Department of Office & Information Management

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Employee Creativity, Organisational Training and Job Productivity of Administrative Staff in Ogun State Polytechnics, Nigeria
(Lead City University, 2023-12) Sarah Chinenye UGOCHUKWU
Job 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: 301
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 OSAKWE
The 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: 300
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 OJOKOBIRIKALE
Secretaries 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: 232
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 POPOOLA
Low 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: 281
Information Culture, Innovative Culture and Job Performance of Administrators in the Yoruba Film Industry
(Lead City University, 2023-12) Agboola Rasheed OSHOLONGE
In 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: 299
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 ONCHE
It 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: 300
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 KEHINDE
Secretaries 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
Human Capital Development and Data Literacy Skills of Cloud Computing Services among Administrators in ICT Polytechnics, Ogun State, Nigeria
(Lead City University, 2023-12) Oluseyi Augustina AKAH
Cloud computing service provide easier and quicker information retrieval and discovery, allow students to store and share documents, offer a more flexible environment by enabling ubiquitous access to materials, and facilitate interaction among students and instructors. However, it is worthy of note that administrators in ICT Polytechnics, Ogun State, Nigeria have been battling with problems of poor technological advancement and implementation due to ineffective staff training and poor data literacy skills. This prompted this study to investigate Human Capital Development and Data Literacy Skills of the Quality of Cloud Computing Services among Administrators in ICT Polytechnics, Ogun State, Nigeria. The study adopted a descriptive and cross-sectional survey design. The population of the study was 186 administrators in ICT Polytechnics, Ogun state, Nigeria. A structured qustionaire was adopted for data collection. The reliability result of the instrument was 0.904 Cronbach Alpha coefficient. 186 copies of questionnaires were administered and 126 was recovered which represent 67.7% response rate. Data were analyzed using descriptive and inferential statistics. Findings revealed that the human capital development and data literacy skills have positive and significant influence on the quality of cloud computing services of administrators in ICT Polytechnics, Ogun State, Nigeria (Adj. R2 = 0.560, F(2, 123) = 80.694, p < 0.05). This study concluded that human capital development and data literacy skills influences the quality of cloud computing services among administrators in ICT Polytechnics, Ogun State, Nigeria. The study recommended that administrators in ICT Polytechnics should continually improve on the quality of cloud computing services provided. Keywords: Cloud Computing Service, Administrators, Human Capital Development, Data Literacy Skills. Word Count: 251
Gender Stereotypes and Self-Efficacy on Learning Outcomes and Perceived Academic Performance of Office Technology and Management Students in Public Polytechnics, South-west, Nigeria
(Lead City University, 2023-12) Lydia Yemisi OLUDELE
The study aimed at investigating influence of gender stereotypes and self-efficacy on learning outcomes and perceived academic performance of Office Technology and Management (OTM) students in public polytechnics, Southwest, Nigeria. The study employed descriptive research design. The study sample 341 from 2,327 OTM students, using proportionate stratified sampling technque. A 61-item questionnaire with 4 sections was used for data collection. The instrument’s reliability yielded Cronbach Alpha values of 0.921, 0.848, 0.784, and 0.780 for the four sections. Descriptive and inferential statistics were used to analyzed the data. The study found that the levels of learning outcomes (X=2.73) and perceived academic performance (X=2.74) of the OTM students to be high. The study revealed that personal and societal gender stereotypes relate to OTM students. Self-efficacy level of the students was also found to be high (X=2.75). The study also found that gender stereotypes have significant negative influence on learning outcomes (β = -0.257, t = -5.878, p< 0.05) and perceived academic performance (β = - 0.180, t = -3.635, p> 0.05), while self-efficacy was found to have significant positive influence on both learning outcomes (β = 0.773, t = 20.622, p< 0.05) and perceived academic performance (β = 0.948, t=27.868, p< 0.05). The study concluded that gender stereotypes negatively influence learning outcomes and perceived academic performance, and that self-efficacy has positive influence on both learning outcomes and perceived academic performance of Office Technology and Management students. It was recommended that both students and teachers should redirect efforts at boosting self-efficacy level and should avoid stereotypes having negative impact on learning outcomes and perceived academic performance. Keywords: Learning Outcomes, Perceived Academic Performance, Gender Stereotypes, Self- efficacy, Office Technology and Management Word Count: 262
Information Security Practices, Organizational Agility and Information Managers’ Service Performance in Mobile Telecommunication Companies, South-west, Nigeria
(Lead City University, 2023-12) Oluwatosin Abiodun OLOGBOSERE
