Tag Archives: Employees

Effectiveness of Personnel Development Program and Corporate Social Responsibility of Wilcon Depot in the Province of Rizal (Published)

The purpose of this study is to determine the effects of personnel development programs regarding the sustainability of employees of Wilcon Depot Inc. The organization may benefit from this to see if they have a training program that can support the organization itself.

Keywords: : training program, Employees, Loyalty, Sustainability

Implications of Employee Participation in Decision Making for the Performance of Local Government Administration in Nigeria: A survey of selected local governments in Enugu state (Published)

The paper is on the Implications of employee participation in decision making for the performance of local government administration in Nigeria. Three local governments in Enugu state were selected for the study. The paper is an empirical research using survey design approach with a population of 1972 drawn from Enugu East (526), Enugu North (746), and Enugu South (649) local government areas. A sample size of 331 employees was used. The instruments used for data generation was structured questionnaire and frequencies and percentages were used for analysis. The findings of the study include that employees’ participation significantly increases the quality of service delivery, reduces work error, increases job satisfaction, enhances better policy implementation, and better directs employees’ efforts towards organizational goals. Challenges facing employees’ participation include assumed poor knowledge and skill of employees; lack of trust of employees by top management that limit their participatory space; management unwillingness to share information with junior staff; and the traditional top-down decision making approach to management.

Keywords: Decision Making, Employees, Implementation, Local government Administration, Participation, Performance

Correlation between Employees’ Job Performance and Management Leadership Style in Tertiary Institutions in Lagos State (Published)

The study investigates the correlation between employees’ job performance and management leadership styles in tertiary institutions in Lagos state. Which comprises of university of lagos state, Akoka (UNILAG), Lagos state university, Ojo (LASU), Yaba college of Technology (YABATECH) and Adeniran Ogunsanya college of Education, Otto-Ijanikin (AOCEOD). The research design adopted is descriptive research design and was guided by four research questions and four research hypotheses. The population for the study comprised of all academic and non-academic staff in tertiary institutions owned and financed by both state and federal government in four tertiary institutions out of six (6) of both state and federal public tertiary institutions in Lagos state through purposive sampling technologies Fifty (50) academic and Fifty (50) non-academic staffs were selected through simple random sampling techniques from each of the four (4) tertiary institutions chosen for the study. In one hundred (100) respondents from each tertiary institution with the grand total of four hundred (400) respondents. The research instrument was structured questionnaire tagged “Questionnaire on Employees’ Job Performance and Management Leadership Style” (QEJPMLS) with the twenty (20) items. The data collected were analyzed using percentage and the pearson product moment correlation co-efficient test the significant correlation of the hypotheses at 0.05 level of significant. The findings of the study revealed that there is a correlation between employees job performance and autocratic leadership style at (R-cal value 0.097, R-table value 0.81, DF=4, level of sig. =0.05). And there is a correlation between employees’ job performance and democratic leadership style at (R-cal value 0.96, R-table value 0.81, level of Sig. = 0.05). Also, there is a correlation between employees’ style at (R-cal value 0.96, R-table value 0.81, level of Sig. = 0.05). Based on the findings of the study, recommendation were given. It was concluded that, autocratic democratic and laissez-faire management leadership style have an impact on the employees’ job performance in tertiary institutions in Lagos State.

Keywords: Correlation, Employees, Institutions, Leadership Style, Management, Performance

Effects of Perceived Information Technology Object, Perceived Information Technology Knowledge and Perceived Information Technology Operation on Employees Productivity (Published)

The study investigated the effects of information technology capability dimensions: IT objects (infrastructure), IT knowledge and IT operation on employee’s productivity. The entire population (N=51) of the School of Business, FCET Gombe were considered for the study.  The sample is deemed adequate going by the software used. SmartPLS version 3 was used for the analysis. The result from the analysis and hypotheses testing suggest that three IT dimension have positive effects on employee’s productivity. The study offers some recommendation and propose avenues for future researches.

Keywords: Employees, Information Technology, Productivity, object, perceived information technology knowledge, perceived information technology operation

Job Satisfaction to Enhance a Commitment of Employees’ Organization at Dream Tour and Travel Company (Published)

A commitment of employees in an organization plays a very important role to bring the company successfull. Therefore, this research aims to analyze a job satisfaction to increase employee’s organization commitment at the Dream Tour and Travel Company. Variables are job satisfaction and organization commitment. Data was collected from 70 employees using organization commitment and job satisfaction scale, then analyzed by multiple regression analysis technique. The result of multiple regression analysis shows the value of significancy (p-value) was 0,000 at significant level p<0,05 means that job satisfaction can increase organization commitment. The categorization found out that job satisfaction and organization commitment were on medium level. The analysis reveals that job satisfaction can increase commitment organization. This paper may benefit staff of the company by encouraging more their jobs and may help them in their personal growth and development.

