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Item Organisational Culture, Computer Self-Efficacy And Administrative Effectiveness Of Secretaries In Public Polytechnics In Oyo State, Nigeria(Lead City University, Ibadan, 2024) Oluyemisi Omowumi FASIPEOrganizational 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: 300Item 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 ASHAOLUThis 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:379Item 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 OHIKEREThis 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: 297Item Talent Management, Employee Well-being and Innovative Behaviour of Human Resource Staff in Universities, Oyo State, Nigeria(Lead City University, Ibadan, 2024-12) Olanike Victoria AHAMZEThe study investigated the influence of talent management and employee well-being on the innovative behaviour of human resource staff in universities in Oyo State, Nigeria. A cross sectional survey research design was adopted. The population consists of human resource staff in universities in Oyo State, Nigeria. A total enumeration approach was adopted, utilizing a validated questionnaire to collect data. The reliability coefficient for the constructs ranged from 0.675 to 0.815. The data collected were analyzed using descriptive and inferential statistics. Findings revealed that talent management practices have a strong positive and statistically significant influence on innovative behaviour (Adj. R² = 0.274; p = 0.000), and employee well-being also has a strong positive and statistically significant influence on innovative behaviour (Adj. R² = 0.336; p = 0.000). Furthermore, the combined influence of talent management and employee well-being on innovative behaviour is significant (Adj. R² = 0.480; p = 0.000). The study concluded that effective talent management practices and enhanced employee well-being are critical to fostering innovative behaviour among human resource staff in universities. It is recommended that university management should invest in comprehensive talent management programs and well-being initiatives to enhance innovation. Keywords: Employee Well-being, Human Resource Staff, Innovative Behaviour, Talent Management, Universities Word Count: 197Item Awareness as Determinant of Use and Security of Electronic Records Management System among Administrative Staff of Public Polytechnics in Edo State, Nigeria(Lead City University, Ibadan, 2024-12) Sudetu OSENIInstitutions are increasingly transiting to digital records-keeping in contemporary times, therefore understanding the dynamics of awareness, use and security is crucial for effective administrative processes. This study investigated awareness as determinant of use and security of electronic records management system (ERMS) among administrative staff of public polytechnics in Edo State, Nigeria. The study was designed to examine the extent to which administrative staff adopt electronic records management system in Public Polytechnics in Edo State. Three research questions were raised and two null hypotheses were tested at 0.05 level of significance. The study adopted the descriptive survey design and total enumeration of the population of 245 administrative staff (190 and 55 respectively) in the Public Polytechnics in Edo State was used for the study. Adapted questionnaire was used to collect data for the study and reliability co-efficient for the construct was 0.916. Descriptive and inferential statistics were used to analyze the research questions and hypotheses. The hypotheses were tested using P-Values at 0.05 level of significance. The results of the findings of the study revealed the influence of awareness on use of ERMS (AdjR2 = 0.382, F(137.114) = 1.219, P = 0.000< 0.05); influence of awareness on security at(AdjR2 = 0.466, F(192.836) = 1.219, P = 0.000< 0.05). This means that there is significant influence of awareness on the use of electronic records management system among the administrative staff. Also, there is significant influence of awareness on the security of electronic records management system among the administrative staff. The study concluded that there is significant influence of awareness on the use and security of electronic records management system among administrative staff of public polytechnics in Edo State. It was recommended among others that professional workshops and seminars should be organized for the staff to enable them learn more on protection practices of ERMS for effective job performance in the polytechnics. Keywords: ERMS, Awareness, Use and Security, Administrative Staff Word Count: 298Item Work Environment, Reward System and Job Satisfaction of Secretaries in Public Polytechnics, Oyo State, Nigeria(Lead City University, Ibadan, 2024-12) Omolayo Comfort KAYEWUMISecretaries 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, WordCount: 246Item Employee Engagement, Reward System and Service Performance of Information Practitioners in Deposit Money Banks in Lagos State, Nigeria(Lead City University, Ibadan, 2024-12) Oluwakemi Rebecca BAMIDELEThis study investigated the influence of employee engagement and reward systems on the service performance of information practitioners in deposit money banks in Lagos State, Nigeria. The study adopted a descriptive survey design. The population was 500 staff, who were information practitioners (customer