The Effect Of Leadership Style, Job Satisfaction And Employee-Supervisor Relationship On Job Performance And Organizational Commitment

Although organizational commitment and job performance are essential for the survival of an organization, yet scanty attention is paid to simultaneous investigation of these variables. This study set to investigate the influence of supervisor-employee relationship, perceived leadership style, and job satisfaction on organizational commitment and job performance. Two hundred and fifty-five employees of media employees are conveniently sampled with ages ranging from 20 to 57 years with a mean of 34.29 years. Stepwise multiple regression analysis was employed to test the working hypotheses.Stepwise regression analysis reveals three steps in the prediction of organizational commitment and job performance respectively. With the third steps showing that job satisfaction (? = 0.53; p < .001); supervisor-subordinate relationship (? = 0.41; p < .001) and laissez-faire leadership styles (? = 0.38; p < .001) as predicting organizational commitment with 49.7% variance is explained; while with job performance, 34.8% of variance explained the variables of working experience (? = -0.54; p < .001); education (? = 0.31; p < .01) and transformational leadership styles (? = -0.22; p < .05). This finding has implications for employee retention, performance management and incentive strategy

Integrated Approach to Workplace Diversity through Human Resource Management

Today’s organisations are facing challenges of equity control, market size, and workplace diversity despite increase in profitability due to globalisation and technological advancements. This called for efficient utilization of human resource management (HRM) as its focus is on people management with the strategic proactive approach to workplace diversity. The paper calls for improve role of HRM and organisational management in creating conducive work environment, accurate and expansion of selection criteria for workplace diversity that include stable attributes such as emotional intelligence and dispositional factors such as task and people oriented and being culturally flexible. It conclude by advocating for HRM integrative approach to diversity as it synthesizes the literature and proposes key areas needed to management diversity

Employee Construct of Work-Values among University Support-Staff

Work-values of employees often determine the attitude and disposition that they are likely to display, while discharging their daily duties. In addition to the extrinsic and intrinsic values attached to work by employees in organisations, social factors, such as family roles and responsibilities are also major determinant of how people conceive their jobs and tasks allocated to them. In essence, the conception that workers have about their jobs affect their level of commitment and performance. This study examined employees' construction of work-values. Specifically, the study highlighted work-values of staff in terms of gender, cadre and profession constructs. The self-determination theory explained the theoretical underpinnings the study. The research design was descriptive which relied on quantitative and qualitative research methods. A total of 312 questionnaires were administered and twenty-four in-depth interview conducted in six clustered departments. Qualitative and quantitative data were analysed using NVIVO and IBM_SPSS. The study submitted that staff's construct of work-values varied with regards to gender, cadre, and professions. Married female employees preferred the intrinsic part of their job, such as convenience, autonomy, and hours spent at work which allowed them to attend to their domestic roles of a wife and mother. The majority of the junior cadre conceived job security as illusionary, thereby, making them extrinsically oriented, however, work-values varied among the professions, which were clustered along departmental lines

Rural Entrepreneurship: An Insight Into Impeding Factors Influencing Micro-Entrepreneurial Growth

The call for the growth of successful entrepreneurial activities across the globe raised the need to determine the influencing factors affecting micro-entrepreneurial growth. Hence, this study adopted a cross-sectional survey design to examine determinants of micro-entrepreneurial growth among micro-entrepreneurs. Two hundred and eighty-two micro-entrepreneurs were sampled through snowball and convenience techniques. The findings showed that stepwise multiple regression analysis identified four models in the prediction of micro-entrepreneurial growth. Specifically, operational challenge (? = -.35, p < .001), lack of support, ? = -.17, p < .001), workforce challenge (? = .22, p < .001), and personal factors (? = -.21, p < .01) are significant predictors of micro-entrepreneurial growth. The findings were discussed in line with the literature while recommendations in terms of decision-making applications, and provision of developmental programs in assisting rural entrepreneurship for enhancement of growth were suggested

Perceived Organisational Justice and Climate on Counterproductive Work Behaviour among Public Employees

Employee work activities that are more than expectations are the panacea for organisational success, in today's dynamic workplace. In achieving this set goal, organisations need to be seen, by employees as taking care of their welfare, as employees are significant resources of an organisation. This study investigated perceived organisational justice and climate on counterproductive work behaviour (CWB) among public employees. A quantitative research design was used, with self-administered questionnaires for the collection of data. Three hundred and seventy-seven employees from public service organisations participated in the study. The participants were made up of 183 (50.3%) females, with a mean of 35.41 years of age, and 7.42 years of working experience. Results revealed that organisational justice and CWB were statistically significant (F (1, 359) = 11.53, p < 05). It was also found that organisational climate and CWB were statistically significant (F 1, 359) = 18.94, p < 0.05). The findings were discussed in line with the literature, as well as outlining their implications for management and suggesting appropriate recommendation. Specifically, the study suggested the creation of an enabling environment that will ensure that employees are well treated; this will encourage employees to take calculated risks with the aim of advancing the organisational objectives, promote employee citizenship behaviour as well as reduce dysfunctional behaviour

