Performance

Employee Retention and Performance of University of Benin Teaching Hospital (UBTH) in Edo State, Nigeria (Published)

This study examined employee retention and performance of University of Benin Teaching Hospital (UBTH) in Edo State, Nigeria. To accomplish the study objective, cross sectional survey was performed on a sample of three hundred and one (301) clinical UBTH staff in Nigeria, using a well structure questionnaire on five-point Likert scale. Data were collected and analysed by using descriptive statistics, ANOVA and ordinary least square regression. The result indicated that technology integration, welfare policies and job satisfaction were found to be significant and positively related with performance while self-actualization had positive but insignificant relationship with performance of University of Benin Teaching Hospital in Nigeria. The study came to conclusion that a determined workforce needs to be develop in order to uphold organizational success and emphasizes the need for comprehensive strategy to retention, integrating technology, improving welfare, developing self-actualization and then guarantee job happiness.

Keywords: Employee Retention, Job Satisfaction, Performance, self-actualisation, technology integration, welfare policy

Workplace Cultural Trait and Performance of Globacom, South East, Nigeria (Published)

The main objective of this study is to examine the impact of workplace cultural trait on employees’ performance in Globacom, an international organisation in Nigeria. Primary data was utilised, while data was collected from 197 respondents being the sample size. The study adopted the survey research design, while the Ordinary Least Square statistical tool was used in testing of posited hypotheses. The findings revealed that, workplace cultural traits have significant impact on employees’ productivity and service delivery, being proxies for employees’ performance in Globacom Nigeria. The study therefore recommends that, Globacom Nigeria should carry out periodic audits of its workplace culture to ascertain continued relevance of the existing culture in the firm and to what extent the corporate values are shared among members of the organization. Globacom should introduce workplace culture profile like performance appraisal. This will constantly provide an in-depth analysis of the extent the various traits of culture (involvement, consistency, adaptability and mission) being practiced in the organization influence employee’s behaviour and productivity.  This implies that the culture of teamwork, information and resource sharing, continuous building of technical and professional capacities of employees should be prioritised, to improve and sustain quality service delivery.

Keywords: Globacom, Performance, workplace cultural traits

Employee Well-Being: Recognition and Non-Academic Staff Performance in Select Federal Universities, South-South Geo-Political Zone, Nigeria (Published)

Employee recognition has become essential aspect of employee well-being in work place worldwide. This is so, as it affects performance of employees in organisations. The researcher investigated, the extent which employee well-being variable, recognition affect performance of non-academic staff (PNAS) in select Federal Universities, South-South geo-political zone, Nigeria. A survey research design was employed for this study. Hypothesis was developed to guide the study. The population of 19649 non-academic staff was used. Sample size of 392 was determined from Taro Yamane method. Data were collected from structured questionnaire. Stratified and random sampling technique were adopted. Useable instruments of 380 were returned. This was analysed using descriptive statistics and linear regression. The findings indicated that a relationship existed between employee recognition and performance in terms of commitment. The results also revealed that positive and significant relationship existed between employee well-being: recognition with Beta coefficients (β) value of 0.444, at P<0.000). In conclusion, employee well-being and recognition had significant and positive effect on staff performance. It is recommended that universities should establish and maintain work culture that acknowledges employees’ achievement openly among peers, to motivate employees for superior performance.

Keywords: Employee well-being, Performance, Recognition, and non-academic staff.

Assessing the Relationship Between Performance Management and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya (Published)

County governments in Kenya were inaugurated in the year 2013 to continuously find measures that can enable them raise standards of services through practicing appropriate performance practice to deliver quality services. It has been evident that County governments have been experiencing a myriad of problems that constrain their delivery. This study aimed at assessing the relationship between performance practice and quality service Delivery among Lake Region economic bloc counties governments in Kenya. This study was anchored on objective factor theory supported by expectancy and human capital theories. The study used an explanatory design. The target population was nine hundred and eighty-five officials. A sample size of 356 through Yamane‟s (1979) sample size formula at a 95% confidence level, p=0.5 formula. Stratified and simple random sampling was used. Data collection was through questionnaire. Results for the objective performance management was positively significant in relationship to quality service delivery. The study recommended that, County government should always create an adequate performance management framework that will effectively link the performance of County government departments to their development goals.

Citation: Gordon Odongo Olala, Geoffry Kimutai and Christopher Ngacho (2022) Assessing the Relationship Between Performance Management and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya, Global Journal of Human Resource Management, Vol.10, No.6, pp.1-14,

 

Keywords: Management, Performance, Quality, Service, delivery

Covid-19 Related Stressors and Performance: The Case of Lebanese Employees During the Pandemic (Published)

In the aftermath of Covid-19 and the national lockdown, various firms and companies were obliged to operate remotely from work. This provided several challenges and opportunities to both employees and employers. The reason for carrying this study goes to this new stressful and challenging subject that took over the globe. In this study, the results for the effect of job stress related to the Covid-19 pandemic and employees’ performance in Lebanon will be discussed. The effect of the three main independent stress building factors were measured that includes: perception of safety, job insecurity, and financial loss, which in return reflect on the dependent variable or factor: employees’ performance in Lebanon. The measurement of inferences of these independent job stressors was accomplished by a Google-form survey, with a structured questionnaire. SPSS was the appropriate procedure used to make the inferences of the outcome. The revelation of the analysis depicts that there was no relationship between the perception of safety and the employees’ performance while there was a significance relationship between job insecurity, financial loss, and performance. The study shows and indicates that to reduce the stress and enhance the performance of employees, wherever possible, specifically during a crisis, working operations need to be organized by employers.