service executives, secretaries, and tellers). The Lagos Central Senatorial district covers Apapa, Eti-Osa, Lagos Island, Lagos Mainland, and Surulere; the Lagos East Senatorial District covers the Local Government Areas of Epe, Ibeju-Lekki, Ikorodu, Kosofe, and Shomolu; and the Lagos West Senatorial District covers Agege, Ajeromi-Ifelodun, Alimosho, Amuwo-odofin, Badagry, Ifako-Ijaiye, Ikeja Mushin, Ojo, and Oshodi-Isolo Local Government areas. The sample size was 217 using Krejcie and Morgan (1970) sample size table. A combination of random and non-probability convenience sampling methods was used to determine respondents from the selected banks. The data were obtained using a validated questionnaire and was subjected to a Cronbach Alpha’s test which produced a range value from 0.702 to 0.842. Out of the expected 217 questionnaire administered, the researcher obtained 200 and they were analysed using both descriptive and inferential statistics (testing the null hypotheses using Multiple Regression analysis at 0.05 level of significance). The relative results showed that employee engagement (Adj. R² = 0.309; p = 0.000; B = 0.368) significantly influences service performance; and reward system (Adj. R² = 0.364; p = 0.000; B = 0.611) significantly influences service performance. And the combined results proved that (Adj. R² = 0.507; p = 0.000; Beta (Engagement) = 0.131; Beta (Reward) = 0.262) significantly influence service performance. The study concluded that both employee engagement and reward systems are crucial for enhancing the service performance of information practitioners in deposit money banks. It is recommended that bank management should prioritize effective employee engagement strategies and robust reward systems to optimize service performance. Keywords: Deposit Money Banks, Employee Engagement, Information Practitioners, Reward Systems, Service Performance Word Count: 297Item Work Engagement, Self-Efficacy and Job Satisfaction of Secretaries in Public Institutions, Lagos State, Nigeria(Lead City University, Ibadan, 2024) Esther Olubusayo ODELOLAIn today’s dynamic workplace, factors such as work engagement and self-efficacy have emerged as significant contributors to employees’ job satisfaction. This study investigated the influence of work engagement and self-efficacy on the job satisfaction of secretaries in public institutions, Lagos State, Nigeria. Three research questions were raised, and three null hypotheses were tested at the 0.05 level of significance. Three related theories were reviewed: Deci and Ryan’s job satisfaction theory, Kahn’s work engagement theory, and Bandura’s self-efficacy theory. This study adopted a survey design for a population of 546 secretaries. The sample size was 231 using the Taro Yamane formula [n = N/(1+N*(e)^2)], and the stratified sampling method was used to select participants in each of the institutions. Data were primarily sourced through a validated questionnaire. The data obtained were subjected to Cronbach’s alpha reliability test, which yielded coefficients of 0.699 for job satisfaction, 0.763 for work engagement, and 0.839 for self-efficacy. Out of 231 expected responses, the researcher successfully obtained 184 questionnaires. The obtained data were analyzed using both the descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics (linear and multiple regression at 0.05 level of significance). The combined result [R 2 = 0.666; F- value of 50.921; p-value of 0.000] revealed that both work engagement and self- efficacy significantly influenced the job satisfaction. The work engagement’s result [B = 0.651, p <0.001] contributed 65.1% to the job satisfaction of secretaries, while self-efficacy's result [B = 0.323, p <0.001] contributed 32.3%. These findings suggest that secretaries with a strong sense of fulfillment are more to experience job satisfaction. The study concluded that work engagement and self-efficacy positively influence job satisfaction of secretaries. It was recommended that management should develop comprehensive programs that would focus on creating an environment where secretaries feel engaged and capable in their roles. Keywords: Job satisfaction, Office Administration and Management, Office Practices and Procedures, Secretarial Administration, Self-efficacy, Work engagement. Word Count: 298Item Information Seeking Habit, Professional Development and Employee Creativity of Administrative Staff in Public Polytechnics in Osun State, Nigeria(Lead City University, Ibadan, 2024-12) Christianah Bose LAWALAdministrative staff are often seen as bureaucrats who operate strictly by a rigid set of rules. This is no longer true, particularly in higher institutions as administrative staff creative has become essential to their personal development, effective organisational process, and competitiveness. In line with this, the study examined the influence of information seeking habits and professional development on employee creativity of administrative staff in public polytechnics. The study adopted a survey research method focusing on one hundred and forty-two (142) administrative staff in government owned polytechnics in Osun State, Nigeria. The research instrument was a validated structured questionnaire. Data analysis was conducted with both descriptive and inferential statistics. The results showed that there was a high level of employee