Department of Office & Information Management

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    Information Communication Technology Use, Organisational Support and Work Engagement of Office Administrators in Universities, Osun State, Nigeria
    (Lead City University, Ibadan, 2025-12) Temilade Oluwaseyi WINDAPO
    The study investigates Information Communication Technology (ICT) use, organisational support and work engagement of office administrators in universities, Osun State, Nigeria. Descriptive survey research design was adopted for the study ,and the population comprised 261 office administrators in universities, Osun State, Nigeria. The sample size was 261which was determined using total enumeration technique. The questionnaire was used for data collection; and the reliability test of the instrument was work engagement = 0.90; Information and Communication Technology use = 0.84;and organizational support=0.82.Data was analysed using descriptive and inferential statistics. Findings showed that the level of work engagement among office administrators in universities in Osun State is high x( 3.01).The level of ICT use among office administrators was moderate x( 2.96).The level of organisational support for office administrators was high x( 3.11). There was significant influence of ICT use on work engagement of office administrators (F(1,259)=143.479,p<0.05).There was significant influence of organisational support on work engagement of office administrators (F(1,259)=16.821,p<0.05).There was a significant combined influence of ICT use and organisational support on work engagement of office administrators (F(2, 258) =83.441, p<0.05). The study concluded that Information Communication Technology (ICT) use, organisational support predicts work engagement of office administrators in universities, Osun State, Nigeria. It was recommended that to enhance the level of work engagement, office administrators should be empowered by giving them the authority to make certain decisions within their scope of work. They should be involved in institutional planning and policy discussions where their expertise can contribute meaningfully. Keywords: Information Communication Technology Use, Organisational support, Work engagement, Office administrators, Osun State WordCount:260
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    Teaching Methods, Self-Efficacy and Students’ Perceived Performance in Shorthand in Public Polytechnics in Southwest, Nigeria
    (Lead City University Ibadan, 2025) Simiat Adeyinka OLOPETE
    This study investigated the teaching methods, self-efficacy and Students’ Perceived Performance in shorthand in public polytechnic, southwest Nigeria. A descriptive survey design was employed, and respondents were selected from a population of 4,244 using Taro Yamane’s formula. Data were collected through a structured questionnaire and analyzed using Descriptive and Inferential Statistics, including Regression Analysis. Findings revealed that Students’ Perceived Performance in shorthand was generally low, with a grand mean score of 2.13 across the sub-constructs of autonomy, competence, and relatedness. Teaching methods show that traditional teaching methods such as dictation, transcription, and repetitive drills remain the most commonly used instructional approach in shorthand classes. Self-efficacy exerted a stronger and statistically significant influence on perceived performance than teaching methods (R = .764, R² = .584, p < .001). Regression analysis revealed that teaching methods had a statistically significant influence on students’ perceived shorthand performance (R = .568, R² = .323, F(1,356) = 169.611, p < .001). A multiple regression analysis combining both variables showed a strong joint influence on perceived performance (R = .792, R² = .629, F(2,355) = 301.301, p < .001). Together, teaching methods and self-efficacy accounted for 62.9% of the variance in performance outcomes. The standardized beta coefficients (β = .247 for teaching methods and β = .640 for self-efficacy) revealed that while both are significant predictors, self efficacy remains the stronger determinant. The study concludes that Students’ Perceived Performance in shorthand, public polytechnics Southwest Nigeria is jointly influenced by teaching methods and self-efficacy beliefs. In line with Bandura’s Social Cognitive Theory and Constructivist Learning Theory, learning occurs optimally when cognitive belief and instructional context interact positively. Keywords: Teaching Methods, Self-Efficacy, Perceived Performance, Technology Enhanced Learning, Authentic Learning. Word count: 271
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    Data Handling Stages, Access Control and Information Security Practice among Non-Academic Staff in State-owned Polytechnics, Oyo State, Nigeria
    (Lead City University Ibadan, 2025-12) Ibrahim Sunday, OYEKOLA
    Information security serves as the strategic effort to shield data from threats that could compromise its privacy, accuracy, and accessibility. This study investigated the influence of data handling stages, access control and information security practices among Non-Academic staff in Oyo State–owned polytechnics, Nigeria. Traid CIA model, Record Continuum Model and Role-Based Access Control Model guided the study. The study used a descriptive survey design, for the population of 1109. The sample size for the study is 285 which was derived using Krejcie and Morgan sample size table and stratified sampling techniques was employed. Primary tools for data collection was a structured questionnaires which was administered among the non-academic staff of The Polytechnic, Ibadan; Adeseun Ogundoyin Polytechnic, Eruwa; The Oke-Ogun Polytechnic, Saki; after which 272 valid responses were analyzed using SPSS. Descriptive results showed a high level of information security practice x = 3.10, a high implementation of data handling stages x = 2.89, and a high level of access control compliance x = 3.1. Multiple regression revealed that data handling stages and access control significantly predicted information security practice (R = .700, R² = .490, F(2,269) = 129.311, p < .001). Access control was the main predictor (β = .655, t = 14.438, p < .001), while data handling stages made a smaller but significant contribution (β = .125, t = 2.752, p = .006). The findings indicate that strong role and permission management substantially enhance confidentiality, integrity, and availability of institutional records, whereas gaps in systematic classification, archiving, monitoring of system use, and control of unauthorized software weaken overall resilience. The study concludes and recommended that strengthening access control mechanisms, institutionalizing clear data-handling procedures, instituting regular training and periodic user-access reviews will substantially improve information security among registry staff. Keywords: Information security practice, Data handling stages, Access control, Non-Academic staff, Oyo State Word count: 290
