DEPARTMENT OF BUSINESS ADMINISTRATION

This study examined the effect of abusive supervision on workplace deviance among teaching staff in the nursing school of the University of Benin Teaching Hospital (UBTH). Specifically, it investigated the impact of abusive supervision on four dimensions of workplace deviance: property deviance, production deviance, personal aggression, and political deviance. The study adopted a correlational survey research design, with a population of 150 teaching staff from the nursing college at UBTH. A structured questionnaire served as the primary research instrument, and data were collected through manual administration. The collected data were analyzed using descriptive and inferential statistics. The findings revealed a significant positive relationship between abusive supervision and workplace deviance. Abusive supervision was shown to increase employees' likelihood of damaging or misusing organizational resources (B = .072, p = .008). A strong positive effect was observed between abusive supervision and production deviance (B = .108, p = .000), indicating that employees under abusive supervision tend to reduce productivity and engage in inefficient work practices. The study also found a significant association between abusive supervision and personal aggression (B = .095, p = .004), demonstrating that abusive supervision contributes to hostile and aggressive behavior toward colleagues. Furthermore, the results showed a significant positive impact of abusive supervision on political deviance (B = .138, p = .000), suggesting that employees experiencing abusive supervision are more likely to engage in manipulative and self-serving behaviors. The study highlights the pervasive impact of abusive supervision on various forms of workplace deviance, emphasising the urgent need for supportive and respectful leadership practices to foster a positive organizational climate and enhance employee well-being and performance. To mitigate the effects of abusive supervision on workplace deviance, several recommendations are made. Organisations should invest in training programs that promote positive leadership behaviors and emotional intelligence, and establish clear policies to prevent and address abusive supervision. Additionally, creating support systems like counseling services and mentorship opportunities can help employees cope with the negative effects of abusive supervision. Fostering an open communication culture, encouraging collaboration and recognition among team members, and promoting a culture of respect and value can also reduce the likelihood of workplace deviance

The aim of this study was designed to examine the place of infrastructure in the growth of small and medium scale enterprises in Nigeria. To guide the study, four research questions were raised which are outlined thus: Does good road influence the growth of SME? How does power supply impact the growth of SME? How does information technology and communication influence the growth of SME? How does transportation system influence the growth of SME? 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 four research questions, 20 items were raised in the questionnaire together with the data for this study and the questionnaire was subject to Crobach alpha method of testing and a coefficient of 0.73 was obtained. The descriptive survey research design was used for this study. Population of the study consisted of operators of small and medium businesses operating in Edo State City, Edo Sate. he findings from the study revealed that majority of the respondents were agreed access to reliable electricity supply impact the growth of small medium enterprise. It was shown that majority of the respondents agree that time spent on the road network in commuting for small business activities impact expenses on the growth of small medium enterprise. It was seen that majority of the respondents agreed that customer satisfactionthrough the use of ICT. It is recommended that there is need for the State government to create independent power supply in industrial estates while sustaining the expanded electricity distribution programme. There is also the need to restructure and strengthen policy in favour of small-scale business to stimulate their rapid growth and development. Small businesses are expected to champion local sourcing of raw materials and export them
if the environment is enabling enough. Finally, the quality and quantity of goods produced by SMEs should be of a high quality with relatively low price at all times, this will attract more customers and make demand to be high always.

This study examined the effect of Industrial conflict management strategies on employee performance in healthcare centers in Benin City. In specific terms, the study determined the relationship among accommodating, collaborating, compromising, competing, as avoiding as a conflict management strategy affect the employee performance in the health care centres in Benin City. A survey research design was employed, and 362 employees from the University of Benin Teaching Hosptail (UBTH) participated in the study. A questionnaire was used to obtain data from the respondents, which was then analysed using descriptive and inferential statistics. The findings revealed that accommodating and collaborating conflict management strategies have a positive and significant relationship with employee performance, while avoidance has a significant negative relationship. Compromising and competing strategies did not exhibit a statistically significant relationship with employee performance. The study highlights the importance of fostering understanding, flexibility, and teamwork to enhance the overall effectiveness of healthcare professionals. It also underscores the detrimental effects of conflict avoidance in healthcare settings, emphasizing the need for interventions that encourage open communication and constructive problem-solving. To address these findings, the study recommends that healthcare centers in Benin City prioritize training programs that enhance accommodative and collaborative conflict management skills among their staff. Additionally, communication training programs should be implemented to encourage open and constructive dialogue, addressing the negative impact of conflict avoidance.

