INTEREST AND SELF MOTIVATION AS CORRELATES OF CAPACITY BUILDING AND CAREER COMMITMENT: A STUDY OF FEMALE LIBRARIANS IN NIGERIA INTERESSE E AUTO-MOTIVAÇÃO RELACIONADAS A CAPACITAÇÃO E COMPROMETIMENTO COM A CARREIRA: UM ESTUDO DE BIBLIOTECÁRIAS NA NIGÉRIA

The study investigated Interest and Self Motivation as Correlates of Capacity Building and Career Commitment of Female Librarians in Nigeria. This was with a view to providing valuable data for stakeholders to guide in organizing career development progammes. The survey method of research was adopted for the study and the instrument for collecting data were the questionnaire, interview and focus group discussion. Findings of the study revealed that majority of female librarians in Nigeria never were interested in the profession before going in for it, but are now that they are in the field and are committed to their career to a great extent. However, their capacity building opportunities and efforts are very low. Therefore, the study recommends that the Nigerian Library Association (NLA) and other Organizers of Conferences and workshops for Librarians should make the dues affordable; arrange more training outlets and make workshops more of practical training sessions. Also, stakeholders of institutions with libraries should endeavor to make fund available for the provision of ICT infrastructure and platform, acquisition of current professional literatures on librarianship etc.


INTRODUCTION
Interest in any life's endeavor is the driving force for its success. It is the enjoyable factor in what ordinarily would put others off what they term unpleasant.
Interest Builds and sustains focus, self-motivation, and doggedness that is required to stay committed to course against all odds, thus in choosing a career, interest becomes very germane. According to Steve (2007, p.4 it is therefore best if they enjoy most of it. Steve (2007, p.4), opined that a person's values and personality matter just as much as interests when Choosing a career and advises that, one must be able to determine which careers best align with them while Akinmolayan (2012, p.2), averred that that a career plan first starts with an appraisal of one's talents, natural gifts, skills, interests and where one knows he/she can function best.
Even though, in Nigeria and some other parts of the world, the choice of a career is usually influenced by some factors like: Parents wish, Quest for the study of some presumed lucrative courses, Poverty, Lack of enough Educational guidance and The poor educational standard in Nigeria which do not treat some courses professionally enough. If these factors are considered and persons are allowed to choose the careers they have flair for, and properly educated in such fields, they will be motivated to be committed to same. According to Steve (2007, p.5), your level of commitment plays a key role in the process of creating a fulfilling career. Career commitment is important for career development and progression. This entails consistent capacity building to attain efficacy and relevance irrespective of any external contribution.
Some years past, it was the responsibility of organizations to develop their employees but today roles are changed and individuals are meant to build their capacity in attainment of career development. Story (2007, p.5), asserted that, "there has been a discernible shift of declared responsibility for career management towards the employee". He added that the "individual is seen as an active agent rather than as a passive recipient in the shaping of his or her career, and more as a sculptor than a sculpture" while Story (2007 p. 5), Mentioned that Bell;Staw (1989) supported this view by saying that "individuals have been perceived as lumps of clay, ready for their careers to be shaped by others".
In recent years, many training policies have reflected this change in philosophy by clearly declaring the individuals to be responsible for their own career development, and the organization to be provider of a supportive environment. Under this philosophy, self-development in effect replaces the old corporate paternalism; in essence, persons have to be self motivated to take up the responsibility of building capacity which to large extent will depend on a strong interest in the career Bell; Staw, (1989( , apud STORY, 2007. Such individuals are self-directed in adapting to the performance and learning demands of their careers. To them, their behaviour is internally driven, reflecting "the inherent tendency to seek out novelty and challenges, to extend and exercise their capacities, to explore and learn" (RYAN; DECI, 2000, p.70).
With the image crises and invisibility of librarians in Nigeria as it is in most parts of the world, interest and self motivation is required to stay fulfilled especially for Female librarians in Nigeria who are more than their male counterparts and only handful of them can be said to be successful which could be due to gender disparity or other feminine factors that hamper steady progress in women's careers like child bearing. However, in recent years women have emphasized capacity building despite their sex and gender issues. Female librarians are not exceptional in this course and Shawn (2005, p.12) concludes it by saying that women exhibit same zeal as their male counterpart to bring about accomplishment in the place of work irrespective of their roles as mothers and wives.

