DEPARTMENT OF BUSINESS ADMINISTRATION

This study investigated skill acquisition and job creation among women in Edo State. The specific objectives were to examine the relationship between technical skills, creative skills, vocational skills and entrepreneurial skills with job creation among women in Edo State. It was a field survey and a total of five hundred and sixteen (516) women constituted the population size and the same 516 as the sample size for the purpose robust results and generalisation. The main research instrument employed was questionnaire administration and data collected were analysed using descriptive statistics and least square regression method. The study found that technical skills, creative skills, vocational skills and entrepreneurial skills all have significant positive relationship at p-value of 1%, 1%, 2%, and 3% respectively with job creation among women in Edo state. The study therefore recommended that government should provide the enabling environment and financial assistance to entrepreneurs especially to women with different creative, technical and entrepreneurial skills in order to promote job creation.

This study investigates the impact of digital marketing on brand performance in Small and Medium Enterprises (SMEs) in Benin City, Nigeria. A quantitative survey of 271 respondents showed a positive and significant relationship between digital marketing strategies and brand performance, a positive and significant relationship between digital marketing and brand performance, a positive and significant relationship between digital marketing and brand performance metrics, a positive and significant relationship between digital marketing adoption and sales growth among SMEs. The findings enlightens that digital marketing contribute meaningfully to enhancing brand visibility, competitiveness, customer engagement, and business growth. The study contributes to measurable improvements in specific business performance metrics thereby boosting visibility and also strengthening customer relationships. The study also enlightens that barriers to adoption do not reduce brand performance benefits of digital marketing and suggests that even constrained SMEs can achieve meaningful improvements through strategic digital engagement.

Identifying and exploiting market gaps has become essential for firms seeking sustainable growth and strategic advantage. This study, titled “Analytical Approaches to Identifying Market Gap,” explores how data-driven tools, analytical techniques, and customer insights can be used to uncover unserved or underserved areas within the market. This research emphasises the importance of integrating analytical approaches such as data mining, predictive analytics, customer behavior analysis, and market segmentation to provide organisations with actionable insights for decision-making. This study adopted a quantitative research design, relying on structured questionnaires administered to business owners, marketing managers, and data analysts. The data were analysed using both descriptive and inferential statistics, including regression analysis, to test hypotheses on the relationship between analytical tools, data-driven decision-making, customer data utilisation, and market gap identification. The findings revealed that analytical tools significantly enhance a firm’s ability to recognise unmet customer needs, while data-driven methods improve the precision of market forecasting and strategic planning. Additionally, the study established that effective use of customer data facilitates a deeper understanding of behavioural patterns that point to latent market opportunities. The results demonstrate that businesses which actively integrate analytical approaches into their strategic planning are more likely to achieve competitive advantage through innovation and responsiveness to emerging trends. By establishing a link between analytical competence and market opportunity identification, this research contributes to the growing body of literature on business analytics and market strategy, particularly within emerging economies. This study concludes that developing analytical capabilities is not only a technological necessity but also a strategic imperative for business sustainability.

This study investigates the relationship between High-Performance Work Systems (HPWS) and employee creativity in selected small-scale businesses in Benin City, Nigeria. Recognizing the crucial role of small and medium enterprises (SMEs) in economic development, the research explores how HR practices such as financial rewards, performance appraisal, training and development, and mentoring influence creative behavior among employees. The study is anchored on the Ability-MotivationOpportunity (AMO) Theory and the Componential Theory of Creativity, supported by the Social Exchange Theory, Self-Determination Theory, Job Characteristics Model, and the Resource-Based View (RBV). A quantitative research design was employed, utilizing structured questionnaires administered to employees of small-scale businesses. The data were analyzed using descriptive statistics and linear regression via SPSS to determine the significance of relationships among the variables. The findings revealed that all dimensions of HPWS financial incentives, performance appraisal, training and development, and mentoring had a positive and significant impact on employee creativity. The study concludes that effective HR systems enhance employees’ motivation, capability, and opportunity to innovate, thereby improving organizational performance and competitiveness. The research contributes to existing literature by providing empirical evidence from the Nigerian SME context and reinforcing the theoretical linkage between HPWS and creativity. It recommends that small-scale business owners adopt integrated HPWS practices that promote employee autonomy, continuous learning, fair reward systems, and supportive mentoring relationships to sustain creativity and innovation in a dynamic business environment.