This study investigated the impact of digital transformation on business performance among Micro, Small, and Medium Enterprises (MSMEs) in Benin City, Edo State, Nigeria. The research focused on four dimensions of digital transformation: operational transformation, customer experience transformation, organisational culture and workforce transformation, and product and service innovation. A structured questionnaire was administered to 290 MSMEs, of which 267 valid responses were analysed using descriptive and inferential statistics through SPSS version 22. The findings revealed that operational transformation and customer experience transformation had significant positive effects on business performance, indicating that MSMEs that digitise internal processes and customer engagement platforms experience enhanced productivity and competitiveness. Conversely, organisational culture and workforce transformation, as well as product and service innovation, showed no statistically significant impact on business performance. Based on these findings, the study recommends that MSMEs in Benin City increase investment in workforce digital upskilling, cultivate innovation-friendly organisational cultures, and strategically prioritise digital innovation in product and service delivery. The research contributes to the body of knowledge by providing empirical evidence on how various aspects of digital transformation influence MSME performance in an emerging market context.

The rapid evolution of digital technologies has transformed how businesses attract, engage, and retain customers, making digital marketing a vital tool for organisational growth. This study examined the relationship between digital marketing practices and the growth of Small and Medium Enterprises (SMEs) in Benin City, Nigeria. Specifically, the study investigated the effects of social media marketing, search engine optimisation, email marketing, and content marketing on SME growth. The research adopted a quantitative survey design, with data collected from selected SMEs operating within Benin City. Hypotheses were tested using statistical techniques to determine the significance of the relationships between the identified digital marketing practices and SME growth indicators. The findings revealed a positive and significant relationship between social media marketing and SME growth, as well as between search engine optimisation and SME growth. Similarly, content marketing demonstrated a positive and significant effect on SME growth. In contrast, email marketing showed a positive but insignificant relationship with SME growth, suggesting limited effectiveness in the studied context. These findings highlight the importance of leveraging social media, SEO, and content strategies to drive business expansion while recognising the need for improved email marketing adoption and practices. The study concludes that digital marketing practices are critical enablers of SME growth in Benin City, but their impact varies across different strategies. It recommends that SME owners and managers invest in capacity building, technology adoption, and tailored digital strategies to enhance xiv competitiveness. Policy makers are also encouraged to support SMEs with training, digital infrastructure, and enabling policies that foster sustainable growth in the digital economy

The study investigated entrepreneurial orientation and business performance. To achieve the purpose of the study, three research questions were raised and answered. The research design adopted for this study is the cross-sectional research design. The population for this study was made up of all 5,401 registered small scale business in Egor
Local Government Area of Edo State. The sample size for this study was made up of 100
respondents. The data collected for this study were analyzed using linear regression
analysis. Furthermore, descriptive statistics, such as frequency distributions and
percentages, were employed to provide a preliminary summary of the respondents’ demographic characteristics and response patterns. Findings from the study revealed that that entrepreneurial orientation represents a vital strategic resource that drives the competitiveness and sustainability of enterprises, especially small and medium enterprises (SMEs). It was concluded that entrepreneurial orientation, when reinforced by innovation, provides a transformative pathway for sustainable growth, market leadership, and long-term survival in dynamic and competitive business landscapes. Based on the findings, it was recommended that entrepreneurs should deliberately cultivate entrepreneurial traits such as risk-taking, proactiveness, and innovation, as these behaviours directly contribute to improved performance and competitiveness

This study examined Non-Financial Incentives and Employee Productivity in the Banking Sector: A Case Study of Selected Banks in Benin City. The research aimed to assess the impact of non-financial incentives such as recognition, career development, job security, training opportunities, and conducive work environments on employees’ productivity levels. A descriptive survey research design was adopted, involving 245 respondents drawn from staff of selected commercial banks in Benin City. Data were collected through structured questionnaires and analyzed using descriptive statistics (mean and standard deviation) and regression analysis to determine the influence of non-financial incentives on employee productivity. The findings revealed that non-financial incentives significantly enhance employee productivity in the banking sector (β = +0.420, p = 0.001). Specifically, recognition and appreciation of employees’ efforts were found to positively influence motivation and performance (β = +0.310, p = 0.003). Opportunities for career advancement and professional development also had a strong positive effect on productivity (β = +0.275, p = 0.005), while a supportive and comfortable work environment improved job
satisfaction and organizational commitment (β = +0.290, p = 0.004). The combined effect of non-financial incentives explained 62% of the variation in employee productivity (R² = 0.62, p = 0.000). The study concludes that non-financial incentives play a vital role in enhancing employee motivation, commitment, and overall productivity within the banking sector.It recommends that management of commercial banks should place greater emphasis on non-monetary reward systems, foster continuous career development programs, and promote a healthy organizational climate. Furthermore, policies aimed at improving job satisfaction, recognition, and participatory decision-making should be strengthened to sustain high performance and employee retention in the banking industry.