creativity among administrative staff in public polytechnics in Osun State. It was also found that the strategy adopted by the administrative staff for personal development includes observation, retention, and modelling with observation being the most preferred strategy. This test of hypotheses revealed that information seeking habits and professional development both individually and jointly influence employee creativity among the administrative staff. The study concluded that employee creativity is important among administrative staff, especially in tertiary institutions synonymous with innovation and creativity. It was therefore recommended that the authorities of public polytechnics in Osun State organize periodic capacity building for employee creativity of their administrative staff. This is to ensure that their creativity is more enhanced Keywords: Employee Creativity, Information Seeking Habits, Human Resources, Professional Development, Organisational Behaviour. Word Count: 245Item Human Relations Behaviour, Emotional Intelligence, and Job Commitment of Secretaries in Public Universities, Lagos State, Nigeria(2024-12) Oluwaseye Jacob IGEThis study investigated the influence of human relations behaviour and emotional intelligence on job commitment of secretaries in public universities, Lagos State, Nigeria. Three research questions were raised and three null hypotheses were tested at 0.05 level of significance. This study adopted a descriptive survey design for a population of 387 secretaries. The sample size was 197 using Taro Yamane formula and the stratified sampling method was used to select representatives in each of the public universities, Lagos State. A validated questionnaire was used to collect data. The reliability test was conducted for job commitment, human relations behaviour, and emotional intelligence through a pilot study in University of Ibadan, Oyo State, and produced Cronbach's Alpha values of 0.703, 0.827, and 0.716, respectively. The obtained data were analyzed using descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics (linear and multiple regression at 0.05 level of significance). The combined result [Adj R 2 = 0.688; f(2, 153) = 43.801; p<0.05] revealed that both human relations behaviour and emotional intelligence significantly influenced job commitment of secretaries in those targeted public universities. Relatively, human relations behaviour result [B = 0.844, p <0.001] contributed 84.4% to job commitment of secretaries; while emotional intelligence result [B = 0.580, p<0.001)] contributed 58%. These findings advocate for training programs that would center on both human relations and emotional intelligence to create a more supportive workplace culture for secretaries in public institutions. In conclusion, effective interpersonal and team management, transformational leadership, and excellent emotional intelligence are essential to boost job commitment among secretaries in Lagos State, Nigeria. It was recommended that management should train secretaries to improve their human relations abilities and enhance their emotional intelligence skills. Also, the secretaries should learn to collaborate with diverse individuals to foster successful workplace connections. Keywords: Emotional Intelligence, Human Relationship Management, Job Commitment, Office Administration and Management, Organizational Behaviour. Secretarial Administration Word Count: 295Item Information Seeking Behaviour, Knowledge Management Practices and Service Quality of Office Technology and Management Lecturers in Polytechnics, Osun and Oyo State, Nigeria(Lead City University, Ibadan, 2024-12) Abdulrahmon Adesoji ADEYEMIThe educational experiences of student and the reputation of the institution largely depends on service quality of lecturers, which is observed to not optimum enough. This is linked to several factors like information seeking behaviour and knowledge management processes. This study therefore seeks to examine the influence information seeking behaviour and knowledge management practices on service quality of OTM lecturers in Osun and Oyo State polytechnics, Nigeria. Descriptive survey design was adopted and the population of the study comprised 93 lecturers and 2,149 students of the selected polytechnics in Osun and Oyo State, Nigeria State. A structured questionnaire was adopted as the instrument for data collection. Total enumeration was used for lecturers’ population, while the sample size for students was determined using the Taro Yamane formula which resulted in a sample of 337. The quantitative data were analysed using descriptive and inferential statistics. The study found that the level of service quality (x̄=2.72) of the OTM lecturers is moderately high. Service quality (x̄=3.51) of the OTM lecturers as reported by the students is moderately high. Both the level of information seeking behaviour (x̄= 2.83), and knowledge management practices (x̄= 2.95) of the OTM lecturers was moderately high. There was a significant influence of information seeking behaviour (R = 0.18; Adj.R2= .175p<0.05); knowledge management practices (R = 0.588; Adj.R2= .182) on Service quality of the OTM lecturers. Multiple regression analysis also shows that there was a significant combined influence of information seeking behaviour and knowledge management practices on service quality of the OTM lecturers in Osun