This study examined the relationship between organizational silence and organizational citizenship behaviour (OCB) among lecturers in the University of Benin. The study sought to determine how the dimensions of organizational silence, acquiescent silence, defensive silence, prosocial silence, and supervisor silence climate influence the display of OCB among academic staff. The research was driven by concerns that silence in academic institutions may limit participation, reduce innovation, and hinder voluntary behaviours that promote institutional performance. A descriptive survey research design was adopted, and data were collected from a sample of 100 lecturers across various faculties using a structured questionnaire. Descriptive statistics (mean and standard deviation) were used to summarize responses, while Pearson correlation and multiple regression analyses were employed to test the hypotheses at a 0.05 level of significance. The results revealed that prosocial silence recorded the highest mean (M = 4.04, SD = 0.90), indicating that lecturers often withhold information for altruistic or constructive reasons, such as maintaining team harmony or protecting colleagues. Conversely, acquiescent silence (M = 2.73, SD = 1.39) and defensive silence (M = 2.88, SD = 1.10) were relatively low, suggesting that most lecturers do not remain silent out of fear or a belief that their opinions will not matter. The regression model yielded R = 0.304, R² = 0.093, F(4,91) = 2.325, p = 0.062, indicating that the combined effect of the four silence dimensions on OCB was not statistically significant. Further analysis showed that none of the individual silence dimensions significantly predicted OCB (p > 0.05), though prosocial silence exhibited a weak positive relationship (β = 0.185, p = 0.082). The correlation analysis confirmed these findings, revealing weak and statistically insignificant relationships between organizational silence dimensions and OCB. The study concludes that while organizational silence exists within the University of Benin, it does not significantly influence lecturers’ willingness to engage in citizenship behaviours such as altruism, conscientiousness, courtesy, sportsmanship, and civic virtue. The findings suggest that lecturers’ engagement in OCB is primarily driven by intrinsic motivation and professional commitment rather than silence dynamics. The study recommends that the university should continue to foster open communication channels, participative decision-making, and supportive leadership practices to sustain a positive organizational culture that encourages voluntary, extra-role behaviour among academic staff.

This study investigated the effect of leadership styles on business sustainability among SMEs in Benin City, Edo State. It aimed to evaluate the impact of transformational, transactional, and participative leadership styles on the long-term viability and operational stability of these enterprises. The research adopted a descriptive survey design, using structured questionnaires Ministered to 147 employees across four selected SMEs within the Ugbowo axis. Data analysis involved descriptive statistics, correlation, and multiple regression techniques to test relationships and hypotheses at a 0.05 significance level. The fiindings revealed that transformational leadership significantly enhanced business sustainability by promoting vision, motivation, and innovation, thus contributing to long-term growth and adaptability in SMEs. Transactional leadership played an important role in ensuring short-term stability and effective operational control but showed limited influence on sustained business growth. Participative leadership positively affected goal commitment and team involvement, though its impact was more effective when combined with transformational leadership practices. Based on these results, it was recommended that SMEs should prioritize developing transformational leadership competencies to inspire and motivate their workforce and drive innovation crucial for sustained success. Additionally, transactional leadership techniques should be integrated to maintain operational consistency and manage daily business challenges efficiently. Furthermore, fostering participative leadership by encouraging inclusive decision-making and employee engagement was advised to enhance collective responsibility and strengthen overall business sustainability

In order for Small and Medium-scale Enterprises (SMEs) to achieve their strategic objectives and maintain financial stability, effective budgeting is essential. In the context of SMEs operating in Benin City, Nigeria, this case study investigates the importance of budgeting. This study attempts to emphasize the crucial role budgeting plays in setting clear objectives, managing resources effectively, and ultimately spurring business success by looking at the experiences of several SMEs in the area. To collect information from a varied sample of SMEs, the study uses both qualitative and quantitative research approaches, including surveys and interviews. It clarifies the difficulties and advantages of budgeting procedures in Benin City's SME sector through thorough examination. The results highlight the crucial
significance of budgeting as a foundational skill. A tool for SMEs to overcome financial difficulties, improve financial performance, and realize their long-term objectives. This study also offers helpful advice and suggestions for SMEs in Benin City and beyond, highlighting the importance of strategic budgeting as a cornerstone of long-term company growth.

