Organizational culture and employee performance: moderation effect of transformational leadership style / Solomon Ozemoyah Ugheoke

The study examined the relationship between organizational culture and employee performance: moderation effect of transformational leadership style. The present study was designed to use a survey research method in studying organizational culture and employee performance: moderation effect of transformational leadership style. The units of analysis were the selected employees of ministry of higher education in Oman. Random sampling procedures was used which consisted of 250 employees drawn from employee identification numbers in the data base of the ministry of education in Oman. Multiple and Hierarchical regression analysis was employed to test the hypotheses. Result showed that supportive and bureaucratic culture has significant positive influence on employee performance. The findings also revealed that innovative culture does not influence employee’s performance in the context of public sector. Additionally, moderating effect of transformational leadership style was found. The study significantly contributes to culture literature by the inclusion of transformational leadership style as a moderator. Another contribution is the relative paucity of research regarding organizational culture and employee performance in the public sector. Hence, enhancing employee’s performance require managers to improve the culture of their organization to match organizations dynamic environment, understanding that certain types of culture and the type of leadership style employed by managers will help to enhance the cohesiveness of members and subsequently their performance. Thus, organizational culture should play a prominent role before employee’s recruitment. Managers should also be concerned with designing meaningful tasks and drawing up plans to promote culture

High performance work system, external environment and high performance organization: moderating effect of organizational culture

In the current business environment, high performance is highly demanded among shareholders. Due to pressure, managers have been compelled to deliver quality output in order to achieve competitive advantage with minimum resources. It is important to adapt ideas and practices from time to time since organizations and environments are continuously improving. Consequently, this study examines the role of high performance work system (HPWS), external environment on high performance organization (HPO). This study also aims to identify the effect of organizational culture on the relationship between HPWS, external environment and HPO. A cross-sectional research design was conducted in this study. Data was collected from 354 SMEs in Nigeria that has spent a minimum of ten years in the business. The research hypotheses were tested using multiple and hierarchical regression analyses. Generally, with a few exceptions, high performance work system (HPWS) is significantly and positively related to the achievement of high performance organization (HPO). Organizational culture plays a significant role in moderating the relationship between HPWS and HPO. The results also show that external environment has significant effects on HPO. On the contrary, organizational culture does not moderate the relationship between external environment and HPO. This study contributes to the enrichment of the literature on HPWS, external environment, organizational culture and HPO by proposing a model that was empirically tested on the validity and reliability in predicting HPO. Lastly, the managerial, policy and theoretical implication are presented. The limitations of the study and suggestions for future study are included in this regard

Strategic human resource management and firm performance in food and beverage SME in Lagos, Nigeria

SMEs are the most important source of economic growth and key ingredient in promoting private sector development in Nigeria. The need for the entrepreneur in venturing into SME is the creation of employment not only to their immediate family members but to contribute to the overall economic development of the society. Therefore, the objective of this study is to examine the relationship between strategic Human Resource management practices and firm performance in food and beverage SMEs in Lagos, Nigeria. Only SMEs in Lagos whose employees are full time staff of the firms and have been in business for a period not less than two years before conducting this study were involved in this study. Due to this, a cross sectional questionnaire survey research design was conducted in this regard. Data were generated from 163 SMEs comprising food and beverages SMEs in Lagos, Nigeria. A number of analyses were conducted using SPSS version19 to analyze the data collected. The findings from the hypothesis tested indicate that there is a significant relationship between SHRM Dimensions (work skills, work knowledge, knowledge sharing, incentive for achieving firm goals, incentive for employee contribution, team cooperation, individual contribution, job fit, and individual fit) and firm performance (intangible and tangible). Thus the study recommends that work skills and individual fit mostly influence intangible firm performance while work skills and job fit are the most significant factor that enhance tangible performance. Finally, both the theoretical and managerial implications are presented and the limitations of this stud

Pyrazinamide-induced acute gouty arthritis: a case report

Gout is a common inflammatory and metabolic disease caused by the deposition of monosodium urate crystals in articular and non-articular tissues. Drugs used to treat tuberculosis, such as pyrazinamide and ethambutol, have been linked to hyperuricaemia. However, acute gout is uncommon. We report a case of a 28-year-old female who developed acute gouty arthritis of the left knee joint as a result of taking pyrazinamide as part of a tuberculosis therapy regimen. Although pyrazinamide-induced hyperuricemia is frequently regarded as asymptomatic, the clinician should be aware of the likelihood of acute gouty arthritis, which can result in significant morbidity and an impaired quality of life

Influence of smoking on respiratory symptoms and lung function indices in sawmill workers in Benin city, Nigeria.

