. The level of incentives provision and security service delivery in universities was moderate. There were notable disparities between promotion, provision of incentives and security service delivery in universities. Security personnel discharged, on average, services beyond the extent of promotion and incentives provided to them. Provision of incentives did not relate significantly to security service delivery; however, staff promotion significantly influences security service delivery in universities. It was concluded that there are loopholes in the motivational practices of universities for security personnel. The service delivery of security personnel at universities in Cross River State is yet to be at an acceptable point that can promote institutional safety and goal attainment in the short- and long run. It was recommended, among other things, that security personnel who are due for promotion should not be denied such an opportunity, as it represents one of the strongest motivational factors in universities.