State Polytechnics, Nigeria (R = 0.505; Adj.R2= .242; p<0.05). This study concluded that information seeking behaviour and knowledge management practices influenced service quality of OTM lecturers. It was therefore recommended that lecturers are provided with good teaching environment and in-service training to enhance their service quality. Keywords: knowledge management practices, service quality information seeking behaviour, OTM lecturers, polytechnics Word Count: 300Item Digital Adoption, Self-Efficacy and Skill Development of Secretaries in Public Universities in Oyo State, Nigeria(Lead City University, Ibadan, 2024-12) Helen Bamidele, ABUSkill development is the policies, practices, and procedures used to develop the knowledge, skills and competencies of employee to improve the effectiveness and efficiency in institutions. With this understanding, it is deemed okay to investigate the influence of digital adoption and self- efficacy on Skill Development of Secretaries in Public Universities in Oyo State, Nigeria. Six (6) specific objectives were formulated for this study and Three (3) Research Questions were raised and Three (3) null hypotheses were tested at the 0.05 level of significance. Descriptive research design was adopted. Population consists of 227 secretaries of Public Universities in Oyo State, Nigeria was given questionnaire. Total enumeration sampling technique was adopted after which 180 secretaries served as the sample size for this study. The reliability coefficient for each of the variable ranged from 0.710 to 0.904. Data collected were analyzed using descriptive and inferential statistics. Findings revealed that Digital Adoption had significant influence on Skill Development (Adj. R 2 = 0.331, F (2,210)= 38.287, p= 0.000),Self- Efficacy was also found to significantly influence Skill Development (Adj. R 2= 0.467, F(3,209)= 45.183, p= 0.000). Jointly, Digital Adoption and Self-Efficacy were found to statistically significantly influence Skill Development (Adj.R 2 = 0.342, p=0.000). The study concluded that both Digital Adoption and Self-Efficacy did independently and jointly influence Skill Development. Despite a moderately high level of skill development (mean = 3.35), more efforts are needed to optimize secretaries' performance in public universities in Oyo State. Also, Digital adoption in these universities is also moderately high, but significant improvements are needed to create a consistent digital environment for skill development. It was however recommended that management of public universities in Oyo State should continue to adopt appropriate measures towards improving the technological equipment and also organize training programmes for them to upgrade appropriate digital skills for effectiveness and efficiency. Key Words: Skill Development (SD), Digital Adoption (DA), Self-Efficacy (SE), Secretaries in Public Universities Word Count: 300Item Influence of Stress Management and Employee Commitment of Administrative Staff in University of Ibadan(Lead City University, Ibadan, 2023-12) Eniola Christianah ABOLADEEmployee commitment is crucial for organisational success as it may leads to increased job satisfaction, better job performance, and lower turnover rates. Some administrative staff lack a sense of commitment to their organisation, which leads to high turnover rates and low job performance. The reasons for this lack of commitment may include job dissatisfaction, limited opportunities for career advancement, poor work environment, and ineffective communication from management.The study, therefore, examinedthe influence of stress management on employee commitment among administrative staff in University of Ibadan. The descriptive survey design was adopted for the study. The population of the study comprised 375administrative staff in University of Ibadan. The sample size was 365 which was determined using Krejcie and Morgan sample table. A questionnaire was used for data collection; and the reliability test of the instrument was organizational commitment, 0.86 and stress management, 0.86. Data were analysed using descriptive and inferential statistics. Findings showed that the level of commitment of administrative staff was moderately high3.17). The level of stress management of administrative staff was moderately high 3.11). There was significant influence of stress management on employee commitment of administrative staff (F (1, 364) = 30.706, p<0.05). The study concluded that stress management had significant influence on employee commitment of administrative staff in University of Ibadan, Nigeria. It was recommended that to improve the level of organizational commitment, the management of University of Ibadan should carefully plan the job redesign process in the institution since this will ensure that suitable secretaries are placed in appropriate department thus making for a workforce poised towards goal attainment. Keywords: Stress management, Employee commitment, Administrative staff, University of Ibadan Word Count:290Item Employee Creativity, Organisational Training and Job Productivity of Administrative Staff in Ogun State Polytechnics, Nigeria(Lead City University, 2023-12) Sarah Chinenye UGOCHUKWUJob productivity is one of the major driving forces of thriving organisations and it is critical to Administrative staff of Ogun State Polytechnics. This study investigated the impact of employee creativity and organizational training on job productivity of administrative staff of Ogun state polytechnics, Nigeria. Survey method with the use of structured questionnaire was employed for data collection. The population of the study comprised all the 415 administrative staff of the three selected State Polytechnics in Ogun state (Ogun State Institute of Technology, Igbesa, Moshood Abiola Polytechnic, Abeokuta and DS Adegbenro ICT Polytechnic, Itori, Ewekoro). Based on Krejcie and Morgan Sample Size Determinant table, an appropraite sample size of 201 Administrative staff were randomly selected. 