The study was done to assess the influence of smoking on respiratory symptoms and respiratory function in sawmill workers in Benin City. 150 sawmill workers who were all males and aged between 18 and 50 years, and had been in continuous employment in sawmill factories for aminimum of one year were studied. They were selected by a two - stage random sampling process from sawmills in Benin City. These were compared to 150 age and sex matched controls in order to determine the effect of sawdust exposure on the respiratory system. Questionnaire was used to elicit morbidity patterns and anthropometric measurements were also made. Respiratory rates, Peak Expiratory Flow Rates and Blood Pressures were measured in both groups. Respiratory symptoms were more common among sawmill workers compared to the controls. Smoking by some of these workers further aggravated their respiratory symptoms. Although blood pressure was similar in both groups, Respiratory rates were higher and Peak Flow Rates were lower in the sawmill workers compared to the controls (20.83 +- 2.02 cycles/minute and 516.72 +- 38.48 L/minute for the sawmill workers; 15.45 +- 1.23 cycles/minute and 575.37 +- 27.34 L/minute for the controls, respectively). Less than 5% of the sawmill workers wore protective devices/clothing, and health and safety standards were neither practiced nor enforced. The findings suggest that respiratory symptoms especially sputum production and chest pain are common in sawmill workers. Respiratory function is compromised in these workers.Key Words: Respiratory symptoms, smoking, sawmill workers

Validation of The 3-Question Headache Screen in The Diagnosis of Migraine in Nigeria

BACKGROUND: Migraine is a chronic episodic disorder that is still under-diagnosed and undertreated. A rapid diagnostic method is desirable so that treatment can be initiated early. We compared the 3-question headache screen with the International Headache Society (IHS) criteria in the diagnosis of migraine among Nigerians.METHODS: Using a multi-stage sampling technique, 1513 respondents were screened for migraine using both the IHS criteria and the 3-question headache screen. A statistical comparison of the two diagnostic methods was then done by determination of kappa coefficient, sensitivity and specificity.RESULTS: The prevalence of migraine obtained using the IHS criteria was 9.6% (95% CI, 8.1%-11.1%) while it was 8.3% (95% CI, 8.1%-8.5%)with the use of the 3-question headache screen. There was a good agreement between the IHS criteria and the 3-question headache screen (k=0.68, p<0.001). The 3-question headache screen had a sensitivity of 66.2% (95% CI, 58.5%-73.9%), specificity of 97.8% (95% CI, 97.0%-98.6%), positive predictive value of 76.2% (95% CI, 68.8%-83.6%) and a negative predictive value of 96.5% (95% CI, 95.5%-97.5%).CONCLUSION: The 3-question headache screen is sensitive and specific in making a rapid diagnosis of migraine among Nigerians. Its use is thus encouraged so that appropriate management of the condition can be initiated early in order to reduce associated disability.KEYWORDS: 3-question headache screen, Validation, Diagnosis, Migraine, Nigeri

PRODUCTION AND CHARACTERIZATION OF SILICA REFRACTORY FROM RICE HUSK

Rice husk was thought to be a renewable source of good silica, which can help prevent cracking of silica refractories in the temperature range 100-600°C. The work reported in this thesis aimed to develop and optimize a fast process for high purity silica production from rice husk, as well as apply the silica produced from the process to carry out optimized laboratory scale manufacture of hot-face, stand-alone silica refractory. Thus, a hydro thermo-baric (HTB) process was developed to aid the fast production of rice husk silica (RHS). The parameters of the HTB process were optimized using full factorial design of experiments. The RHS obtained from the HTB process was characterized in terms of particle size, pore volume, surface area, structure and morphology. Also, the parameters that affect the production of RHS refractory using PEG8000 as binder and Ca(OH)2 as dopant (mineralizer) were investigated and their optimal values obtained using the one-variable-at-a-time (OVAT) method

