Effect of Training and Development on Employee Engagement in Nigerian Federal Inland Revenue Service (FIRS) (Published)
This study examines how selected training and development (T&D) components—orientation, compliance, and leadership training—influence job satisfaction among employees of the Nigerian Federal Inland Revenue Service (FIRS). Grounded in the Job Demands–Resources (JD–R) framework, the study conceptualises T&D as a job resource expected to enhance employee motivation and satisfaction. A cross-sectional survey of 447 respondents, obtained through simple random sampling from a population of 5,250 FIRS staff across twelve states, was analysed using structural equation modelling (SEM). The results indicate that orientation training (β = –0.018, p = 0.684), compliance training (β = 0.041, p = 0.452), and leadership training (β = 0.057, p = 0.317) do not significantly predict job satisfaction. Despite an acceptable predictive coefficient for the structural model (R² = 0.31), measurement analysis revealed high strong predictive capacity, but the non-significant paths suggest that these training categories do not uniquely influence satisfaction when considered alongside broader organisational factors. The findings highlight the limited motivational value of rule-based, content-dense training formats unless embedded within supportive climates. The study concludes that employee satisfaction in FIRS is influenced more by organizational factors—such as collaborative culture, psychological safety, and inclusive climate—than by formal training programs, and recommends FIRS should redesign orientation into resource-based onboarding, shift compliance training to risk-based micro-learning during work, and embed leadership development into daily routines to enhance autonomy, competence, and support, thereby improving job satisfaction and engagement.
Keywords: Compliance, Job Satisfaction, Leadership training, orientation, training and development (T&D)
Effect of Integrated Payroll and Personal Information System On Wage Fraud Control in Nigeria’s Federal Ministry of Education (Published)
This study aimed to examine the effect of the Integrated Payroll and Personnel Information System on wage fraud control in Nigeria’s Federal Ministry of Education. Specifically, it assessed the influence of biometric verification, payroll automation, real-time staff record updating, and compliance with audit protocols on reducing wage fraud. The research adopted a survey design, targeting administrative, finance, and human resource personnel from the Nigeria’s Federal Ministry of Education. A stratified random sample of respondents was selected, and data were collected through a structured questionnaire. Descriptive statistics and multiple regression analysis were employed using SPSS. Findings revealed that biometric verification and payroll automation contributed significantly to wage fraud control. However, real-time staff record updating and compliance with audit protocols did not have statistically significant effects. The study concluded that while IPPIS has improved payroll integrity through biometric and automation mechanisms, its full potential is hindered by weak implementation of real-time updates and audit compliance. This study contributes to public administration literature by empirically validating key IPPIS mechanisms in a high-risk ministry. It is recommended that government agencies enhance biometric data updates, strengthen automation infrastructure, improve training for HR and payroll staff, and enforce strict audit compliance to maximize IPPIS effectiveness. These actions will deepen anti-fraud outcomes and support sustainable public sector financial management reforms.
Keywords: Biometric, Compliance, IPPIS, wage fraud