201 copies of the validated questionnaire were distributed to administrative staff in the three institutions. The instrument used was tagged Employee Creativity, Organizational Training and Job Productivity (ECOTJoP) Scale. The reliability test using Cronbach’s alpha revealed sufficient reliability value of 0.7. Descriptive and inferential methods of data analysis were employed to determine the extent to which employee creativity and organisational training influenced job productivity of administrative staff of the Institutions. The result yielded a coefficient of multiple regression R = 0.82, R-square = 0.67, Adj.R2= 0.66. This suggests that the two factors combined accounted for 66% variance in the prediction of job productivity. The ANOVA result from the regression analysis shows that there was a significant effect of the independent variables on the job productivity, F (2,195) = 195.31, p<0.05. The study concluded that training and creativity are key factors that influence organizational productivity. It was recommended that management of Ogun state Polytechnics should periodically embark on training their administrative staff in order to improve productivity, effectiveness and efficiency in the institutions and also, creativity should be highly encouraged among the administrative staff of the institutions. Key Word: Employee Creativity, Organisational Training, Administrative staff, State Polytechnics Word Count: 301Item Innovation Drivers, Record Management Practices and Job Performance of Administrative Staff of Tertiary Institutions in Edo State, Nigeria(Lead City University, 2023-12) Stephen Onyeanwuna OSAKWEThe success of an institution can be informed by the value employees of such an institution bring on board. However, preliminary investigation, shows that the job performance of the administrative staff of tertiary institutions in Edo State could be better. There is misplacement and loss of vital records and a slow pace in retrieval of needed records. Hence, this study assessed the influence of innovation drivers and record management practices on the job performance of administrative staff in tertiary institutions in Edo State, Nigeria. Population consists of 481 administrative staff of six tertiary institutions in Edo State with a sample size of 217 administrative staff determined through the Krejcie and Morgan formula. A stratified random sampling technique was adopted for the purpose of study. A validated questionnaire was used to collect data. The reliability coefficients for the constructs ranged from 0.70 to 0.90. Data were analyzed using descriptive and inferential statistics. Findings revealed that innovation drivers and record management practices had a positive and significant combined influence on the job performance of the administrative staff of tertiary institutions in Edo State (Adj. R2= 0.499, F(2,191)= 97.112, p= 0.000). Innovation drivers had a positive and significant influence on the job performance of the AS of tertiary institutions in Edo State (Adj. R2= 0.439, F(3,190)= 51.298, p= 0.000). Record management practices had a positive and significant influence on the job performance of the administrative staff of tertiary institutions in Edo State(Adj. R2= 0.454, F(4,189)= 41.150, p= 0.000). This study concluded that innovation drivers and record management practices affect the administrative staff of tertiary institutions in Edo State, Nigeria. It was recommended that the management of the selected tertiary institutions in Edo State should provide an environment of work that champions innovation drivers such as innovation culture, management competency, and organizational learning. Keywords: Administrative Staff, Innovation Drivers, Job Performance, Record Management Practices, Tertiary Institutions. Word Count: 300Item Job Enrichment, Organization Commitment and Job Satisfaction of Secretaries in Local Governments in the Ibadan Metropolis, Oyo State, Nigeria(Lead City University, 2023-12) Segun Emmanuel OJOKOBIRIKALESecretaries are essential to the operations of local government so their job satisfaction is usually a priority for administrators. However, there are several factors that can affect job satisfaction many of which have not been explored in the context of Nigerian public services. This study therefore examined the influence of organizational commitment and job enrichment on job satisfaction among secretaries of local governments in the Ibadan metropolis. The study adopted a descriptive survey research design. The population of this study consisted of 198 secretaries employed in five Local government headquarters in the Ibadan metropolis, Oyo State, Nigeria. Total enumeration was adopted due to the population size. The research instrument was a