Keywords: Commitment, Company Successful, Company., Employees, Job Satisfaction, Organization, Psychology

Nature of Collective Agreements in Nigeria: A Panoramic Analysis of Inherent Implementation Challenges (Published)

This paper x-rayed the fate of employees in Nigeria against the backdrop of incessant renege and socioeconomic setbacks associated with the dearth of implementation of duly concluded and perfected collective agreements in Nigeria. The paper examined the decision in Osoh and Ors Vs. Unity Bank Plc. which distilled common law principle on collective agreement vis-à-vis the extant provisions of the said Trade Disputes Act 1990 and finds that in the said Osoh’s case, the trial, lower and Supreme Courts failed to address the extant requirements for enforcement at law of a collective agreement but rather relied heavily on common law principle which regards collective agreement as a gentleman agreement. The paper also finds that both under statutory and common laws, the employees in Nigeria are usually treated unfairly due to dearth of political will, absence of governance structure and timely budgetary provisions with which to implement collective agreements timeously or at all. Therefore, the paper recommends, among other things, that inherent implementation challenges of collective agreements could be corrected if the government, employers, employees’ unions and the courts subject themselves to the rule of law and due process driven by the interests of both the employer and employees

Keywords: Collective Agreements, Employees, Employers, Implementation, Trade Disputes Act

Assessing Employees’ Perception of Conflict Management (Causes, Effects) an Empirical Study at Employees’ Working on Malathik for Real Estate Development and Installments Company (Published)

The concept of conflict has been treated as a general social phenomenon, with implications for the understanding of conflict within and between organizations. (Mike Amuhaya Iravo 2011). Employee conflict in the workplace is a common occurrence, resulting from the differences in employees’ personalities and values. Dealing with employee conflict in a timely manner is important to maintaining a healthy work environment. There are different causes and effects of conflicts has been investigated by academic researchers from 1978 till now, however still no agreement between researchers for causes and effects of conflicts. The purpose of this study is to assess employees’ perception of conflict management (Causes, Effects) for employees’ working on Malathik for real estate development and Installments Company. The research design was a descriptive survey. This design was adopted because it is most appropriate and helpful in determining and describing the perception of respondents on the variables studied (Gay, 1992; Newman, 2003). The target population comprised employees who had worked at Malathik for real estate development and Installments Company. The researcher designed and distributed (40 ) questionnaire forms and excluded (11) forms due to the lack of information which means overall sample is (29) employee . The data for the study was collected between September and November 2016. The data collected were edited, coded and processed with the Statistical Package for Science Solutions (SPSS), and discussed in narrative style for clarity and better understanding. Pearson correlation coefficient value was significant at the (0.05) level in dimension one (causes of conflict) and dimension two (effects of conflict) which reflect high validity for data to be used for analysis. Also alpha coefficient greater than the minimum acceptable 60% which was 69%, indicating a high reliability. The SPSS results for causes of conflict indicated that employee’s strongly agree about cause of conflict in their company come from ego problems and salaries & wages .The results also indicated that total mean of question number 2 is (2.34) which reflect that employees did not agree about poor organizational structure at Malathik Company while the total mean for question number three is 2.83 which reflect neutral answer. The SPSS results for effects of conflict indicated that employee’s agree about effect of conflict lead to low morale, low quality and lack of direction .The results also indicated that total mean of question number 8 is (2.34) which reflect that employees did not agree about low productivity at Malathik Company while the total mean for question number ten is 2.90 which reflect neutral answer. Finally, Based on research results and literature review, researcher has developed guidelines to avoid conflict not only suitable for Malathik Company but also can be applied in any organizations.

Keywords: Causes of Conflict, Conflict, Effects of Conflict, Employees, Perception

Examining Employee Quality of Work Life (Qwl) As a Determinant of Managerial Effectiveness in Business Organizations: A Study of Nigeria Breweries Plc, Lagos (Published)

The objective of the study is to examine employee the impact of Quality of Work Life (QWL) as a determinant of managerial effectiveness in Business Organizations: A case study of Nigerian Breweries plc, Lagos was chosen. The data for the study was obtained mainly through primary and secondary sources. Five (5) point likert rating scale questionnaire were used to obtain data from the respondents. Pilot test was conducted and the input variable factors used in the study were subjected to exploratory factor analysis to investigate whether the construct as described fits the factors from factor analysis. Kaiser-Meyer Oikin test (KMO) and Bartlett’s test of Sphericity (BTS) were used. Two hypotheses were formulated and tested using multiple regression analysis. The findings from the study revealed that several challenging factors are affecting Quality of Work Life (QWL) attainment in Nigerian Breweries Plc. These include employee attitude, working environment, opportunities, nature of work, stress, job challenges, development and career potentials amongst others. The study also reveals that several strategies are adopted by the firm to improve quality of work life (QWL) in enhancing managerial effectiveness. These are adoption of self-managed teams, rewards, work force awareness, work life balance strategy, freedom of choice amongst others. The study recommends that adoption of QWL programmes such as enrichment, social – technical redesign of tasks/ work self-managed teams, participation by employees in decision making, workers empowerment approaches, fair compensations, better communication between management and labor and above all adequate security for workers to facilitate managerial effectiveness.

