BUSINESS ADMINISTRATION

The background of this study is rooted in the recognition of the growing significance of workplace diversity within contemporary organizations such as the prestigious university of Benin. Workplace diversity encompasses a broad spectrum of differences among employees, including but not limited to factors such as race, gender, age, ethnicity, sexual orientation, physical abilities, and cultural backgrounds (Cox, 1994; Cox & Blake, 1991). This array of diversities enriches the composition of the workforce and contributes to the evolving tapestry of today's professional landscape.

This study investigated the impact of factors of leadership style on the engagement of non- academic staff at the University of Benin yielded. The study targeted a sample of fifty-two (52) respondents, in which a total of 52 questionnaires were distributed and a total of fifty (50) questionnaires was filled, retrieved, cleaned and used for this study. The data collected was analyzed using SPSS version 20.0 and descriptive statistics was used to present the results while regression test was employed to make findings on the research hypotheses. Notably, while economic factors and intended goals both showed a positive correlation with employee engagement, their effects were found to be statistically insignificant. In contrast, leaders' communication skills and emotional intelligence emerged as significant drivers of employee engagement. Based on these findings, the following recommendation were made that: the institution’s management should prioritize leadership training on soft skills as doing so would bolster leaders' ability to communicate effectively and enhance their emotional understanding and empathy; incentive structures should be redefined by considering a mix of non-tangible benefits that might cater to emotional and interpersonal aspects of job satisfaction and engagement; clear and collaborative goals should be set; open communication channels should be fostered in institution; the institution should implement emotional intelligence assessments which can inform recruitment decisions, highlight areas for improvement, and guide personalized training and development interventions; and adoption of continuous feedback loop

The aim of this study was designed to examine employee commitment and organisational performance. To guide the study, three research questions were raised which are outlined thus: What is the impact of affective commitment on organisational performance? How does normative commitment affect organisational performance? How does continuous commitment affect organisational Performance? The study adopted survey research design because the sampled elements and the variables under investigation were observed without any attempt to control or manipulate them from these three research questions, 15 items were raised in the questionnaire together with the data for this study and the questionnaire was subject to Cronbach alpha method of testing and a coefficient of 0.75 was obtained. The descriptive survey research design was used for this study. The population of this study comprised Chicken republic Staff in Benin City. The findings from the study revealed that majority of the respondents agreed that organisational commitment creates an impact among the workers of chicken republic. It was shown that the respondents strongly agreed that staff motivation aids commitment. It was seen that job satisfaction enhances commitment. It is recommended that the management of companies are advised to hire employees who are likely to become linked to the organisation. The organisation must exhibit a high level of commitment to its employees. If employees are concerned about losing their jobs, there is very little likelihood of high level of employees’ commitment.

The aim of this study was designed to examine employee commitment and
organisational performance. To guide the study, three research questions were raised which are outlined thus: What is the impact of affective commitment on organisational performance? How does normative commitment affect organisational performance? How does continuous commitment affect organisational Performance? The study adopted survey research design because the sampled elements and the variables under investigation were observed without any attempt to control or manipulate them from these three research questions, 15 items were raised in the questionnaire together with the data for this study and the questionnaire was subject to Cronbach alpha method of testing and a coefficient of 0.75 was obtained. The descriptive survey research design was used for this study. The population of this study comprised Chicken republic Staff in Benin City. The findings from the study revealed that majority of the respondents agreed that organisational commitment creates an impact among the workers of chicken republic. It was shown that the respondents strongly agreed that staff motivation aids commitment. It was seen that job satisfaction enhances commitment. It is recommended that the management of companies are advised to hire employees who are likely to become linked to the organisation. The organisation must exhibit a high level of commitment to its employees. If employees are concerned about losing their jobs, there is very little likelihood of high level of employees’ commitment.

This study sought to examine the effect of business environment on organizational growth using Seven-Up Bottling Company, Benin City, Edo State as a case study. The main objective of this study was to examine the impact of legal, social, political and economic environment on the growth strategies of organizations in Nigeria. A survey research design was adopted for this study. The researcher has used descriptive research design for the achievement of the study objectives. Using a simple random sampling technique, this researcher sampled 100 staffs to participate in the research. A structured questionnaire was used to collect data from the respondents, out of which 100 copies were filled and retrieved and all copies were found to be valid and useful for this study because they were properly filled. To conduct the analysis, the study utilized statistical package for social sciences (SPSS 22.0) which were presented in tables, mean and standard deviation. Linear Regression analysis was used to test each hypothesis. The reliability of the instrument was tested with the use of Cronbach’s Alpha reliability co-efficient.

The study examined mpacts remote work and employee productvty. Ths study focuses on the mpact of remote work on employee productvty n organzatons that have mplemented remote work polces n Nosak Group, a manufacturng and agrcultural products company n Ben Cty. The study specfc objectves was to examne the mpact of the frequency of remote work on employee productvty, analyze how the qualty of the work envronment nfluences employee productvty n a remote work context, assess the effect of work-lfe balance on productvty whle workng remotely and evaluate how flexblty n remote work arrangements contrbutes to employee productvty. The populaton for ths study ncludes employees from varous ndustres who have been workng remotely, ether full-tme or part-tme, snce the COVD-19 pandemc. To ensure a representatve sample, the study focuses on employees and management staff of Nosak Group, a manufacturng and agrcultural products company n Ben City, who are engaged n remote work. The study wll examne ndvduals across dfferent departments that have adopted remote or hybrd work models, provdng a comprehensve understandng of how remote work affects productvty wthn Nosak Group.

Accordng to the company’s staff records, Nosak Group has over 500 employees. A total number of 85 questonnadres was admntstered because of the possblty of no return of questonnadres and possble nvalds by respondents. Data collected from the survey responses was analyzed usng statstcal methods, partcularly multple regresson analyss. It was that the relatonsHp between remote work factors and employee productvty n the sector. Whle flexblty, work-lfe balance, and remote work frequency are often regarded as key contrbutors to employee performance, the results suggest that ther drect mpact varles. Some factors sgndfcantly enhance productvty, whle others show no statstcal sgnfcance. However, based on the concluson the necessary recommendatons was made...

The main aim of this study is to examine deviant workplace behaviour of employees in public hospital in Benin City, Nigeria. In this study,100 questionnaires were administered while 91 copies of the questionnaires were retrieved making a response rate of 91% and used as data for the analysis. The result shows that Job Stress have a positive and insignificant effect on the deviant workplace behaviour of the employees in public hospital in Benin City, Nigeria. The result shows that workover-load have a positive and significant effect on employee deviant workplace behaviour in public hospital in Benin City, Nigeria. Also, the result shows that role ambiguity and conflict have a positive and significant effect on the employee workplace behaviour in public hospital in Benin City, Nigeria. Lastly, the result shows that there exist a positive and significant effect on the deviant workplace behaviour of the employees in public hospital in Benin City, Nigeria. It was recommended that organizations should establish a clear and comprehensive policies and code of conduct, organizations should make regular training and awareness programs available to educate employees about these policies and fostera culture of respect and professionalism in the workplace. Also, those organizations should train the supervisors and managers in conflict resolution and effective leadership and continuously monitor the employees satisfaction through appraisal and reward and recognize good behaviour of employees to boost the moral of he employees.