Likert-type structured questionnaire. The data was analysed using descriptive and inferential statistics. The results showed that organizational commitment has a weak but significant influence on job satisfaction of the secretaries (R2 =0.112; p = 0.000). It was also found that job enrichment has a significant influence on job satisfaction of the secretaries (R2 =0.288; p = 0.000). The multiple regression analysis also shows that both organizational commitment and job enrichment have a combined significant influence on job satisfaction of the secretaries (R 2 =0.292; p = 0.000). The researcher concluded that various factors, including job enrichment and organizational commitment are very essential in shaping job satisfaction employees. It was recommended that organizations, including local governments, should focus on improving job enrichment measures. Keywords: Job satisfaction, Job enrichment, Organizational commitment, Public service, Secretaries Word Count: 232Item Organizational Characteristics, Employee Commitment and Job Performance of Secretaries in Government-owned Tertiary Institutions in Oyo State, Nigeria(Lead City University, 2023-12) Kofoworola Oyindamola POPOOLALow level of Job Performance has been observed among secretaries in government-owned tertiary Institutions in Oyo State, this could be due to several factors such as lack of commitment and insufficient resources. This study therefore investigated the influence of organizational characteristics and employee commitment on job performance of secretaries in government- owned tertiary institutions in Oyo State, Nigeria. The study adopted the descriptive survey design and the population of the study comprised 635 secretaries of government-owned institutions in Oyo State. The sample was 248 secretaries which was determined using the sample size determination table of Krejcie and Morgan. A structured Questionnaire was used for collection of data. The reliability test of the instrument was: job performance; 0.81, organizational characteristic; 0.77 and employee commitment; 0.81. Out of 248 copies of questionnaire administered, 201 were retrieved which represent 81.0% response rate. Data were analysed using descriptive and inferential statistics. Results showed that the level of job performance of secretaries in government-owned tertiary institutions in Oyo State was moderate (x 2.09). Organizational culture and organizational reward system are moderately practiced while organizational resources are moderately in place (x 2.29). The level of employee commitment of secretaries was moderate (x 2.1). There was a significant influence of organizational characteristics (R=0.594; Adj R2=0.342; p<0.05); employee commitment (R=0.501; Adj R2=0.239; p<0.05) on job performance of secretaries. There was a significant combined influence of organizational characteristics and employee commitment on job performance of secretaries; (R=0.277; Adj R2=0.067; p<0.05). The study concluded that Organisational Characteristics and Employee Commitment influences Job Performance of Secretaries. It was recommended that management of tertiary institutions should provide resources such as ventilated offices, computers, internet facilities, among others to various offices of the secretaries to enrich their performance. Keywords: Employee Commitment, Job Performance, Organisational Characteristics, Secretaries, Tertiary Institutions Word Count: 281Item Information Culture, Innovative Culture and Job Performance of Administrators in the Yoruba Film Industry(Lead City University, 2023-12) Agboola Rasheed OSHOLONGEIn a competitive environment, every organization needs a high-performing human entity that fulfills the goals and objectives and enhances the organization's productivity. Administrators in the film industry play an important role in the progress of filmmaking and the prosperity of society at large. However, sustained information and innovative culture have been identified as the potential factor that can eliminate the challenges experienced due to the poor job performance of various administrators in the Yoruba film industry. The study aims to investigate information culture, innovative culture, and job performance of administrators in the Yoruba film industry in Nigeria particularly in the South West. The researchers employed a survey approach and descriptive research design. The primary data was collected to address the objectives of the study through a structured questionnaire in line with existing literature. All hypotheses in the study were tested at the level of 0.05 significance. The data collected for the study were analyzed using Statistical Package for Social Sciences (SPSS), Version 24. This study adopted a cross-sectional survey design, to study a subset of a population at a point in time and to determine the influence of innovative culture and information culture on the job performance of administrators in the Yoruba film industry in South West Nigeria. The study reviewed three different theories which are of specific relevance to the study. These were; John Campbell's Performance theory, Information Orientation Theory, and Resource Based View Theory. Based on the empirical findings, this study concluded that; there is statistically significant influence of information culture and innovative culture on job performance of administrators in the Yoruba Film Industry. Recommended