SUPPLY CHAIN MANAGEMENT AND THE ACCOMPANYING PROBLEMS IN PRODUCTION ENVIRONMENT: A REVIEW

In production environment, supply chain system is a tool for attaining efficient production performance because it streamlines and optimizes the entire production processes. It appears that research efforts so far only supported arguments for the benefits of supply chain management in production environment without taking into account problems associated with the administration of supply chain system within production setting that constitute impediment to production throughput and make it difficult for manufacturers to satisfy customers’ demands. Consequently, the aim of the review effort is to highlight the importance of supply chain management and identifies the underlying bottleneck problems related to supply chain administration in production setting to guide stakeholders in policy formulation for further production performance. Notable among the problems identified that are attributable to supply chain organization in production environment are, supply disruption, lack of agility to respond to supply and demand fluctuation, inadequate logistics, lack of adaptation to evolving market, inaccuracy of information between the extended enterprises, ineffective integration and coordination of supply chain strategy across the functional units, lack of capacity and resources availability, lack of quality and regulation compliance. Based on the identified problems, we developed a supply chain appraisal tool for pre-qualification and selection of supply chain vendors in production environment

Dataset on thermodynamics performance analysis and optimization of a reheat –regenerative steam turbine power plant with feed water heaters

Steam power plants have a considerable potential to meet the growing energy demand, but its dependence on con- ventional fossil fuels has hampered its viability. One of the ways to minimize fuel consumption and upgrade the perfor- mance of a Rankine cycle is by incorporating closed feedwa- ter heaters(FWHs). The datasets contained in this paper are thermodynamic performance analysis carried out on reheat –regenerative steam power plant with FWHs using CyclePad V2.0 software. The thermodynamic performance indices as- sessed are thermal efficiency, network output, heat rate, fuel consumption, boiler efficiency and specific steam consump- tion. Result obtained show that an increase in the number of FWHs decreases the fuel consumption, heat rate, heat re- jected in condenser and heat input to the cycle. This effect invariably can lead to a reduction in operating cost and envi- ronmental impacts

A GIS – based method for assessment and mapping of noise pollution in Ota metropolis, Nigeria

A detailed method used for assessing and mapping noise pollution levels in Ota metropolis, Nigeria using ArcGIS 10.5 Software is presented in this paper. Noise readings were measured at a time interval of 30 min for each site considered using a precision grade soundlevel meter. The noise map developed was based on the computed values of average equivalent noise (LAeq) for the selected locations. Results of this study show that the A weighted sound level (LAeq), the background noise level (L10) and the peak noise level (L90) vary with location and period of the day due to traffic characteristics especially traffic volume, vehicle horns, vehicle mounted speakers, and unmuffled vehicles at road Junctions, major roads, motor parks and commercial centres. Based on the U.S. Department of Housing and Urban Development (HUD) recommendations and standards, only one (1) out of the 41 locations considered is under normally acceptable situation, while 12 locations are under normally unacceptable and the noise levels of the rest locations are clearly unacceptable. Results of this study are useful as reference and guideline for future planning and regulations on noise limit to be implemented for urban areas like Ota Metropolis

A comparative analysis of the chemical composition and compliance level to established standards of concrete reinforcement steel rods rolled in Nigeria

Nigeria is presently facing the challenges of collapsing buildings and bridges due to substandard materials used as reinforcement products. The increasing use of scraps as feedstock for the production of reinforcing steel bars by steel rolling mill companies has adversely affected the quality of rebars in Nigeria. This research study aimed to appraise the chemical properties of selected brands of steel rebars of Nigeria. Thirty selected brands of rebars were sourced from the six geopolitical zones in Nigeria, and their chemical compositions were analysed for level of compliance with five selected standards (SON, BSI, ASTM, AISI, ISO). The chemical composition test was performed using Optical Light Spectrometric methods. One way analysis of variance (ANOVA) test was performed using SPSS version 20 to examine whether significant differences exist or not in mean chemical composition for the different categories of selected steel rods. Statistical analysis shows a significant difference (P < 0.05) in chemical composition and compliance level between the different types of selected steel rods. The imported steel rods recorded the highest mean (μ = 101.4) in terms of chemical composition and compliance, followed by locally rolled from imported billets (μ = 101.2), TMT steel rods (μ = 101.0), and ordinary steel rods (μ = 100.6). Concerning CEV1 and CEV2, it was observed that all the brands were fully compliant within the maximum permissible ranges given in the local, foreign and international standards except an ordinary steel bar of Brand 16, which has value beyond the specified limits of CEV1. This study also shows that all imported and 77.8% of locally-rolled steel bars are low-carbon steel as specified by the selected standards