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    Emotional Intelligence, Leadership Effectiveness and Employees’ Wellbeing of Secretaries in Government Secretariat, Ibadan, Oyo State
    (Lead City University Ibadan, 2025-12) Omowunmi AGBEJULE
    This study examined the influence of emotional intelligence and leadership effectiveness on employees’ wellbeing among secretaries in the Government Secretariat, Oyo State, Nigeria. The purpose was to determine how emotional intelligence dimensions through Daniel Goleman’s Emotional Intelligence Model (self-awareness, self-regulation, social awareness, and relationship management) and leadership effectiveness factors through Thomas Carlyle’s Trait Theory of Leadership (1840s) (self-confidence, integrity, adaptability, and motivation) predict employees’ wellbeing, defined in terms Martin Seligman PERMA Well-being Model (2011) positive emotions, engagement, relationships, meaning, and accomplishment. The study addressed a gap in existing literature by considering the combined effect of these two constructs on wellbeing in Government Secretariat, Oyo State. The research employed a descriptive survey design with a population of 205 secretaries. Using total enumeration, 205 copies of questionnaire were administered, from which 169 respondents responded accurately, while 36 were inappropriately filled. Data were collected using a validated questionnaire with reliability coefficients of 0.894, 0.811 and 0.788, respectively. Analysis involved descriptive statistics and Multiple Regression techniques. Findings revealed that emotional intelligence had a significant positive influence on employees’ wellbeing (R = 0.756, R² = 0.572, F(4,164) = 54.73, p < 0.05), while leadership effectiveness also significantly influenced wellbeing (R = 0.698, R² = 0.487, F(4,164) = 47.21, p < 0.05). Furthermore, the combined effect of emotional intelligence and leadership effectiveness accounted for 70.9% of the variance in wellbeing (R = 0.842, R² = 0.709, F(8,160) = 48.65, p < 0.05). The study concluded that both emotional intelligence and effective leadership are strong determinants of employees’ wellbeing. It is recommended that organisations institutionalise continuous emotional intelligence and leadership development programs for secretaries to improve welfare, motivation, and productivity. Keywords: Emotional Intelligence, Leadership Effectiveness, Wellbeing of Secretaries, Government Secretariat, Oyo State Word Count: 273
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    Work Ethics, Emotional Intelligence and Research Productivity of Office Technology and Management Lecturers in Public Polytechnics, South West, Nigeria
    (Lead City University Ibadan, 2025-12) Oluwamuyiwa Oluwatobi OLUWAJI
    Research is the bedrock of any viable long lasting and sustainable development. Polytechnics are shouldered with technical aspect of the human life and to be effective, research becomes pivotal even among office technology lecturers. However, research productivity cannot stand alone as there are factors that influences it. On this premise, this study investigated the influence of work ethics and emotional intelligence on the research productivity of Office Technology and Management (OTM) lecturers in public polytechnics in South West, Nigeria. Adopting a descriptive survey research design and total enumeration, data was collected from a population of (102) OTM lecturers through a structured questionnaire with Cronbach alpha of 0.7, 0.83 and 0.85 across selected public polytechnics. The study was anchored on Bland’s model of research, J.S. Mills and Daniel Goleman’s emotional intelligence theories. Descriptive and inferential statistical analyses, including regression, were used to analyze the data collected from a response rate of 77%. The findings revealed a high level of research productivity (Mean=3.5) among the respondents, alongside a high level of adherence to work ethics (Mean=3.5) and emotional intelligence (Mean=3.5). More importantly, the study found that work ethics (Adj. R2 = 0. 269, F (1,77) = 29.773, p = 0.000b) and emotional intelligence (Adj. R2 = 0. 195, F(1,77) = 19.931, p = 0.000b) are significant and positive predictors of research productivity. The combined influence of both variables (Adj. R2 = 0. 282, F(2,76) = 16.343, p = 0.000b) was also found to be statistically significant, indicating that lecturers who exhibit strong ethical conduct and emotional competence are more likely to be productive in their research activities. The study concludes that fostering a culture of ethical responsibility and emotional intelligence among lecturers is critical to enhancing research performance in polytechnic education. The researcher recommends institutional interventions such as continuous professional development, emotional intelligence training, and reinforcement of ethical standards to sustain and improve research output. Keywords: Emotional Intelligence, Office Technology and Management, Public Polytechnics, Research Productivity, Work Ethics. Wordcount: 313
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    Work Ethics,Artificial Intelligence Usage and Office Managers' Productivity in Public Universities, Osun State, Nigeria
    (Lead City University Ibadan, 2025-12) Mary Oluwafunmilayo OLOWOOKERE
