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Ogbu, Edeh Friday
- The Effect of Compensation on Employee Performance in Nigeria Civil Service:A Study of Rivers State Board of Internal Revenue Service
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Authors
Affiliations
1 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
1 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
Source
Journal of Strategic Human Resource Management, Vol 6, No 2 (2017), Pagination: 8-16Abstract
The present study examines the effect of compensation on employee performance in Rivers State Board of Internal Revenue. It adopted a cross-sectional research survey. Target population comprises employees of Rivers State Board of Internal Revenue Service. Accessible population for this study is 45. Sample size is 40 using Krejcie and Morgan (1970) sample size determination table. Only 32 questionnaires were completed and returned. Convenience sampling technique was adopted. Spearman Rank Order Correlation Coefficient was used with the aid of Statistical Package for Social Sciences (SPSS) version 20.0. The finding of this study revealed that direct compensation is positively associated with employee performance. Secondly, indirect compensation was found to significantly associate with employee performance. The study concludes that civil service should see compensation as a tool that will enhance employee performance. The study recommended that civil service commission should employ qualified human resource personnel that will oversee the affairs of employee compensation as this will remove the bottleneck surrounding the non-implementation of employees compensation. Secondly, allowances due to workers should be promptly paid to them to avoid ineffectiveness in the civil service.Keywords
Compensation, Direct Compensation, Indirect Compensation, Extrinsic Rewards, Intrinsic Rewards, Employee Performance.
References
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- Talent Management and Workers’ Effectiveness of Selected Hotels in Rivers State
Abstract Views :234 |
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Authors
Affiliations
1 Department of Management, Abia State University, NG
2 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
1 Department of Management, Abia State University, NG
2 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
Source
International Journal of Knowledge Management and Practices, Vol 5, No 2 (2017), Pagination: 32-44Abstract
The present study examines the relationship between talent management and workers’ effectiveness of selected hotels in Rivers state. Cross-sectional research survey was employed. Target population for the study consists of all registered hotels with the Rivers State Ministry of Commerce & Industry. However, the accessible population consists of 20 registered hotels using simple random sampling. A total of 70 top level managers were surveyed. Data collection method was through questionnaire administration. 52 copies of questionnaire were retrieved. Spearman’s Rank Order Correlation Coefficient (rho) was used as a statistical tool to test the relationship between talent management dimensions and measures of workers’ effectiveness with the aid of Statistical Package for the Social Sciences (SPSS) version 22.0. The finding of the study revealed that talent management has strong positive relationship with workers’ effectiveness. Drawing from the findings, the study concluded talent management measured in terms of talent attraction, talent development and talent retention can be used by human resource practitioners to promote workers’ effectiveness in the hotel industry and other business enterprise. One of the recommendations is that for right talent to be attracted, hotel practitioners should employed the services of qualified human resource experts during recruitment process.Keywords
Talent, Talent Management, Talent Management Strategies, Workers’ Effectiveness, Goal Accomplishment, Resource Acquisition, Talent Attraction, Talent Development, Talent Retention.References
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- Conflict Resolution Strategies and Workers’ Commitment in Selected Oil Companies in Rivers State
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Authors
Affiliations
1 Department of Industrial Relations and Personnel Management, College of Management Sciences, Michael University of Agriculture, Umudike, NG
2 Department of Management, Abia State University, Uturu, NG
1 Department of Industrial Relations and Personnel Management, College of Management Sciences, Michael University of Agriculture, Umudike, NG
2 Department of Management, Abia State University, Uturu, NG
Source
International Journal of Business Ethics in Developing Economies, Vol 6, No 2 (2017), Pagination: 1-9Abstract
The present study examines the relationship between conflict resolution strategies and workers’ commitment in selected oil companies in Rivers State. Cross-sectional research design was adopted. Target population for this study consists of oil companies registered with Rivers State Ministry of Commerce & Industry. Ten (10) oil companies make up the accessible population using simple random sampling technique. Copies of questionnaire were used for data collection. 210 workers were surveyed from 10 oil companies. A sample size of 136 was ascertained using Krejcie and Morgan (1978). Face and construct validity was employed. Reliability of instrument was determined using cronbach alpha test. Spearman rank order correlation coefficient was used as statistical tool with the aid of SPSS 22.0. The study found that conflict resolution strategies have a strong positive relationship with workers’ commitment. The study concludes that conflict resolution strategies measured in terms of integrating (problem solving) strategy, obliging (smoothing) strategy and compromising strategy enhances workers’ commitment in the selected oil companies in Rivers state. One of the recommendations is that managers in the oil companies should adopt integrating (problem solving) as a conflict resolution strategy in their workplace.Keywords
Conflict, Conflict Resolution Strategies, Integrating, Obliging, Compromising, Workers’ Commitment, Social Exchange Theory.References
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- Transformational Leadership and Employee Performance of Selected Private Secondary Schools in Rivers State
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Authors
Affiliations
1 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
2 Department of Management, Abia State University, NG
1 Department of Industrial Relations & Personnel Management, College of Management Sciences, Michael Okpara University of Agriculture, Umudike, NG
2 Department of Management, Abia State University, NG
Source
International Journal on Leadership, Vol 6, No 2 (2018), Pagination: 14-22Abstract
This study examines the relationship between transformational leadership and employee performance of selected private secondary schools in Rivers State. Research design is a cross-sectional survey. Target population includes nine private secondary schools in as published by West African Examination Council (2016). 750 employees were surveyed. Sample size is 254 using Krejcie and Morgan (1970). Method of data collection is questionnaire. Face and content validity were used. Cronbach alpha’s test was used to ascertain the reliability of the instrument. Spearman’s Rank Order Correlation Coefficient (rho) was used to test the hypotheses using statistical package for social sciences (20.0). The study found that transformational leadership has a positive significant relationship with employee performance. This study concluded that transformational leadership measured in terms of idealized influence, inspirational motivation, intellectual stimulation, and individual consideration enhances employee performance in the selected private secondary schools in Rivers State. One of the recommendations is that administrators of private secondary schools should employ transformational leadership as a strategy to enhance employee performance at the workplace.Keywords
Leadership, Transformational Leadership, Employee Performance, Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individual Consideration.References
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