The performance of mobile telecommunication companies using 4G operation services suggest that challenges exist, hence for this study. The study examined the influence of information security practices and organizational agility of information managers’ service performance in mobile telecommunication companies in South-west Nigeria. Mixed method research design was adopted and the population of the study comprised information managers and subscribers of four mobile telecommunication companies. Multi-stage sampling technique was adopted with strata techniques to select a sample of 384 subscribers and 210 employees of the four mobile telecommunication companies. The research instruments were structured questionnaire and an interview guide. The data collected was analysed using both quantitative and qualitative methods. Descriptive and inferential statistics were used to analyze the quantitative data while thematic analysis was used for the interview responses. The results showed that the level of information managers’ service performance in the four mobile telecommunication companies is high. Level of information security practices and organizational agility of these companies were found to be moderately high. The test of hypotheses revealed that information security practices (R=0.380; Adj R2 = 0.131; p<0.05) and organizational agility (R=0.342; Adj R2 = 0.096, p<0.05) have significant influence with the information managers service performance. The multiple regression analysis showed that the combined influence on information security practices and organizational agility influence the information managers’ service performance (R=0.278; Adj R2 = 0.0063, p<0.05). Individually, information security practices contribute (t=2.104, p<0.05) or 21.04%; while organizational agility contribute (t=2.210, p<0.05) or 22.1% to service performance. The study, therefore, concluded that both information security practices and organizational agility are essential to service performance of the companies. It was also recommended among others that training, creativity and policy adherence be encouraged by the management in Nigerian Telecommunication Companies. Keywords: Information Managers, Information Security Practice, Organisational Agility, Service Performance Word Count: 287
Knowledge Management Capability and Job Performance of Administrative Staff of Eko and Ikeja Electricity Distribution Companies in Lagos State, Nigeria
(Lead City University, 2023-12) Tobi Emmanuel OLAYANJU
According to the resource based view of the firm (Wernerfeldt, 1984; Barney, 2004) and distributed knowledge system view of the firm, knowledge is a critical organizational resource that contributes to superior performance if relevant knowledge management capabilities are built and applied to the knowledge resources. The perspective that applied to knowledge is necessary for a firm to take full advantage of knowledge management programmes which is explored in this research work. The objective of this work is to document empirical evidence from existing literature on the effect of knowledg management capability on job performance of Administrative Staff in Eko and Ikeja Electricity Distribution Companies and to identify opportunities for further research which can generate more knowledge to help in the understanding of this relationship leading to the improvement of the contribution of knowledge to performance. An empirical literature survey method was used to collect information regarding knowledge management capability and its effect on job performance. The results suggest that knowledge infrastructure capability and knowledge process capability have positive impact on job performance of administrative staff in Eko and Ikeja Electricity Distribution Companies. Arising from these findings, it is proposed that studies be launched to determine the relative disposition and contribution of each of the knowledge management measures of job performance of Administrative Staff in Eko and Ikeja Electricity Distribution Companies. Such studies will guide organizations in building knowledge management process capabilities and infrastructure capability which can be leveraged for sustainable job performance. Keywords: knowledge; knowledge management; knowledge infrastructure capability; knowledge process capability; job performance Wordcount: 242
Total Quality Management, Service Quality, and Customer Satisfaction in Small and Medium sized Enterprises in the Ibadan Metropolis, Oyo State
(Lead City University, 2023-12) Oluwatomisin Oyindamola OLALERU
Customer satisfaction is the key to the long-term survival of any business. In line with this, business owners and researchers are usually interested in factors that affect customer satisfaction. This study examines the influence of total quality management, service quality, and customer satisfaction in SME’s in the Ibadan Metropolis, Oyo state. The study adopted a descriptive survey research method. The population encompassed residents of five local governments in Ibadan out of which 384 were systematically selected as the study sample. The research instrument is a structured questionnaire. Data was analysed using descriptive and inferential statistics. The results showed that total quality management as a variable has a significant influence on customer satisfaction. It was also found that service quality has a significant impact on customer satisfaction. In addition, the test of hypothesis also revealed that the combination of total quality management and service quality has a significant impact on service quality, although total quality management was more significant than service quality. The study concluded that Total Quality Management (TQM) practices and service quality both play a crucial role in determining customer satisfaction. It was therefore recommended that SMEs should prioritize the adoption and implementation of Total Quality Management (TQM) practices, including continuous improvement, streamlined processes, and employee involvement. Keywords: Customer Satisfaction, Customer services, Total Quality Management, service quality, SMEs. Word Count: 208