Nebulized magnesium versus ketamine for prevention of postoperative sore throat in patients for general anaesthesia

Background: Sore throat is a common post-operative complaint which can cause significant distress and morbidity. We tested and compared the efficacy of nebulized Magnesium and Ketamine on the incidence and severity of sore throat within the first 24 hours after general anaesthesia.Objective: To compare the incidence and severity of post-operative sore throat at 2, 4, 8, 12 and 24 hours after extubation following pre-induction administration of nebulized Magnesium and Ketamine.Method: In this randomized controlled trial, 99 adult ASA I and II patients between the ages of 16 – 65 years were administered  nebulized Ketamine 50 mg, Magnesium Sulphate 250 mg or saline for ten minutes prior to induction of general anaesthesia and orotracheal intubation. Incidence and severity of post-operative sore throat were assessed at 2, 4, 8, 12 and 24 hours post extubation.Result: The incidence of sore throat at 4, 8, 12 and 24 hours post tracheal extubation were significantly lower in the Magnesium  (18.2%, 12.1%, 0, 0; p = 0.009, 0.006, <0.0001, 0.003) and Ketamine group (24.2%, 12.1%, 6.1%, 0; p = 0.041, 0.006, 0.001, 0.003) compared with the saline group (48.5%, 42.4%, 39.4%, 24.2%). Patients also had significantly less severe sore throat at 4 and 8 hours post  extubation in both Magnesium and Ketamine groups (p = 0.0 11, 0.041).Conclusion: Pre-induction nebulization of Ketamine or Magnesium can decrease the incidence and severity of sore throat in the first 24 hours after anaesthesia. Keywords: Nebulize, Sore throat, Magnesium, Ketamin

Analgesia in patients with or without single-shot lamina thoracic paravertebral block following breast cancer surgery in a Nigerian hospital

Background: In this pilot study, we evaluated the postoperative analgesic effect of the new lamina thoracic paravertebral block using a single-shot technique for major breast cancer surgery.Methods: A retrospective observational design was used to compare data involving 16 consecutive ASA 1 and 2 female patients who had unilateral modified radical mastectomy with axillary clearance under general anaesthesia with paravertebral block and 15 others without block between 13/03/2014 to 12/05/2015. We compared the time to the first request for analgesic, total analgesic (opioid and non-opioid) consumption (in mg) and postoperative pain scores over 72 h between the two groups.Results: One patient was excluded from the cohort due to block failure. The median time to first request for analgesic was 43 h (25.2-73.0 h) in the block group versus 2 h (1.0-2.5 h), p=0001. The pain scores was significantly lower at all measurement points among the block patients compared with the no-block group until 24 h postoperatively. No patient in the block group required analgesic within 24 h after surgery. The total consumption of pentazocine was nil (block group) vs. 154.0±74.2 (range 90-300) mg, p=0.0000001.Conclusions: Single-shot lamina paravertebral block provided prolonged postoperative analgesia and reduced opioid and non-opioid consumption

Does Best Recruitment Practice Influences High Performance Organization?

Small and medium scale enterprises (SMEs) are one of the fastest growing and most dynamic sectors in every economy. The industry is highly labour intensive and for that reason effective recruitment is significant for success. However, the issue of best recruitment practice (BRP) in SMEs has been neglected by researchers and practitioners. This study aimed to address this gap by examining the best recruitment practice and the effect on the achievement of high performance organizations (HPO) in SMEs. The analysis was based on a survey of 354 senior managers that had spent ten years and above in SMEs in the Nigerian market. The result showed that BRP had a significant positive impact on the achievement of HPO. This paper provides an insight into the applicability of BRP as well as offers practical help to human resource practitioners embarking on the best recruitment practice in the achievement of HPO. Managers and human resource professionals can use the result of this study to weigh the adaptability of BRP within the context of SMEs in developing economies