    Productivity is central to effective university administration, where office managers coordinate institutional operations and ensure timely task execution. Their productivity is shaped by multiple factors, notably adherence to professional ethics and the adoption of emerging technologies. This study examined the influence of work ethics and Artificial Intelligence (AI) usage on the productivity of office managers in public universities in Osun State, Nigeria. A descriptive survey design was employed, and data were collected from 183 respondents using a structured questionnaire. The instrument’s reliability was confirmed with a Cronbach’s alpha coefficient of 0.937, obtained from a pilot study involving 21 respondents. Data were analyzed using descriptive and inferential statistics, including regression analyses. Findings revealed a high level of productivity among office managers across the input, process, and output dimensions (Grand Mean = 3.45). Respondents demonstrated strong adherence to work ethics in terms of duty compliance and rule integrity (Grand Mean = 3.60), while AI usage, measured by perceived usefulness and perceived ease of use, was moderate but appreciable (Grand Mean = 3.20). Regression analysis showed that work ethics (Adjusted R² = .509, F(1,181) = 189.541, p < 0.05) significantly and positively predicted productivity, while AI usage (Adjusted R² = .142, F(1,181) = 31.001, p < 0.05) also had a significant but smaller effect. The combined influence of work ethics and AI usage (Adjusted R² = .534, F(2,180) = 105.395, p < 0.05) was equally significant, indicating that office managers who uphold strong ethical standards and effectively utilize AI tools are the most productive. The study concludes that fostering ethical responsibility alongside AI adoption is vital to enhancing office managers’ productivity in public universities in Osun State. It recommends continuous ethics training, AI capacity-building workshops, and institutional policies that reinforce ethical compliance and technological integration. Keywords: AI Usage, Input-Process-Output Model, Office Managers, Productivity, Public Universities, Work Ethics, Nigeria. Word count: 298
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    Organisational Climate, Emotional Intelligence and Job Performance of Secretaries in Local Governments Areas, Ogun State, Nigeria
    (Lead City University Ibadan, 2025-12) Morenike Abidemi IDURU
    Job Performance of secretaries in organisations has become worrisome to local government administrators and researchers. The level of Organisational Climate, Emotional Intelligence on Job Performance among secretaries in most organisations including local government in Nigeria, and some African Countries is perceived by stakeholders (employers of labour and local government administrators) to be low compared to what is obtainable among other employees in other organisations. The study, therefore, examined the influence of Organisational Climate, Emotional Intelligence and Job Performance of secretaries in local government areas in Ogun State, Nigeria. The study was anchored by Triarchy Model of Job Performance. The descriptive survey design was adopted for the study. The population of the study comprised 110 secretaries in all the local government areas in Ogun State. The sample size was 110 because the study adopted total enumeration technique. A structured questionnaire with face and content validity was used for data collection and the reliability test of the results revealed: Job Performance =0.87;Organisational Climate=0.81; and Emotional Intelligence = 0.84. Data were analysed using descriptive and inferential statistics. Findings showed that the level of Job Performance of secretaries was moderate x( 2.98). The level of Emotional Intelligence of secretaries was high x( 3.06). The level of Organisational Climate among secretaries was high x( 3.07). There was significant influence of Organisational Climate on Job Performance of secretaries (F (1, 102) = 33.519,p<0.05). There was significant influence of Emotional Intelligence on Job Performance of secretaries (F (1, 102) =6.611,p<0.05). There was a significant combined influence of Organisational Climate and Emotional Intelligence on Job Performance of secretaries (F(2,101)=18.717,p<0.05).The findings corroborate a study that used a descriptive survey and simple random sampling to evaluate the effects of Organizational Climate, Emotional Intelligence on Job Performance among employees. The findings corroborate a study that used a descriptive survey and simple random sampling to evaluate the effects of Organizational Climate, Emotional Intelligence on Job Performance among employees. The study concluded that Organisational Climate and Emotional Intelligence had significant influence on Job Performance of secretaries in local government areas in Ogun State, Nigeria. It was recommended that the head of the local governments should provide an enabling environment where tasks assigned to secretaries could be completed efficiently and meet the expected standards. Keywords: Organisational Climate, Emotional Intelligence, Job performance, Secretaries, Local government, Ogun State Word Count: 300
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    Knowledge Management Practices, Digital Competence and Administrative Effectiveness of Secretaries in Private Universities, Osun State, Nigeria
    (Lead City University Ibadan, 2025-12) Fustina Ebunoluwa LAWAL
    This study investigated the influence of knowledge management practices and digital competence on the administrative effectiveness of secretaries in private universities in Osun State, Nigeria. The research was motivated by the increasing need for secretaries to integrate structured knowledge systems and digital skills to meet the demands of modern administrative roles. The study covered secretarial staff across seven private universities, with a total population of 172. A total enumeration method was adopted, and 130 valid questionnaires were retrieved for analysis. Descriptive statistics and regression analysis were employed to test the research hypotheses. The descriptive statistics revealed a high level of administrative effectiveness among secretaries, with a grand mean of 3.89. Knowledge management practices were also prevalent (grand mean = 3.76), indicating active engagement in documentation, sharing, and utilization of institutional knowledge. Digital competence recorded a grand mean of 3.83, reflecting strong proficiency in using digital tools and platforms. The regression results revealed that knowledge management practices significantly influence administrative effectiveness (β = 0.335, p < 0.05), leading to the rejection of H01. This indicates that effective knowledge documentation, sharing, and utilization enhance the productivity and decision-making of secretarial staff. Similarly, digital competence was discovered to have a significant positive effect on administrative effectiveness (β = 0.421, p < 0.05), resulting in the rejection of H02. This suggests that digital proficiency enables secretaries to handle modern office technologies, streamline workflows, and improve adaptability. Furthermore, the combined regression analysis showed that knowledge management practices and digital competence jointly accounted for 62% of the variance in administrative effectiveness (R² = 0.62, p < 0.05), thereby rejecting H03. The study concluded that administrative effectiveness among secretaries is significantly enhanced by structured knowledge management and digital proficiency. Secretaries equipped with both competencies are better positioned to support institutional goals, streamline workflows, and adapt to evolving administrative demands. It is recommended that institutions invest in digital training and formal knowledge systems to empower secretaries for optimal performance. Keywords: Knowledge Management Practices, Digital Competence, Administrative Effectiveness, Secretary, Private Universities. Word Count: 330