STATEMENT OF THE PROBLEM
The attainment of any career and developmental goal is dependent on The internet list comprised of 89 professional bodies in Nigeria that cut across other disciplines like: Accounting, Engineering, Agriculture, Health, Government, Economics, Environment, Business, Law, Medicine etc but Librarianship also they are not well remunerated or cared for especially by Government. Yet some people are in this field. More so, women are regarded as slow achievers and people with stunted career progression because of their sex and gender issues. Furthermore, the present information environment calls for new capabilities which can be acquired through series of training and skills acquisition programs. How then, are female librarians able to cope with their jobs, what is their driving force for capacity building and how do they derive fulfillment and satisfaction in their profession? It against this background that an investigation of interest and self motivation as correlates of capacity building and career commitment of female librarians in Nigeria is being embarked upon.

OBJECTIVES OF THE STUDY
The specific objectives of the study include the following: To determine the reason (s) Nigerian female Librarians opted to study library science.
To determine factors that motivates female librarians for capacity building.
To determine the sustaining factor behind their career commitment To ascertain the factors that hamper female librarians' commitment to their career To proffer possible solutions to the career commitment challenges faced by female librarians in Nigeria.

RESEARCH QUESTIONS
Why did female librarians in Nigeria profession choose to study library Science?
What factors motivate female librarians in Nigeria towards capacity building?
What keep female librarians in Nigeria committed to their career?
What are the hindrances to female librarians' commitment to their career? What do they think will be the Best Possible Solution and Way of overcoming the challenges.

RELEVANCE OF THE
The relevance of a study such as this will spur female librarians to make more positive effort at imparting their society and maintaining relevance in their profession. It will help female librarians in Nigeria to be self motivated and stay committed to their career. Finally, it will identify peculiar challenges faced by female librarians in Nigeria and proffer solution to same. Shawn (2005, p.10), opined that "Career has a significant presence in the commitment literature and the concept of a career has undergone rapid development and change". Career is a work or occupation path chosen by an individual. Individuals need to manage their careers in order to prepare for future employment needs and remain efficient and relevant in their present employment Thus an individual's attitude toward career is described as career commitment. According to Morrow, (1993) as quoted by Wang;Shen (2012, p.156), "Career commitment is recognized as a form of work commitment that individuals have on a career facet". Also Commitment has been defined as a "force that binds an individual to a course of action", (MEYER; HERSCOVITCH, 2001). Individuals with a strong degree of career commitment may show higher levels of expectations and requirements from the organization with which they have forged relationships. It also implies that highly career-committed individuals may be more motivated when their expectations are satisfied than those who are less committed. Commitment to career affects individuals' behaviors. Individuals who are highly committed to their careers have been known to spend more time in developing skills, and show less intention to withdraw from their careers and jobs (ARYEE; TAN, 1992, p. 290) and (BLAU, 1989, p. 89). Employees with high career commitment, however, consider leaving the organization when career growth opportunities in the organization are low (BEDIAN et.al., 1991, p. 331).

THE CONCEPT OF CAREER AND CAREER COMMITMENT
Career commitment was defined by Greenhaus (1971, p.211), as the "importance of work and a career in one's life". That same year, Hall (1971, p.54) defined career commitment as "the strength of one's motivation to work in a chosen career role". From these early days, career commitment was conceived of as a construct capable of being further analyzed into three subscales: attitude to work; vocational planning or career salience; and relative importance of work in what is now termed "work-life balance" (BLOOM et.al., 2006) and (CLUTTERBUCK, 2003 p. 10).
However a personal identification with work, recognizing the level of individual absorption in daily work activities has been termed "job involvement" or "job focus commitment" Lawler; Hall (1970), quoted by (SCHOHAT; VIGODA-GODAT 2010 p. 101). Consequently Blau (1985), suggested a redefinition of career commitment as "one's attitude towards one's profession or vocation to restrict its application and avoid overlap with the broader concept of work" though this may be confused with professional commitment. Carson and Bedeian (1994 p.257-262) profferred, one's motivation to work in a chosen vocation, but in this case they are using motivation and commitment interchangeably.
With increasing confusion over career issues, the problems with definitions, the existence of changing careers, and the growing emphasis on employability and life-long learning, it is suggested that a more tangible and perhaps equally rewarding focus of examination would be the employees' commitment to their personal and professional development (HALL et.al., 2005, p. 89).