that; management of the Yoruba Film Industry, should ensure that strategies are put in place for strict compliance to information and innovative culture being a pre requisite in achieving superior job performance. Keywords: Administrators, Productivity, Performance, Information, Innovation, and filmmaking. Word Count: 299Item Employee Coordination Practices, Organisational Culture and Emotional Intelligence as Determinants of Job Performance among Secretaries in Federal Universities in South-west, Nigeria(Lead City University, 2023-12) Virginia Ochanya ONCHEIt has been observed that the level of job performance among secretaries in most public universities in Nigeria is perceived to be low compared to what obtains among other employees of the same educational sector. This could be attributed to low level of employee coordination practices, low emotional intelligence, among others. The study, therefore, examined employee coordination practices, organizational culture and emotional intelligence as determinants of job performance among secretaries in federal universities in South-west, Nigeria. The descriptive survey design was adopted for the study. The population of the study comprised 500 secretaries. A questionnaire was used for data collection; and the reliability test of the instrument was job performance, 0.93; employee coordination practices, 0.93; organisational culture, 0.91 and emotional intelligence, 0.96. Data were analysed using descriptive and inferential statistics. Findings showed that the level of job performance of secretaries in federal universities in South- west, Nigeria was moderate (x 2.14). Roles and responsibilities (x 2.14), participation in decision making (x 2.36) and transparency (x 2.43) were the employee coordination practices that exist among secretaries. Rules (x 2.43) and values (x 2.07) were adequately followed and maintained by secretaries. The level of emotional intelligence of secretaries was moderate (x 2.28). Employee coordination practices (F (3, 211) = 67.476, P<0.05), organisational culture (F (2, 212) = 85.182, p<0.05) and emotional intelligence (F (2, 212) = 221.952, p<0.05) had significant influence on job performance. There was a significant combined influence of employee coordination practices, organisational culture and emotional intelligence on job performance, (F (3, 211) = 129.093, p<0.05). The study concluded that employee coordination practices, organisational culture and emotional intelligence have significant influence on job performance of secretaries in federal universities in South-west, Nigeria. It was recommended that management of the universities should communicate clearly the goals, structure, responsibilities and culture to secretaries as this could improve their job performance. Keywords: Employee coordination practices, Organisational culture, Emotional intelligence, Job performance, Secretaries Word Count: 300Item Information Communication Technology Self-Efficacy, Human Capacity Building and Service Quality of Secretaries in Federal Tertiary Institutions In Ogun State(Lead City University, 2023-12) Oluwatosin Abosede KEHINDESecretaries are essential to the operations and growth of an institution. They act as intermediary between the management, staff/students and that is why is it important that secretaries render quality service so that the objective of the institution to be the best amongst its equals will be realized. However, there are several factors that can affect service quality, many of which have not been explored in the context of Nigerian tertiary institutions. This study examines the influence of information communication technology self-efficacy and human capacity building on service quality of secretaries in Federal Tertiary Institutions in Ogun State. The study adopted a descriptive survey research design. The population of this study consists two hundred and forty-one (241) secretaries employed in Federal Tertiary Institutions in Ogun State, Nigeria. One hundred and fifty (150) were randomly selected all together from the three Federal Tertiary institutions using simple random sampling technique. The research instrument was a structured questionnaire. The data was analyzed using descriptive and inferential statistics. The study found an overall high level of service quality amongst secretaries (3.19; 82%), high level of information communication technology (3.34; 91%),a high level of capacity building (3.79; 98%). The results also showed that human capacity building has a weak but significant influence on service quality of secretaries (R2=0.112; p=0.000). It also found that Information Communication Technology has a significant influence on service quality of secretaries (R2=0.288; p= 0.000). Multiple regression analysis shows that both information communication technology and human capacity building have a combined significant influence on service quality of secretaries (R2=0.399; p= 0.000). The researcher concluded that various factors, including Training and Education are very essential in shaping service quality. It was recommended that management of tertiary institutions should constantly train it employee, this will help the secretary to render better quality service. Keywords: Information Communication Technology, Human Capacity Building, Service quality, Secretaries, Federal Tertiary Institutions Word count: 299