Keywords: Employee Performance, Performance, Work Stress, financial loss, job insecurity, perception of safety

Effect of Covid-19 Lockdown on Human Resource Performance on Deposit Money Banks in Yola Metropolis (Published)

The corona virus pandemic is a global challenge that adversely affected the human race in almost all strata of life especially the economic sector. It is therefore in light of the above that this study examines the effect of Covid-19 lockdown on human resources performance on deposit money banks in Nigeria with particular reference to Yola metropolis. The study adopted dual research method where survey and in-depth interview were deployed to retrieved data from the sampled population which comprises of employees and management staff of various banks in Yola metropolis. Findings of the study revealed that the Covid-19 lockdown adversely and enormously affected the operations of money deposit banks especially in the area of human resource performance as all banks were either partially or totally shutdown during the lockdown. It was also found that panic and incessant fear of the unknown affected the employees from discharging their duties even when the lockdown was lifted. The study recommended among other things that is the need for effective communication in organizations during time of uncertainty such as the outbreak of the corona virus in order to minimize or eliminate fear among employees because it has the potency to deter their performance. Furthermore, there is the need for organizations to always strategize on how to motivate and retain their employees during uncertainties times’ especially economic tumult.

Keywords: COVID-19, Effect, Human Resources, Performance, lockdown

A Synopsis of Training, Employee Retention and Performance (Published)

Training and development is essential to any firm that wants to retain employees and realize better performance. Current businesses are forced to establish training and development programs that assist in attaining required skills and competencies in the organization. But without competent employees, firms grapple with challenges of poor output and dismal performance. This conceptual study paper presents a synopsis of the linkage of training, employee retention and performance. Theories underpinning the study are human capital theory, social learning theory and theory of human resource management. Drawn from wide theoretical assumptions, opportunity to training is one of the greatest reasons to why workers stay in the organization. Employees need noble training opportunities to improve their performance and demand in the labour market. Training is seen as a major factor in contributing to employee improved performance and reduction of work related accidents. Various scholars have alluded to the fact that retained employees master the art of delivering excellent goods and services to consumers. There is need for establishment of better employee retention strategies to bond trained employees with the firm. The paper contributes to body of knowledge by providing a conceptual framework of the linkage of training, employee retention and performance which would be of beneficial to human resource practitioners and human resource policy makers. It further builds a model that will assist researchers in exploring employee retention as a mediating role in training and performance.

Keywords: Development, Employee Retention, Performance, Training

Employee Engagement and Performance of Selected Private Universities in Delta State, Nigeria (Published)

In the present turbulent and unpredictable Nigerian business environment, the non-availability of employee voice in some private universities in Delta State has made employee turnover intention a major problem. The broad objective of the study is to determine the relationship that exists between employee engagement and performance of selected private universities in Delta State, while the specific objective is to ascertain the extent to which employee voice affects turnover intention of employees in the selected private universities in Delta State. Survey research design was adopted for the study, a total population of 254 employees in the selected private universities was used for the study, and the Taro Yamane sampling technique was used in selecting the sample size of 155 employees. The data collection tool employed by the researchers was the questionnaire, while the analysis of the data was done using the Pearson product moment correlation coefficient analysis. The findings revealed that there is a significant positive relationship between employee voice and turnover intention of employees in the selected private universities in Delta State. Based on the findings, the researchers concluded that when employees have a voice on matters that affects them in the organisation, it increases employees desire to stay in such organisation. The researchers however recommended that management of private universities should provide an avenue through which employees can express their opinions on matters that affects them.

Keywords: Employee Engagement, Employee Voice, Performance, Turnover Intention

Influence of Employee Welfare Facilities on Their Performance at the Kenya Judiciary Systems in North Rift Kenya (Published)

The study examined the relationship between motivational factors and employee performance in the judiciary systems located in the North Rift Region of Kenya. Based on the study, this paper discusses the relationship between employee welfare practices and employee performance. The study employed a correlational survey design. The target population was all the 309 employees attached to the courts located in North Rift Region. Stratified random sampling was used to select 179 employees. A pilot test was done at the neighbouring Hamisi Law Courts to assess the reliability of the research instruments. The pilot study tested the face validity of the instrument which was found to be valid. Cronbach’s coefficient alpha was used to determine internal reliability of the research instruments. The Cronbach’s alpha value for the research instruments was 0.842. Both descriptive and inferential statistics were used to analyse data. Statistical significance of relationships among selected variables was determined using linear regression analysis. The study established that the motivational factors of employee welfare facilities influenced the performance of the judiciary employees. Evidence of improved performance included a reduction of case backlogs and expeditious determination of cases. Based on the findings from the study, it was recommended that the administration of the judiciary to design effective employee welfare facilities that are likely to stimulate employee efforts towards performance.

Keywords: Influence, Judiciary Employees, Kenya, Performance, Welfare Facilities

Stakeholder Role in Safety Culture and Safety Performance of Construction: A Conceptual Model (Published)

Project management in the Saudi Arabian construction industry is an activity complicated by the current widespread lack of a mature organisational safety culture, which results in a high incidence of serious and fatal accidents, making it difficult to deliver project objectives. This article addresses this major problem.  This research is therefore an attempt to verify the causal relationships and interactions between stakeholder involvement, safety culture, and safety performance in the construction industry, thus providing a better understanding, in turn, may improve safety. To achieve this objective, a conceptual model was developed to enable empirical research via responses to a questionnaire will distribute to construction organisations. The model provided in this study is a systematic approach to assess the safety culture of construction organisations and to guide them in self-assessments. The research contributes to the literature pertaining to assessments of stakeholder involvement and safety culture. Furthermore, it offers a valuable tool to government bodies and regulatory agencies for assessing their efforts in improving safety culture

Keywords: Management, Performance, Policy, Safety Culture