This study examined the association between organisational silence and job stress among lecturers at the University of Benin. It aimed to assess the level of organisational silence, identify its dominant dimensions, and evaluate the extent to which different forms of silence affect lecturers’ job-related stress. Using a descriptive and correlational research design, data were obtained from ninety-two (92) lecturers through a structured questionnaire. Organisational silence was assessed across four dimensions—acquiescent, defensive, prosocial, and supervisor silence climate—while job stress was measured in terms of workload-related stress, role conflict and ambiguity, job pressure and anxiety, and inadequate supervisor and peer support.
Descriptive results showed that organisational silence was generally low, with a grand mean of 2.67, whereas job stress was moderate, with an overall mean of 3.08. Prosocial silence (M = 4.09, SD = 0.64) emerged as the most prominent dimension, indicating that lecturers often withheld opinions for constructive reasons such as preserving collegial relationships or promoting workplace harmony. Although acquiescent and defensive silence were less common, they demonstrated stronger links with job stress. Regression analysis (R = 0.643, R² = 0.414, F = 15.343, p < 0.05) revealed that the combined dimensions of organisational silence significantly predicted job stress, with acquiescent silence (p = 0.001) and defensive silence (p = 0.005) identified as significant contributors.

The growing environmental challenges facing manufacturing firms have intensified the need for sustainable operational practices, particularly within supply chains. This study examines the influence of green supply chain practices on sustainability performance of manufacturing firms in Nigeria. Specifically, the study focuses on green procurement, eco-design, cleaner production, reverse logistics, and green distribution as key dimensions of green supply chain management. Anchored on empirical evidence from
prior studies, the research highlights how the adoption of environmentally responsible practices contributes to environmental compliance, operational efficiency, cost reduction, and competitive advantage. Findings from the reviewed literature indicate that firms implementing green procurement benefit from responsible sourcing, improved supplier relationships, and reduced environmental footprint. Eco-design practices enhance product durability, resource efficiency, and recyclability, while cleaner production significantly reduces energy consumption, emissions, and waste generation. Reverse logistics supports resource recovery and waste minimization through circular supply chain processes, and green distribution improves logistics efficiency while lowering carbon emissions. Furthermore, empirical evidence suggests that the integrated adoption of these green supply chain practices produces synergistic effects that strengthen environmental, economic, and operational sustainability. The study concludes that holistic green supply chain management is a critical driver of sustainable performance in Nigerian manufacturing firms and recommends its broader adoption to achieve long-term sustainability goals.

This study examined the relationship between organizational silence and citizenship behavior among academic staff at the University of Benin, Benin City. The study sought to determine how the dimensions of organizational silence, acquiescent silence, defensive silence, prosocial silence, and supervisor silence climate influence the display of OCB among academic staff. The research was driven by concerns that silence in academic institutions may limit participation, reduce innovation, and hinder voluntary behaviours that promote institutional performance.

A descriptive survey research design was adopted, and data were collected from a sample of 100 lecturers across various faculties using a structured questionnaire. Descriptive statistics (mean and standard deviation) were used to summarize responses, while Pearson correlation and multiple regression analyses were employed to test the hypotheses at a 0.05 level of significance. The results revealed that prosocial silence recorded the highest mean (M = 4.04, SD = 0.90), indicating that lecturers often withhold information for altruistic or constructive reasons, such as maintaining team harmony or protecting colleagues. Conversely, acquiescent silence (M = 2.73, SD = 1.39) and defensive silence (M = 2.88, SD = 1.10) were relatively low, suggesting that most lecturers do not remain silent out of fear or a belief that their opinions will not matter.
The regression model yielded R = 0.304, R² = 0.093, F(4,91) = 2.325, p = 0.062, indicating that the combined effect of the four silence dimensions on OCB was not statistically significant. Further analysis showed that none of the individual silence dimensions significantly predicted OCB (p > 0.05), though prosocial silence exhibited a weak positive relationship (β = 0.185, p = 0.082). The
correlation analysis confirmed these findings, revealing weak and statistically insignificant relationships between organizational silence dimensions and OCB.

The study concludes that while organizational silence exists within the University of Benin, it does not significantly influence lecturers’ willingness to engage in citizenship behaviours such as altruism, conscientiousness, courtesy, sportsmanship, and civic virtue. The findings suggest that lecturers’ engagement in OCB is primarily driven by intrinsic motivation and professional commitment rather than silence dynamics. The study recommends that the university should continue to foster open communication channels, participative decision-making, and supportive leadership practices to sustain a positive organizational culture that encourages voluntary, extra-role behaviour among academic staff.