Effect of Employee Competence on Employee Job Satisfaction in Federal Unity Schools in the FCT, Abuja, Nigeria (Published)
While employee competence is recognized as a pivotal determinant of workforce satisfaction: globally, its dynamics within Nigeria’s federal education sector remain insufficiently examined. This study investigates the effect of employee competence, operationalized through technical and social skills, on job satisfaction in Federal Unity Schools, Abuja, Nigeria. A descriptive survey design targeted 1,229 teaching staff across six institutions. Using Taro Yamane’s (1967) formula, 311 valid survey responses were obtained and analysed via multiple regression using SPSS Version 28. Findings reveal that both technical and social skills exert significant positive effects on employee job satisfaction, jointly explaining 69.4% of the variance (R² = 0.694). Continuous investment in educators’ professional development was recommended as being critical to sustaining workforce satisfaction. Consequently, policymakers and school administrators must institutionalize structured competence programs targeting both the technical proficiencies and interpersonal capabilities of teachers.
Keywords: Job Satisfaction, Social Skills, employee competence, technical skills, unity schools
Organisational Justice and Job Satisfaction in National Examinations Council (NECO) Headquarters, Minna, Nigeria (Published)
This paper examines the effect of organisational justice on job satisfaction among permanent staff at the National Examinations Council (NECO) headquarters, Minna, Nigeria. Drawing on equity theory, social exchange theory, and Herzberg’s two-factor theory, the study conceptualises organisational justice along three dimensions — distributive, procedural, and interactional — and investigates their individual and combined effects on employee job satisfaction. The paper synthesises findings from a cross-sectional survey administered to 210 respondents drawn through stratified random sampling from a population of 1,250 permanent staff. Data were collected using Colquitt’s (2001) Organisational Justice Scale and an adapted version of the Minnesota Satisfaction Questionnaire (MSQ), with all items measured on a five-point Likert scale. Descriptive results reveal that interactional justice recorded the highest mean score (M = 3.45), followed by job satisfaction (M = 3.21), procedural justice (M = 3.12), and distributive justice (M = 2.98), all within the moderate range. Simple and multiple linear regression analyses demonstrate that all three justice dimensions significantly predict job satisfaction individually, and that together they account for a substantial proportion of variance in satisfaction scores. Interactional justice emerges as the strongest individual predictor, consistent with the hierarchical authority structures prevalent in Nigerian public sector organisations. The paper contributes original empirical evidence to a hitherto under-examined institutional context and provides actionable recommendations for improving justice-related management practices within NECO and analogous federal agencies.
Keywords: Interactional Justice, Job Satisfaction, NECO, Nigerian public sector, Organisational Justice, Procedural Justice, distributive justice
Effect of Emotional Intelligence On Job Satisfaction in Federal Unity Schools, FCT, Abuja, Nigeria (Published)
Addressing persistent teacher attrition and low morale, this study examined the impact of emotional intelligence (EI) on job satisfaction among teachers in Federal Unity Schools, Abuja. Specifically, it assessed how self-awareness and self-regulation influence workplace fulfillment. Using a descriptive survey design, data were collected via structured questionnaires from 332 teaching staff across six institutions, selected through stratified sampling and Bowley’s formula. Analysis using Pearson correlation and multiple regression (SPSS v.28) revealed a near-perfect positive relationship between EI and job satisfaction (R=0.973). Both self-awareness (β=0.471, p<0.05) and self-regulation (β=0.446, p<0.05) emerged as significant predictors, collectively accounting for 94.7% of the variance in satisfaction levels. The study concludes that EI is a critical psychological resource for professional resilience. Key recommendations include integrating EI training into professional development and fostering supportive institutional environments to improve teacher retention and well-being.
Keywords: Emotional Intelligence, Job Satisfaction, Self-Awareness, federal unity schools, self-regulation, teacher well-being
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)
Compensation Administration and Employee’s Performance Among Private Universities in North Central Nigeria (Published)
Compensation plays an important role in determining employees’ job satisfaction and thus performance. The perception of being paid what one is worth predicts job satisfaction. However, it is not clear the influence compensation has on employee’s performance to cause the many stand offs. This study therefore sought to establish the effects of compensation on employees’ performance in private universities in north-central, Nigeria. The objective of the study was to explore the impact of compensation administration on employee’s performance in Private Universities in North Central Nigeria. The study employed a descriptive research design. Finite Sample size Determination formula and Simple random sampling was used to select a sample size of 1312 employees drawn from the target population of 1,903. Responses were collected through administration of questionnaire. The validity and reliability of the questionnaire was enhanced through a pilot study carried out in selected private universities. To ensure the validity of the instruments, both face and content validity was used. Data collected was categorized coded and then tabulated using SPSS. The qualitative data was analysed using descriptive statistics and multiple regression analysis. The study established that competitive salaries, indirect compensation and non-financial compensation had a positive and significant influence on employees’ performance. The study concludes that a competitive salary package can improve employee motivation, reduce employee turnover and increase productivity, incentive plans motivate workers for higher efficiency and productivity. It can improve the work-flow and work methods, indirect compensation is a non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organization and that that employees become more engaged when their performance is properly recognized by their employer. The study recommends that Employee performance can be influenced by the universities administration by communicating to the employees that they value their contribution and also encouraging employee participation in the decision-making process of the compensation administration system at the universities. When employees feel that their opinions are valued at the organizations they work, they tend to exhibit loyalty and commitment due to the sense of belongingness and trust from the management.