Work Culture, Employee Engagement and Job Satisfaction of OTM Academic Staff in Public Tertiary Institutions in Ogun and Oyo State, Nigeria
(Lead City University, 2023-12) Motunrayo Sarah OKEGADE
Job satisfaction has been in the limelight for decades and this could be due to the fact that job satisfaction determines the success of an organization. With this understanding, investigating the influence of work culture (WC) and employee engagement (EE) on job satisfaction (JS) of Office Technology and Management (OTM) academic staff in some selected public tertiary institutions in Ogun and Oyo State, Nigeria is considered necessary. Descriptive research design was adopted. Population consisted of 138 academic staff in some selected public tertiary institutions in Ogun and Oyo State, Nigeria. Total enumeration sampling technique was adopted after which 138 academic staff served as the sample size for this study. The reliability coefficient for each of the variable ranged from 0.710 to 0.904. Data was primarily sources by administering questionnaire to academic staff in the selected tertiary institutions in Ogun and Oyo States, the data collected was analyzed using descriptive and inferential statistics. Findings revealed that WC had significant influence on JS (Adj. R2= 0.405, p=0.000), EE was also found to significantly influence JS (Adj. R2 =0.342, p=0.000). Jointly, WC and EE were found to statistically significantly influence JS (Adj.R2 = 0.342, p=0.000). The study concluded that both WC and EE did independently and jointly influence JS. It was however recommended that management should engage the staff in meaningful duties and improve their safety to enhance their satisfaction. Keywords: Job Satisfaction, Work Culture, Employee Engagement, Office Technology and Management
Office Ergonomics, Safety Culture and Job Satisfaction of Secretaries in ICT Polytechnics, Ogun State, Nigeria
(Lead City University, 2023-12) Adebola Adedotun OGUNYEMI
Employee’s job satisfaction is pivotal for job performance and overall achievement of the organizational goals, aims and essence of existence failure of which may result in eventual extinction. Several studies have been carried out to delineate the factors that influence job satisfaction. This study aimed at finding out the influence of office ergonomics and office safety culture on the job satisfaction of secretaries in ICT Polytechnics, Ogun State. A descriptive survey design was adopted. The population comprises of 186 secretaries. The instrument for data collection was questionnaire. The empirical data was analyzed using descriptive statistics, the hypothesis were tested using simple linear regression. The study found a moderately high level (Mean=3.5) of job satisfaction among secretaries. A moderate level of office ergonomics (Mean=3.1) and office safety culture (Mean=3.1) were found. The test of hypothesis revealed that office ergonomics ((Adj. R2 = 0.242, p = 0.000) and office safety culture ((R = 0.510, p<0.05)) have significant positive influence on job satisfaction. The duo of Office Ergonomics and Office Safety Culture (R = 0. 555a, p<0.05) have significant influence on Job Satisfaction. The study recommends that institution of higher learning should invest in ergonomically-designed office furniture and equipment to provide secretaries with a comfortable, healthy and safe workspace. Key words: Job Satisfaction, Office Ergonomics, Office Safety Culture, Organizational Culture, Employee’s satisfaction, Employee’s well-being. Word Count: 206
Work Environment, Stress Management and Job Performance of Office Technology and Management Lecturers in Polytechnics in South-South, Nigeria
(Lead City University, 2023-12) Godday Chukudi NWOKO
The issue of academic staff job performance in Nigerian Polytechnics has been attracting the attention of public educators and stakeholders in education. Poor performance continues to be experienced in various institutions due to some issues such as: poor commitment to work, poor productivity and output, negative downturn of performance due to poor working environment, and poor creativity due to stress related causes. The study examined the work environment, stress management practices and job performance of Office Technology and Management lecturers in Polytechnics in South-south, Nigeria. The descriptive survey design was adopted for the study. The population of the study comprised 134 OTM lecturers in polytechnics in South-south Nigeria. A questionnaire was used for data collection; and the reliability test of the instrument was job performance, 0.88; work environment, 0.84; and stress management practice, 0.86. Data were analysed using descriptive and inferential statistics. Findings showed that the level of job performance of OTM lecturers in polytechnics in South-south, Nigeria was moderate (x  2.89). The nature of work environment of OTM lecturers was moderately conducive (x  3.19). The test of hypotheses revealed that, there was significant influence of work environment on job performance of OTM Lecturers (F (3, 123) = 20.011, p<0.05). There was significant influence of stress management practices on job performance of OTM Lecturers in polytechnics (F (4, 122) =23.587, p<0.05). There was a significant combined influence of work environment and stress management practices on job performance of OTM Lecturers, (F (2, 124) = 30.706; p<0.05). The study concluded that work environment and stress management had significant influence on job performance of OTM lecturers in polytechnics in South-south, Nigeria. It was recommended thatfor effective and high job performance, OTM lecturers solve problems, share knowledge with colleagues, collect and arrange educational information that is pertaining to OTM courses. Keywords: Work environment, Job performance, OTM lecturers, Polytechnics and South-south Word Count: 297