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    Office Automation System Usage, Records Management Practices and Job Performance of Office Managers in Public Polytechnics, Ekiti State, Nigeria
    (Lead City University, Ibadan, 2025-12) Ronke Temitope DADA
    Office automation and records management are increasingly recognized as critical drivers of efficiency and productivity in educational institutions. Public polytechnics in Nigeria, rely heavily on effective administrative practices to enhance institutional outcomes. However, the extent to which office automation system usage and records management influence the job performance of office managers remains underexplored within the polytechnic context. This study investigated the influence of office automation system usage and records management on the job performance of office managers in public polytechnics in Ekiti State. A cross-sectional survey research design was employed, with copies of structured questionnaires administered to all the 106 office managers across Public Polytechnics in Ekiti State. The study was anchored on Campbell’s theory of Job Performance, Davis’s theory of Technology Acceptance and Upward’s Record’s Continuum. Frequency count and mean were used to analyze research questions while linear regression was used to test hypotheses. Findings revealed a very high level of job performance among respondents (Mean = 3.5), alongside high levels of office automation usage (Mean = 3.5) and records management practices (Mean = 3.5). Regression results indicated that office automation system usage (Adj. R² = 0.449, F(1,104) = value, p < 0.05) and records management (Adj. R² = 0.666, F(1,104) = value, p < 0.05) were significant predictors of job performance. Their combined influence was also statistically significant (Adj. R² = 0.719, F(2,103) = value, p < 0.05), confirming that office managers who effectively utilize automation tools and maintain robust records management practices are more productive in their roles. The study concludes that integrating office automation systems and effective records management practices significantly enhances the job performance of office managers in public polytechnics. The study recommends provision of adequate technological tools, and strict adherence to standardized records management policies as key institutional strategies for sustaining efficiency and effectiveness. Keywords: Job Performance, Office Automation, Office Managers, Public Polytechnics, Records Management Word count: 300
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    Information Communication Technology (ICT) Use, Capacity Building and Service Quality of Secretaries in Universities, Osun State, Nigeria
    (Lead City University, Ibadan, 2025-12) Abimbola Abosede BABAWALE
    The quality of service delivered by secretaries is highly important as they can affect the effectiveness of their principals as well as the achievement of overall goal of tertiary institutions. However, there are various factors that determine service quality among secretaries. In line with this, the study examines the influence of ICT skills and Capacity Building on service quality of secretaries in Osun State universities. The study is guided by a theoretical framework which combined the SERVQUAL model, the unified theory of acceptance and use of technology, and human capacity theory. The population of this study include four hundred and twenty-four (424) secretaries in universities in Osun State, Nigeria. The descriptive survey research method was adopted with a total enumeration of the sample. The research instrument was a structured questionnaire adapted from theories and previous studies. Data analysis was conducted using descriptive and inferential statistics. The results showed a high level of service quality (Mean =3.75), high level of ICT skills (Mean =3.63), and high exposure to capacity building (Mean =3.60), among the respondents. The test of hypothesis also revealed that ICT skills is strong predictor of service quality (R2 =0.434; p < 0.05). Capacity building was also found to exercise a significant influence on service quality among the respondents quality (R2 =0.393; p < 0.05). In addition, there is a combined significant influence of both ICT skills and capacity building on service quality (Adj R2 = 0.479; F(2 , 193) = = 90.533, p< 0.05). The study concluded that optimal service quality among secretaries is best achieved when ICT skills development and capacity building are both robust and supported by enabling institutional environments. It was therefore recommended that universities should incorporate reliability-related Key Performance Indicators (KPIs) into performance appraisal of secretaries to incentivize accuracy. Keywords: Capacity building, Employee motivation, ICT skills, Service quality, Organisational Performance, Word Count: 242
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    Information Handling Capability, Emotional Intelligence and Service Quality of Secretaries in Public Teaching Hospitals, Oyo State, Nigeria
    (Lead City University, Ibadan, 2025-12) Grace Olusola ALUKO