Keywords: Job Satisfaction, compensation administration, direct financial compensation, indirect financial compensation
Effect of Recruitment and Selection Practices on Job Satisfaction of Security Personnel in Public Secondary Schools in Baringo County, Kenya (Published)
Security officers are part of the non-teaching staff in schools and school managers expect them to be productive, dedicated, disciplined and committed to their work. Studies carried out in other countries have revealed that human resource management practices have profound effects on the job satisfaction of security personnel. Therefore, the purpose of this study was to examine the effect of human resource management practices on the job satisfaction of security personnel in public secondary schools in Baringo County, Kenya. This paper presents and discusses the research findings on the effect of recruitment and selection practices on job satisfaction of security personnel in public secondary schools in Baringo County. It targeted 508 security personnel and 169 principals in public secondary schools in Baringo County. Slovin’s formula was used to get the sample of 224 security personnel. Random sampling technique was used to select 10% of the school principals to participate in the study. A questionnaire and an interview guide were used to collect data. These research tools were validated and then tested for reliability. Cronbach Alpha was used to test reliability. The reliability of the instrument was 0.788, which was above the 0.70 threshold of acceptable reliability. Qualitative data was analysed thematically based on the objectives. Quantitative data was collected and analysed by use of both descriptive (means, percentages as well as frequencies) and inferential statistics. The inferential statistics comprised Pearson product moment correlation and multiple linear regression. The results from the research revealed that recruitment and selection practices (β2=0.322, p<0.05) had significant effect on security personnel’s job satisfaction. Therefore, recruitment and selection practices were found to be major predictors of job satisfaction. The researcher concluded that the Recruitment and selection practices were significant determinants of security personnel’s job satisfaction. It is therefore recommended that school Boards of Management should clarify the requisite skills and qualification for security personnel. They should advertise vacancies for security jobs and avoid recruiting personnel only from the school neighbourhood. They should ensure they select the right candidates for the right job.
Keywords: Baringo County, Effect, Job Satisfaction, Kenya, Public Secondary Schools, Recruitment, security personnel, selection practices
Leader Mindfulness and Employee Work Attitudes in Public Agencies in Port Harcourt (Published)
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Keywords: Affective Commitment, Employee Work Attitudes, Job Involvement, Job Satisfaction, Leader Mindfulness, Metaphysics, Social Realities
Exploring the Relationship between HR Practices and Organizational Commitment in Egyptian Organizations: The Mediating Effect of Job Satisfaction (Published)
Organizational commitment is regarded as the strongest motivator for all employees` positive outcomes. HR practices aim at directing the organization towards positive individual and organizational outcomes. HR practices influence organizational performance through satisfying employees` needs, which is argued to generate favourable HRM outcomes such as, job satisfaction and organizational commitment. Despite the concern with studying the positive impact of HR practices, few studies have explained the reasons behind these outcomes. The present study aims at exploring the impact of HR practices on employees` organizational commitment. The study investigates whether job satisfaction mediates the relationship between HR practice and organizational commitment. The study was conducted at the three public foreign trade companies in Egypt. Questionnaires were used for data collection (N=362). Findings provide evidence that job satisfaction mediates the relationship between HR practices and organizational commitment. HR practices and organizational commitment were found to affect the three types of commitment (affective, continuance, and commitment). Also, the study provides evidence that demographic factors cause differences in employees` perceptions of HR practices, job satisfaction, and organizational commitment.
Keywords: HR practices, Job Satisfaction, Organizational Commitment
Job Satisfaction in North East Nigeria: A Descriptive Study on Government Sector Employees (Published)
The paper deals with the attitudinal elements of job satisfaction among government employees of North Eastern Nigeria. Job satisfaction is a key issue worldwide as it affects the productivity and overall growth of an organization. To investigate the effects of myriads factors of job satisfaction and various other independent variables on overall job satisfaction of employees, the study drew participants through convenience sampling. The results were analyzed through statistical procedures like Cronbach’s Alpha, Simple regression, Pearson correlations (bivariate) and K independent samples median test along with simple means, standard deviation and percentages. Organizational prestige emerged as the most satisfying aspect among the participants, while except age, education and gender played no role in job satisfaction among the employees of this region.
Keywords: Employees, Government Sector, Job Satisfaction, Nigeria
FACTORS INFLUENCING JOB SATISFACTION OF THE EMPLOYEES OF TANNERY INDUSTRY IN BANGLADESH (Published)
The tannery industry is one of the major raw material and finished good supplier industries which have a significant impact on economy of Bangladesh. The main objective of this study is to evaluate the factors which are responsible for influencing employees’ job satisfaction. The analysis of this study revealed that salary and incentive are the most important factors for influencing job satisfaction of employees. Salary is most important, but working condition, supervisor supports, appraisal technique, work training, grievance handling, safety provision, and work life balance are crucial factors for determining employees’ job satisfaction. This paper draws relationship among various factors and presents a conclusion with a suggestion for improving employees’ job satisfaction level.
Keywords: Appraisal Technique, Bangladesh, Job Satisfaction, Salary & Incentive, Supervisor Support, Tannery, Work Life Balance, Work Training, Working Condition