Digital Transformation, Work Environment and Administrative Staff Job Performance in Federal Tertiary Institutions, South-west, Nigeria
(Lead City University, 2023-12) Tajudeen Adisa JIMOH
The dynamic nature of modern organisations as a result of evolving technologies, changes in structures, systems and human components of workplace, among others, emphasizes the importance of digital technology and work environment. The objective of this study was to examine the influence of digital transformation and work environment on job performance of administrative staff of federal tertiary institutions in South-west, Nigeria. Mixed method research design was employed and the population comprised 5557 administrative staff of 14 federal tertiary institutions, out of which 373 were selected through systematic multi-stage sampling technique. Quantitative data were collected with a questionnaire tagged “Digital Transformation, Work Environment and Administrative Staff Performance Questionnaire” while qualitative data were collected through interview. Descriptive and inferential statistics ,were used for data analysis and the hypotheses were tested at 0.05 level of significance. It was found that digital transformation and work environment have significant combined influence on job performance of administrative staff of federal tertiary institutions in South- west, Nigeria (R=0.686; Adj.R2=0.467; P=0.000<0.05). Digital transformation was found to account for higher relative influence on job performance of the administrative staff (R=0.715; Adj.R2=0.507; P=0.000<0.05) than work environment (R=0.594; Adj. R2=0.349; P=0.00<0.05). It was also found that work experience has no significant moderating effect on the interaction of digital transformation with job performance of the administrative staff of federal tertiary institutions in South-west, Nigeria (ΔR2=0.000, ΔF=0.007; P=0.935>0.05). The study concluded that the level of digital transformation activities and the conducive nature of workplace environment are critical factors that influence job performance of administrative staff of federal tertiary institutions in South-west, Nigeria. It was recommended that the management of Federal tertiary institutions in South-West, Nigeria should intensify their digital transformation efforts and provide conducive work environment to their administrative staff with a view to improving their performance. Keywords: Administrative Staff, Digital Transformation, Federal Tertiary Institutions, Job Performance, Work Experience, Work Environment Word Count: 298
Influence of Total Quality Management Practices on Customers’ Satisfaction and Retention in Multichoice Company, Lagos State, Nigeria
(Lead City University, 2023-12) Cynthia Jane IROKANULO
The study explored the influence of TQM practices on customer satisfaction and retention within the context of Multichoice Company, Lagos, Nigeria. To achieve this aim, four specific objectives were raised and two null hypotheses were formulated. Three related theories were reviewed and discussed. The study employed a descriptive survey research design. The population comprised of over five million customers of Multichoice Company in Lagos Mainland. The sample size of 384 customers was gotten using Krecie and Mogan and the targeted customers were purposively selected around Lagos Island. The data were primarily sourced by administering questionnaire to the customers of Multichoice Company at Lagos Mainland. Out of the expected sample size of 354, the researcher successfully retrieved 253 and they were analyzed using the frequency, percentage, mean and standard deviation. The two null hypotheses were analyzed using the Multiple Regression model. The results [(R=0.501 a, R2 =0.251, F =115.500, p <0.00; β1 = 0.042, p = 0.000; β2 = 0.080, p = 0.00] showed that there was a positive and significant relationship between TQM practices and customer satisfaction and retention. Multichoice's commitment to quality control, continuous improvement, employee involvement, and customer focus were identified as key factors contributing to heightened customer satisfaction levels. Additionally, the study identifies that high customer satisfaction positively influences customer retention, as satisfied customers are more likely to remain loyal to Multichoice and recommend its services to others. In conclusion, the study underscored the significance of TQM practices in the context of the Multichoice Company and the broader entertainment industry. It was therefore recommended that Multichoice Company should implement TQM principles and focus on customer satisfaction, and should not only meet customer expectations but also foster long-term customer loyalty, ensuring sustained success in a competitive market. Keywords: Total Quality Management, Customer Satisfaction, Customer Retention, Customer Focus, Excellence Service and Quality Word Count: 289
Work-Family Balance, Self-Concept and Job Satisfaction of Office Information Managers in Private Universities, Ibadan, Oyo State, Nigeria
(Lead City University, 2023-12) Dorcas Ayantoro QUADRI