    Service quality delivered by secretaries is critical for effective operation and efficient administrative support within public teaching hospitals. Service quality, however, is shaped by several underlying factors. This study examined the relationship between information handling capability, emotional intelligence, and service quality by secretaries in public teaching hospitals in Oyo State, Nigeria. A descriptive survey design was employed, targeting secretaries from the two public teaching hospitals in the state. The study was anchored on SERVQUAL Theory, Frank Upward’s Record Life Cycle Theory, and Goleman’s Emotional Intelligence Theory. Data were gathered through structured questionnaires administered to all secretaries, and the results were analyzed using Pearson correlation and multiple regression. The findings revealed high levels of service quality (Mean = 3.3), information handling capability (Mean = 3.2), and emotional intelligence (Mean = 3.0) among respondents. Statistical analysis showed that both information handling capability (Adj R² = .517, F(1,110) = 119.701, p = .000) and emotional intelligence (Adj R² = .492, F(1,110) = 108.318, p = .000) significantly predicted service quality. When considered together, the two factors contributed substantially to service quality (Adj R² = .576, F(2,109) = 76.325, p < 0.05), explaining 57.6% of the variance. The study concluded that information handling capability and emotional intelligence are critical determinants of service quality among secretaries in public teaching hospitals. The findings showed that secretaries who exhibit high level of information handling capability and emotional competence are more likely to deliver quality service. It recommended continuous professional development and targeted emotional intelligence training to improve secretaries’ performance and enhance administrative effectiveness in healthcare. Overall, the findings enrich existing literature on service quality and administrative efficiency in healthcare management. Keywords: Emotional Intelligence, Information Handling Capability, Public Teaching Hospitals, Oyo State, Secretaries, Service Quality. Word Count: 273
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    Organisational Culture, Emotional Intelligence and Work Ethics of Office Managers in Private Universities, Osun State, Nigeria
    (Lead City University, Ibadan, 2025-12) Adebimpe Sakirat, AKANDE
    This research explores the critical determinants of work ethics, a deep-seated commitment to one's duties that drives trust and quality, among office managers in private universities in Osun State, Nigeria. The study specifically aimed to determine the extent of work ethics, organisational culture, and emotional intelligence practices. It further sought to analyze the individual and combined influence of organisational culture and emotional intelligence on the work ethics of these key administrative personnel. The research employed a descriptive survey design to obtain quantitative data systematically. The target population comprised office managers in selected Osun State's private universities. A sample of 160 office managers was selected using stratified random sampling to ensure representativeness across the institutions. A formal questionnaire served as the primary data collection instrument. Its reliability using Cronbach's Alpha, which confirmed strong internal consistency. Data analysis was performed using descriptive statistics (mean, standard deviation) to address the research questions. The study's hypotheses were tested using both simple and Multiple regression analyses at a 0.05 significance level. The results demonstrated that Organisational culture had a significant influence (R = 0.612, R 2 = 0.375, F = 95.317, p < 0.05) on work ethics of office managers; emotional intelligence was also significant (R = 0.583, R 2 = 0.340, F = 81.294, p < 0.05) crucially, the combined influence of both factors was found to be statistically significant. The study concluded that these variables are paramount in shaping ethical conduct and strongly recommends that university management institutionalize robust organisational cultures rooted in integrity and accountability. Therefore, it is recommend that prioritizing comprehensive emotional intelligence training for office managers to reinforce and sustain a culture of high ethical standards Keywords: Emotional Intelligence, Office Managers, Organizational Culture, Work Ethics, Private University Wordcount: 276
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    Digital Communication, Organisational Support and Office Administrators’ Engagement in Federal Health Establishments, Lagos State, Nigeria
    (Lead City University, Ibadan, 2025-12) Josephine Motunrayo AJAYI
    Improving digital communication and organisational support is key to fostering a committed and productive administrative workforce, ultimately enhancing public health service delivery. This study adopted a descriptive survey design to examine the influence of digital communication and organisational support on employee engagement among office administrators in federal health establishments across Lagos State, Nigeria. Guided by Self-Determination Theory, Media Richness Theory, and Organisational Support Theory, the study utilized a structured questionnaire as its instrument, which demonstrated strong reliability with Cronbach’s alpha values of 0.87 for digital communication, 0.82 for organisational support, and 0.85 for employee engagement. To address the first research question, which explored the extent to which digital communication affects employee engagement, descriptive statistics revealed a moderately high perception of digital communication with a mean score of 3.10. Regression analysis showed that digital communication significantly influenced employee engagement, with a standardized beta coefficient of 0.313 at a significance level of p < 0.001. The second research question examined the impact of organisational support on employee engagement. Respondents reported a moderately high perception of organisational support with a mean score of 3.04. Regression analysis indicated that organisational support had a stronger predictive effect on employee engagement, with a standardized beta coefficient of 0.464, also significant at p < 0.001. Hypotheses were tested using multiple regression analysis, and the combined model revealed that digital communication and organisational support jointly predicted employee engagement, accounting for 48.3% of the variance (R² = 0.483) at the 0.05 significance level. In conclusion, both digital communication and organisational support play vital roles in enhancing employee engagement. Therefore, hospital management boards and human resource departments should invest in digital infrastructure and training, while federal health administrators must implement fair policies, recognition systems, and supportive leadership practices to improve administrative effectiveness and public health service delivery. Keywords: employee engagement, digital communication, organisational support, office administrators, federal health establishments Word Count: 297