WOMEN AND CAREER COMMITMENT
Women's career patterns fall into two categories which include working woman and home maker. However we shall be focusing on first group in this study. Women in the first category can work for as long as they desire after entering the labor market either in continuous employment or with some breaks. This group of women maintain a long term career in paid employment and chart a path for it. Charting a career path here include but not limited to planning and regulating their fertility, choosing to be childless and limiting the number and timing the arrival of their children to reduce disruption in their career. This is due to the fact that "women demanding elite career, collide with the family devotion schema, a cultural schema model that defines marriage and motherhood as a woman's vocation" (BLAIR, 2003 p.2). In essence these women can be said to be very conscious in being committed to their career.
Steeve (2007, p.3) opined that "commitment is both mental and emotional. He stressed that commitment is an internal decision, not something that can be forced from outside". Commitment occurs when your thoughts and emotions are pointing in the same direction. If you make a mental decision but don't feel right about it, you're not committed. If you make an emotional decision that doesn't sit well with your intellect, you're not committed. Thus Female work commitment is the centrality of the work role as a source of intrinsic satisfaction relative to other adult roles, which may be expressed alternatively as plans, expectations, preferences, or aspirations for particular combinations of work and family roles and it is assumed that work commitment is a unidimensional construct underlying these expressions (BEILBY; BEILBY, 1984, p.235).

METHODOLOGY
The survey method of research was adopted for the study and the instrument for collecting data were the questionnaire, interview and focus group discussion.  Table 1 above revealed that 211(90%) of total respondents believe that Library profession is a very good one and is as prestigious as the others like law, medicine, engineering. Also 118 (50%) studied Library Science because it was the only option left for them and 144 (61%) studied Library Science because they were told to start with it and change to a better course later. More so, 129 (55%) of respondents studied Library Science not because they listened to a career talk about the profession and its prospect rather, 128 (54%) claimed that they studied Library Science because they read about it and saw its career prospect. Even though majority of the respondents claimed that librarianship is as good and prestigious as any other, this realization may have come after their time in school because it is obvious that many of them never loved the course for what it is but entered for it as a last option or with the intention to change to a "supposed" better course later.  Table 3 revealed that majority of the total respondents were motivated to build capacity in the profession because of the interest they have in the nature of the profession, 221 (94%) want to be relevant at all times in the field and to their society while 228 (97%) were motivated because they want to reach the peak of their careers and176 (75%) want recognition in the field. On the contrary, 162 (69%) of respondents, disagreed that they build capacity because of the salary while 170 (72%), are not motivated by incentives that come with promotions, and 143 (61%) are not motivated by working condition of librarians at the higher level irrespective of where they work (academic or non-academic). This confirms Decandido (1999, p.46) claim, when he said that librarianship is not a highly paid profession and supported by the interview response.

CONCLUSION AND RECOMMENDATIONS
Findings from the study revealed that there is a relationship between interest in a profession, motivation for capacity building and commitment to a career which will culminate in career development. Obviously, majority of Nigerian librarians never were interested in the profession before going in for it, they only studied it because it was the last option for them at the time and some took it with the aim of changing to another course at a later time as corroborated by result of the focus group discussion. Even though they are convinced that librarianship is as good as other professions like Medicine and law, claim to have great interest in it now that they are in the field and are committed to their career, female librarians seem not to take dignity of labor as important to them. Also female librarian's capacity build opportunities and effort are very low and one wonders the impact these will have on their career development. More so, Nigerian female librarians are faced with a number of challenges in the area of training and capacity building.
Therefore, the study recommends that the Nigerian Library Association (