Keywords: Business Organizations, Employees, Managerial Effectiveness, Quality of Work Life (QWL)

Job Satisfaction in North East Nigeria: A Descriptive Study on Government Sector Employees (Published)

The paper deals with the attitudinal elements of job satisfaction among government employees of North Eastern Nigeria. Job satisfaction is a key issue worldwide as it affects the productivity and overall growth of an organization. To investigate the effects of myriads factors of job satisfaction and various other independent variables on overall job satisfaction of employees, the study drew participants through convenience sampling. The results were analyzed through statistical procedures like Cronbach’s Alpha, Simple regression, Pearson correlations (bivariate) and K independent samples median test along with simple means, standard deviation and percentages. Organizational prestige emerged as the most satisfying aspect among the participants, while except age, education and gender played no role in job satisfaction among the employees of this region.

Keywords: Employees, Government Sector, Job Satisfaction, Nigeria


The aim of this research is to ascertain the relationship between monetary incentives and its impact on employee performance. The essence or purpose is also to affirm that monetary incentives is a good motivational tool on employee performance in a society like ours; where the cost of living is very high. It is also to bring to light that monetary incentive alone is not sufficient to motivate all categories of employee to perform better on their job .Employees are a priceless possession in the achievement of organizational goals and to ensure that all hands are on deck, they must be motivated, to inspired as one of the tools employed by management to motivate on inspired employee is incentive.

Keywords: Employees, Monetary Incentives, Motivates, Organizational Performance

Assessing the role of behavioural elements in budgeting and budgetary control process of public universities in Ghana: Case of University of Education (Review Completed - Accepted)

The study examined the role of budget behavioral element in the budget and budgetary control process of public universities in Ghana using University of Education as the study area. It therefore seeks to explore the behavioral elements of budgeting process in the study area and determine behavioral elements relationship with employees’ performance and commitment to corporate goal. The study employed the quantitative research methodology utilizing a cross sectional research design. It used purposive and simple random sampling techniques to select 110 employees of the University as respondents. Data was analyzed using SPSS 16. The findings of the study showed that there was a significant positive relationship between behavioral elements of budgeting and employees’ performance and commitment to corporate goal. The relationship between budget participation and employees’ performance was positive though not significant connoting that budget participation alone cannot significantly influence performance. Commitment to corporate goal had significant positive relationship with performance in the University. The finding implies that management should make budgeting processes more participative to enhance employee commitment to goal which can lead to improved performance

Keywords: Behavioural Elements, Budget, Commitment To Goal, Employees, Performance

Factors influencing job satisfaction of employees in telecom sector of Pakistan (Review Completed - Accepted)

The telecom industry plays an important role in the underpinning of a country’s economy. This study is aimed at getting a clearer view of the level of satisfaction of the employees in various telecom companies. The main concerns are the relative importance and need of different job satisfaction factors and how they contribute to the overall satisfaction of the employees. Another field of focus is the impact of different things, such as experience, age and sex on job satisfaction. The results deduced represent employee relations, salary, fringe supervision, and efficiency as the most important factors influencing job satisfaction. It was seen that job satisfaction was good in telecommunication companies This paper was utilized in understanding the importance of the environment in which the employees work, pay, fairness, promotion, job security, supervisors, and co-worker relationships and their effect on job satisfaction. All telecom companies Ufone, Zong, Telenor, Warid telecom, Pakistan Telecommunication and Mobilink were visited to collected data. Data was quantitatively collected through close-ended questionnaires with a sample size of 200 telecom sector employees. Data was analyzed through correlation and multiple regression using SPSS software and results were significant. The overall job satisfaction of the employees in the telecom sector is at the positive level. Hence, this research was mainly undertaken to investigate on the significance of factors such as working conditions, pay and promotion, job security, fairness, relationship with co-workers and supervisors in affecting the job satisfaction. This paper presents a comprehensive diagnosis of job satisfaction indices of telecom sector, the factors causing the dissatisfaction & suggestions to improve them.

Keywords: Employees, Job Dissatisfaction, Job Satisfaction, Pakistan, Telecom Sector