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    Workplace Democracy, Professional Development and Administrative Effectiveness of Office Managers in Public Universities, Osun State, Nigeria
    (Lead City University, Ibadan, 2025-12) Comfort Iyabo ADELEKE
    There has been some concern over the administrative effectiveness of Office Manager in public universities, Osun State, Nigeria due to some observed inefficiencies, such as poor work output and unhealthy relationships with some bosses or students. This study, therefore, investigated the influence of workplace democracy and professional development on the administrative effectiveness of office managers in public universities, Osun State, Nigeria. A descriptive survey research design was adopted. The population was 238 office managers, which also served as the sample. Data were collected using questionnaire, and were analysed using descriptive and inferential statistics. Findings showed levels of high office managers’ administrative effectiveness; level of workplace democracy experienced; and level of professional development enjoyed had means of 3.7, 3.4 and 3.6 respectively. The study revealed that both workplace democracy and professional development significantly influenced administrative effectiveness of office managers ((Adj R2 =0.678, p≤0.05) and (Adj R2 =0.526, p≤0.05) respectively. When combined, workplace democracy and professional development had a stronger positive and significant influence on administrative effectiveness of office managers (Adj R2 =0.794, p≤0.05), underscoring their complementary and mutually reinforcing effect. The study concluded that office managers in public universities, Osun State are effective, but this could be improved when democratic workplace practices professional development opportunities are increased. This would equip staff with the technical and interpersonal skills for effective delivery and also creates an enabling environment where such skills can be applied meaningfully. The study recommended that Nigerian universities institutionalize participatory management and invest in continuous capacity-building programmes to improve administrative effectiveness and strengthening institutional governance Keywords: Workplace democracy, Professional development, Administrative effectiveness, Office managers, Public University. Word Count: 268
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    Mentoring Relationships, Lifelong Learning Strategies and Research Competence of Office Technology and Management Teaching Staff in Public Polytechnics in Southwest, Nigeria
    (Lead City University, Ibadan, 2025-12) Oluwakemi Esther IBIRONKE
    Research at higher education institutions is crucial for genesis, discovery, invention, and creation of new knowledge. However, research competence among Office Technology & Management (OTM) teaching staff in public polytechnics in southwest Nigeria is declining, affecting educational quality and institutional reputation. This decline may hinder academic mobility, credential recognition, and resource allocation, thus affecting Nigeria's socioeconomic development. This study therefore examined the influence of mentoring relationships (MR) and lifelong learning strategies (LLS) on research competence (RC) of OTM teaching staff in public polytechnics in Southwest Nigeria. Convergent parallel mixed-method design was employed using adapted questionnaire and focus group interviews for data collection. A cross-sectional survey approach was adapted for the quantitative phase of the study, involving 106 OTM teaching staff selected using total enumeration sampling from all 12 polytechnics in the southwestern region where OTM programme is being offered. In addition, the qualitative phase utilised semi-structured focus group interviews with 11 Heads of OTM departments, who were purposively selected to obtain a deeper understanding of the variables in the study. To achieve this, two sections of group interviews were conducted where participants were interviewed online through Microsoft Teams and each section lasted for 50 to 60 minutes. A validated survey instrument used to gather data. The reliability coefficients for the three variables are 0.807, 0.826 and 0.891 respectively. Survey data were analysed using descriptive and inferential statistics, employing multiple regression analysis at a 0.05 significance level to test three null hypotheses, while the interview data was conducted through thematic analysis with emerging themes to better explain each variable. The descriptive results show that there was a moderate level of research competence among the OTM teaching staff in the selected polytechnics. The initiation stage emerged the most dominant mentoring relationship phases practised while active experimentation appeared as the most prevalent strategy for lifelong learning among the OTM teaching staff. The linear regression result indicated that mentoring relationships (Adj. R² = 0.196; F (1,103) = 26.401; p = 0.000) and lifelong learning strategies (Adj. R² = 0.369; F (1,103) = 61,617; p = 0.000) significantly influence research competence. However, the multiple regression analysis found that LLS plays the dominant role while MR may not sufficiently influence RC of the OTM teaching staff (Adjusted R² = 0.363; F (2, 102) = 30.636; p < 0.001). Qualitative results revealed emerging themes such as professional development and networking, self-directed learning and personal growth, digital and technological engagement, and time management and work-life balance appeared as strategies to enhance research competence. The thematic analysis also highlighted several challenges such as lack of structured mentoring system, low, lack of funds for research and lack institutional supports. The study therefore recommended that polytechnics management should prioritize the coordination of lifelong learning initiatives and enhance effective mentoring programmes to augment OTM teaching staff research competence. Keywords: Research Competence, Mentoring Relationships, Lifelong Learning Strategies, Office and Technology Management, Southwest Polytechnics. Word Count: 466
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    Work Environment, Reward System and Job Satisfaction of Secretaries in Public Polytechnics, Oyo State, Nigeria