This study explores the intricate relationship between work-family balance, self-concept, and job satisfaction among office information managers. The descriptive survey research design was adopted for the study with questionnaire for data collection. The study population is made up of One hundred and Thirty office information managers in six private universities in Ibadan, Oyo State. The data collected was analysed using both descriptive and inferential statistics. The study found high level job satisfaction (Mean= 3.5), a very high level work-family balance (Mean=4.3), a moderate work and family life interference (Mean= 2.5 and 2.9) and a moderate perception of self (Mean 2.7). The test of hypotheses further revealed that work family balance have positive significant influence on Job satisfaction (Adj.R2=0.252 ,F(1,103)= 34.652, p=000) while self-concept does not(Adj.R2= 0.026, F(1,103)=2.699, p=.103b). Of the five demographic factors only work hours moderate the influence of work-family balance on Job satisfaction with a t-value of 2.948 and a p-value of 0.004. In conclusion, this study sheds light on the multifaceted dynamics at play in the personal and work life of office information managers. While high job satisfaction and work-family balance are positive attributes, moderating factors like work hours can further enhance job satisfaction. The study recommended universities should encourage self-awareness and self-development among office information managers by providing opportunities for personal and professional growth, mentorship programs, and self-confidence-building initiatives Keywords: Office information managers, Work-family balance, Work-life balance, self- concept, Secretaries Word Count: 224
Data Processing Practices and Service Delivery of Health Information Personnel in Tertiary Hospitals in Owerri, Imo State, Nigeria
(Lead City University, 2023-12) Christian Chimezurum NWANKWO
Without the presence of health information professionals in a health institution, a whole lot of damage will be done to patient records. How effective health information professionals are has a whole lot of link with their service delivery level. A major factor that has been identified that will always boost the service delivery of health information professionals is the way and manner data is being processed. In the absence of deficient data processing practices, service delivery of health information professionals will always be questioned. It is in this regard that this study deemed it fit to investigate the influence of data processing practices on service delivery of health information professionals in tertiary institutions in Owerri, Imo state. The survey design was used. The target population consisted of 118 respondents sampled randomly from health information professionals in tertiary institutions in Owerri, Imo state. Total enumeration sampling technique served as the sampling technique used in this study. A validated questionnaire was the instrument used for data collection. Reliability coefficient of each of the variables ranged from 0.74 to 0.89. Response rate was 97.4%. The data were analyzed using descriptive and regression statistics. The study revealed that three out of the four components (data input, data processing and data storage) used to measure data processing output did significantly influenced service delivery ((R2 = 0.001; P >.05). While data output did not significantly influence service delivery (R2 = .002; p < .622). From a joint perspective, only data storage was found not to significantly influence service delivery (Adjusted R2 = .685, F(61.541 = 3.578; p > 0.05). The study recommended that Health Information Professionals have got to be trained very wellfor them to know how to use state-of-the-art facilities to store health data effectively. Keywords: Data processing practices, Health information professionals, Service delivery. Word Count: 292
Leadership Style as predictor of Turnover Intention and Career Success of Non-teaching Staff in Public Polytechnics, Oyo State
(Lead City University, 2023-12) Femi AZEEZ
Employees are the most valuable assets in the organization. Many successful organizations have strategies to look after their employees, such as good pay, attractive work environment, and profit-sharing systems. However, preliminary investigations revealed that employee retention rate and career success in public polytechnics in Oyo State is on the decline, thereby leading to employee exiting the institution. Hence, this study investigated Leadership Style as predictor of Turnover Intention and Career Success of Non-teaching Staff in Public Polytechnics, Oyo State, Nigeria. A cross-sectional survey research design was used for this study. Population consists of 986 non-teaching staff with a sample size of 277 determined from RaoSoft Sample size determinant. A validated questionnaire was used to collect data. Data collected was analyzed using descriptive and inferential statistics. Findings revealed that leadership style has a moderate and positive correlation with turnover intention of non-teaching staff (Adj. R2 = 0.184; p < 0.05; B = 0.384), also leadership style has a weak and positive correlation with career success of non-teaching staff in the selected Public Polytechnics in Oyo State, Nigeria (Adj. R2 = 0.118; p < 0.05; B = 0.366). This study therefore concluded that that there is statistically significant influence of leadership style on turnover intention and career success in the selected public polytechnics in Oyo State, Nigeria. The study recommended that management of the selected public polytechnics should ensure that several developmental programmes are in place for the non-teaching staff in other to minimize the staff turnover intention, also, non-teaching staff of the selected public polytechnics should continually strive for excellence as this will give them an edge in their career pursuit. Keywords: Leadership Style; Turnover Intention, Career Success, Transformational Leadership Style, Transactional Leadership Style, Non-teaching staff, Public Polytechnics. Word Count: 270

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