Browsing by Author "Gabriel Oladotun OLATOYE"

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    Administrative Communication and Employee Engagement
    (LCU, 2025-04) Gabriel Oladotun OLATOYE; Moyosore O. BECKLEY; Anthony Apeh AMEDU
    In contemporary organisations, administrative communication is a vital component of managerial effectiveness, organisational cohesion, and employee performance. It encompasses the structured transmission of information within an organisation, including top-down directives, bottom-up feedback, and lateral exchanges across departments. Simultaneously, employee engagement, defined as the psychological and emotional commitment employees have to their work and organisation, has gained prominence as a key determinant of productivity, innovation, and retention. This paper examines the interplay between administrative communication and employee engagement, exploring how communication strategies impact organisational outcomes. Effective administrative communication promotes transparency, aligns individual and organisational goals, and fosters a culture of trust and collaboration. When employees are well- informed, encouraged to provide input, and feel that their contributions are valued, they are more likely to be engaged. Transparent and consistent communication helps reduce ambiguity, while feedback loops and inclusive dialogue enhance a sense of ownership and participation. The paper also discusses common challenges, such as information overload, inconsistent messaging, and resistance to upward feedback, which can hinder employee engagement. Through case studies of organisations like Google and Zappos, the paper illustrates best practices in leveraging communication to build an engaged workforce. Finally, it presents strategic recommendations for improving communication systems, including leadership visibility, manager training, and performance measurement. In conclusion, administrative communication is not merely operational; it is a strategic function that directly influences employee engagement and, by extension, organisational success.
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    Employee Psychosocial Factors, Institutional Empowerment Strategies and Service Delivery in Private Universities in Southwest, Nigeria
    (Lead City University, 2023-12) Gabriel Oladotun OLATOYE
    The private sector-led economy aims at efficiency and sustainability, but for private universities in Southwest, Nigeria, there is an observed shortfall. Previous studies focused on public universities' service delivery issues, neglecting private universities' efficiency. This study investigated influence of employee psychosocial factors and institutional empowerment strategies on service delivery of private universities in Southwest, Nigeria. It adopted descriptive research design. The employee psychosocial factors are workload, personnel autonomy and workplace relationship while institutional empowerment strategies are training, employee recognition and job security. The participants for the study were 1434 academic and non-academic staff randomly selected from private universities in Southwest, Nigeria. Three instruments; Lecturer Questionnaire, Administrator Questionnaire and Key Informant Interview were used for the study. Four research questions were answered while data collected were analysed using frequency, percentages, and multiple regression analysis at 0.05 significance level. The findings revealed a high level of service delivery, with non- academic staff demonstrating greater efficiency (x̄= 3.45) than their academic counterparts (x̄ = 3.37). Additionally, academic staff exhibited higher psychosocial factors (x̄ =3.30) compared to non-academic staff (x̄= 3.00). Institutional empowerment among non-academic staff was higher (x̄= 3.18) than that of academic personnel (x̄= 2.29). There was significant combined influence of psychosocial factors and institutional empowerment strategies on service delivery of academic staff (Adj. R2 = .967, p < 0.05) and Non-Academic Staff (Adj. R 2 = .972, p < 0.05) in private universities in Southwest, Nigeria. There was significant relative influence of psychosocial factors and institutional empowerment strategies on service delivery. There was significant difference in service delivery with secular universities having a higher mean service delivery level (x̄= 31.41) compared to faith-based universities (x̄= 30.70). It was recommended that private universities should invest in staff training, alleviate staff high workload, enhance empowerment initiatives among others. Keywords: Employee Psychosocial Factors, Institutional Empowerment Strategies, Service Delivery, Private Universities Word count: 298