    (Lead City University, Ibadan, 2024-12) Omolayo Comfort KAYEWUMI
    Secretaries are pivotal to the smooth running of organisations and their job satisfaction could offer significant benefits to the organisation. Despite this, few studies have examined factors determining the job satisfaction of secretaries. In line with this, the study examines the influence of work environment and reward system on job satisfaction of secretaries in public polytechnics, Oyo State Nigeria. The population of the study included two hundred and thirty secretaries (230) across three public-funded universities in Oyo State. The survey research method was adopted with a total enumeration of the sample. The research instrument was a structured questionnaire adapted from theories and previous studies. Data analysis was conducted using descriptive and inferential statistics. The results showed a moderate level of job satisfaction among the respondents. It was also found that, while the work environment is perceived as highly positive, the reward system was rated low by the respondents. In addition, the test of hypothesis revealed that work environment has a significant influence on job satisfaction among the respondents while reward systems have no significant influence. Nevertheless, the combination of work environment and reward system has a significant influence on job satisfaction. The study concluded that while secretaries can compensate cope with less than-ideal reward system, an unconducive physical working environment would lead to job dissatisfaction. It was therefore recommended that management of public polytechnics should review and improve the salary structure and benefits packages. Competitive remuneration, aligned with industry standards, will help increase satisfaction and reduce turnover rates Keywords: Human Resources, Job Satisfaction, Reward Systems, Work Environment, Organisational Performance. Word Count: 246
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    Organizational Culture, Computer Self-efficacy and Administrative Effectiveness of Secretaries in Public Polytechnics, Oyo State, Nigeria
    (Lead City University, Ibadan, 2024-12) Oluyemisi Omowumi FASIPE
    Organizational culture, computer self-efficacy, and administrative effectiveness are crucial aspects of public polytechnics in Oyo State, Nigeria, that are interrelated and can impact the performance of secretaries; however, these areas have been perceived as major challenges, leading to several administrative inefficiencies. The study, therefore, examined the influence of organizational culture, computer self-efficacy, and administrative effectiveness of secretaries in public polytechnics in Oyo State, Nigeria. The descriptive survey design was adopted, with a sample size of 149 secretaries drawn from public polytechnics in the state. Data were collected using a questionnaire, with reliability tests yielding 0.65 for administrative effectiveness, 0.69 for organizational culture, and 0.72 for computer self- efficacy. Descriptive and inferential statistics were used for data analysis. Utilizing a sample of 149 respondents, findings indicate a moderately high level of administrative effectiveness among secretaries, as reflected by a weighted mean score of 3.254 (x̅= 3.25), with low variability in responses. The prevalent organizational culture in these polytechnics emphasizes Basic Underlying Assumptions (mean = 3.268), (x̅= 3.27), surpassing Artefacts (mean = 3.182) and Espoused Values (mean = 3.098). This highlights a strong focus on core beliefs guiding organizational behavior. Additionally, the secretaries exhibit high computer self-efficacy, with a weighted mean of 3.72 (x̅= 3.72) across mastery experience, social persuasion, and vicarious learning, suggesting strong confidence in using technology for administrative tasks. Regression analysis demonstrates a significant combined influence of organizational culture (F = 30.071, p < 0.000), and computer self-efficacy (F = 10.015, p < 0.000) on administrative effectiveness, with specific elements of culture, such as Artefacts and Espoused Values, playing key roles. The study concluded that organizational culture and computer self-efficacy significantly influence secretaries' administrative effectiveness in Oyo State polytechnics. Continuous training and promoting a strong organizational culture were recommended to enhance computer self-efficacy and improve administrative outcomes. Keywords: Administrative effectiveness, Computer self-efficacy, Organizational Culture, Public polytechnics, Oyo State, Secretaries, Word Count: 300
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    Organisational Culture, Computer Self-Efficacy And Administrative Effectiveness Of Secretaries In Public Polytechnics In Oyo State, Nigeria
    (Lead City University, Ibadan, 2024) Oluyemisi Omowumi FASIPE
    Organizational culture, computer self-efficacy, and administrative effectiveness are crucial aspects of public polytechnics in Oyo State, Nigeria, that are interrelated and can impact the performance of secretaries; however, these areas have been perceived as major challenges, leading to several administrative inefficiencies. The study, therefore, examined the influence of organizational culture, computer self-efficacy, and administrative effectiveness of secretaries in public polytechnics in Oyo State, Nigeria. The descriptive survey design was adopted, with a sample size of 149 secretaries drawn from public polytechnics in the state. Data were collected using a questionnaire, with reliability tests yielding 0.65 for administrative effectiveness, 0.69 for organizational culture, and 0.72 for computer self-efficacy. Descriptive and inferential statistics were used for data analysis. Utilizing a sample of 149 respondents, findings indicate a moderately high level of administrative effectiveness among secretaries, as reflected by a weighted mean score of 3.254 (x̅= 3.25), with low variability in responses. The prevalent organizational culture in these polytechnics emphasizes Basic Underlying Assumptions (mean = 3.268), (x̅= 3.27), surpassing Artefacts (mean = 3.182) and Espoused Values (mean = 3.098). This highlights a strong focus on core beliefs guiding organizational behavior. Additionally, the secretaries exhibit high computer self-efficacy, with a weighted mean of 3.72 (x̅= 3.72) across mastery experience, social persuasion, and vicarious learning, suggesting strong confidence in using technology for administrative tasks. Regression analysis demonstrates a significant combined influence of organizational culture (F = 30.071, p < 0.000), and computer self- efficacy (F = 10.015, p < 0.000) on administrative effectiveness, with specific elements of culture, such as Artefacts and Espoused Values, playing key roles. The study concluded that organizational culture and computer self-efficacy significantly influence secretaries' administrative effectiveness in Oyo State polytechnics. Continuous training and promoting a strong organizational culture were recommended to enhance computer self-efficacy and improve administrative outcomes. Keywords: Administrative effectiveness, Computer self-efficacy, Organizational Culture, Public polytechnics, Oyo State, Secretaries, Word Count: 300
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    Use of Digital Document Management System and Office Management Practice of Administrators in Lead City University, Ibadan
    (Lead City University, Ibadan, 2023-12) Oluwafunke Mary ASHAOLU
    This study aimed to investigate the adoption and impact of a Digital Document Management System (DDMS) on office management practices in Lead City University. The research questions addressed were: 1) How is the DDMS adopted and utilized in Lead City University? 2) What is the impact of the DDMS on office management practices? 3) How do administrators and staff perceive the usefulness and ease of use of the DDMS. A descriptive research design was employed, and data was collected from a sample size of 200 participants, consisting of administrators and staff members involved in office management practices. The research instrument included a structured questionnaire and interviews to gather quantitative and qualitative data, respectively. The collected data was analyzed using descriptive statistics, correlation analysis, regression analysis, and thematic analysis. The analysis results indicated a high adoption rate of the DDMS, with 90% of respondents being aware of the system and 60% reporting frequent usage. The DDMS was perceived to have a positive impact on document management processes, administrative efficiency, and collaboration. The regression analysis revealed that 61.3% of the variability in office management practices could be explained by the use of DDMS (R² = 0.613). Furthermore, the model was statistically significant (F = 109.408, p< 0.05), confirming that the use of DDMS significantly improves office management practices. The regression coefficient (β = 0.675) indicates a direct and positive relationship between DDMS usage and enhanced office management effectiveness. The findings rejected the hypothesis that there will be no significant influence of use of Digital Document Management System on office management practice of administrators in Lead City University. In conclusion, the study demonstrates the positive impact of the DDMS on office management practices in Lead City University. The DDMS streamlined administrative workflows, improved productivity, facilitated effective communication and collaboration, and enabled efficient information retrieval. Based on the findings, recommendations include providing continuous training and support, exploring integration and collaboration opportunities, conducting ongoing evaluations, and sharing best practices. This study contributes to the understanding of DDMS adoption and its potential benefits in improving office management practices. Future research is suggested to explore the long-term effects of DDMS adoption on organizational culture, employee satisfaction, and overall organizational performance, as well as to investigate the challenges and barriers to implementation in different organizational settings. Keywords: Digital Document Management System (DDMS), office management practices, adoption, impact, administrators, staff members Word count:379
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    Information Handling Capability, Communication Skills and Task Performance of Administrative Staff in Public Polytechnics, Edo State, Nigeria
    (Lead City University, Ibadan, 2024-12) Rashidat Aighufue OHIKERE
    This abstract provides a concise overview of a study conducted to assess the Information Handling Capability, Communication Skills, and Task Performance of Administrative Staff in Public Polytechnics in Edo State, Nigeria. The research aims to explore the intersection of these critical factors in the context of educational institutions. Information Handling Capability is evaluated in terms of the staff's proficiency in processing, managing, and utilizing information relevant to their roles. Communication Skills are assessed through an examination of verbal and written communication abilities, interpersonal skills, and the use of modern communication technologies. Three research questions were raised and two null hypotheses were tested at 0.05 level of significance. The study adopted the descriptive survey design. A total population of 219 staff and administrators in the polytechnics in Edo States were used for the study. A structured and validated questionnaire was used to collect data for the study and reliability co-efficient for the construct is 0.911.Mean and Linear Regression were used to answer the research question and determine the homogeneity of respondents’ responses. The hypotheses were tested using P- Values at 0.05 level of significance. The hypothesis shows that both Information Handling Capability and Communication skill are significant with Task Performance with P-value of 0.0002 and 0.000.The findings also revealed that there is a positive correlation between Information Handling Capability, Communication Skills, and Task Performance among administrative staff. High levels of information literacy and effective communication positively influence task performance. The study also explores potential areas for improvement, such as targeted training programs to enhance information handling skills and communication strategies. This research contributes to the understanding of the factors influencing the performance of administrative staff in educational institutions, providing insights that can inform policies and interventions to optimize the functioning of Public Polytechnics in Edo State, Nigeria. Keywords: Administrative Staff, Communication Skills, Information Handling Capability, Public Polytechnics, Task Performance. Word Count: 297