DEPARTMENT OF BUSINESS ADMINISTRATION

The purpose of the study was to determine the relationship between impression
management and the job performance of academics in selected Universities in Edo
State, using demographic characteristics as moderating variables. Specifically, it
sought to examine the relationship between self-promotion and job performance;
effect of ingratiation on the job performance of academics; the relationship between
exemplification and the job performance of academics; the effect of supplication on
the job performance of academics; influence of intimidation on the job performance of
academics; and determine the mediating effect of demographic characteristics (such
as age, gender, and personality) on the relationship between impression management
and the job performance of lecturers in Universities in Edo State.
The study employed a correlational survey research design and structural equation
modelling (SEM). Its population comprised 3,002 academic staff in the selected
Universities. Questionnaire was the main research instrument. Data collected from the
online questionnaire were analyzed by descriptive statistics (such as mean, standard
deviation and percentages) and inferential statistics through Statistical Package for
Social Science (SPSS) and SEM. It revealed that there was a positive and significant relationship between self- promotion and job performance of the academics; there was a negative and non- significant relationship between ingratiation and job performance of the academics; there was a positive and significant relationship between exemplification, supplication and job performance of the academics. There was a negative and non-significant relationship between intimidation and job performance of the academics. Demographic characteristics such as age, gender, and qualification were found to be
non-significant mediators of impression management tactics and job performance of
academics in Universities in Edo State. Also, there was no significant differences in
impression management tactics among the academics in public and private universities, but there was a significant difference in their job performance. It concluded that there
was need for the university to put emphasis on the issues that significantly affect the
job performance of the academics. Recommendations such as professional development programmes, ethical and constructive impression management
behaviours, regular feedback mechanisms among others were provided

This study investigated communication and employee job satisfaction of the hospitality
sector. Data were primarily sourced through the online administration of two hundred (200)questionnaire out of which same number (200) were found usable for the empirical analysis. The descriptive (frequency, mean and percentage) and inferential statistics (regression) were adopted for the study’s analysis. It was revealed that: there is a significant relationship between communication and employee job satisfaction in the hospitality sector; modern communication channels, such as social media and technology-mediated communication, significantly influence employee job satisfaction in the hospitality sector; and while organizational culture was found to significantly mediate or moderate the relationship between communication and employee job satisfaction in the hospitality sector, leadership styles did not. Based on these findings, it was recommended that: organizations should focus on enhancing their communication strategies; it is essential for organizations in the hospitality sector to actively promote a positive and inclusive organizational culture; and it is still crucial for organizations to invest in leadership development programs.

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of organizational success. This study aims to explore the impacts of conflicts between employees and employers on the performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies. The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive
communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.

This study examines the relationship between total quality management practices and organizational performance. The objective of the study is to examine the relationship between top management, strategic planning, process management, customer focus, employee relation and organizational performance This study adopts a survey research instrument through the administration of questionnaires to two hundred and fifty-five (255) employees of the Nigerian Petroleum Development Company Limited (NPDC), Benin City. The data for the study are analyzed using descriptive statistics, Pearson correlation and ordinary multiple regression. The multiple regressions results show that top management has a significant positive relationship with organizational performance at 1% level of significance, strategic planning has an insignificant negative relationship with organizational performance, process management has an insignificant positive relationship with organizational performance, customer focus has an insignificant negative relationship with organizational performance and employee relation has a significant positive relationship with organizational performance (OPF) at 1% level of significance. The study recommends that the presence of top management as component of total quality management practices would significantly enhanced organizational performance

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

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of organizational success. This study aims to explore the impacts of conflicts between employees and employers on the performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies. The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.

This study investigated how the impact of job satisfaction influences employee performance in government-owned establishments in Benin Metropolis. It utilizes structured questionnaires, expert validation, and regression analysis to explore the relationship. Findings from the research unveil a compelling correlation between job satisfaction and employee performance. Specifically, aspects such as salary structure, welfare packages, and the overall working environment emerge as significant determinants of ob satisfaction. Employees who perceive favorable conditions in these areas tend to exhibit higher levels of job satisfaction, consequently leading to enhanced performance outcomes. In conclusion, the study highlights the critical role of job satisfaction in shaping employee performance within government-owned establishments. It underscores the importance of prioritizing factors that contribute to job satisfaction, such as competitive salaries, robust welfare provisions, and conducive working environments. By implementing recommendations such as establishing effective reward systems and improving worker welfare, organizations can cultivate a positive work culture that fosters employee satisfaction and, ultimately, drives better performance outcomes

In today's dynamic work environment, the relationship between employees and employers stands as a critical determinant of
organizational success. This study aims to explore the impacts of conflicts between employees and employers on the
performance of organizations. Through an extensive literature review and empirical analysis, the survey generated 141 validated replies.The results of the analysis of the replies gathered indicate that organizational conflicts have a significant impact on employee performance. Furthermore, this research delves into the ramifications of such conflicts on organizational performance metrics, including productivity, employee morale, retention rates, and overall efficiency. It seeks to identify how these conflicts disrupt workflow, hinder collaboration, and impede the attainment of strategic objectives. Moreover, by shedding light on the intricate interplay between employee-employer conflict and organizational performance, this research provides valuable insights for both scholars and practitioners. It offers actionable recommendations for cultivating a harmonious work environment, fostering constructive communication channels, and implementing effective conflict resolution mechanisms to mitigate the detrimental impact of conflicts on organizational performance. Ultimately, this study contributes to a deeper understanding of the dynamics within contemporary workplaces and underscores the imperative of fostering positive employee-employer relations for sustainable organizational success. In order to effectively manage conflict in organisations on a continual basis, management and staff must make a concerted effort to collaborate amicably by developing strong strategies and upholding appropriate regulations.

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 investigated the challenges of collection development and its effect on services to library users: a case study of John Harris Library, University of Benin, Edo State. Five research questions were developed to direct the researcher in achieving the study's goal. 45
librarians from the John Harris library at the University of Benin made up the sample population, and the inquiry used a descriptive survey research design. 45 librarians made up the sample using a proportionate random sampling method. Relevant information was gathered from the sample by direct interaction and distribution of copies of a questionnaire created by researchers about the difficulties of collection development and how they affect library user services (CCDESLUQ). Tables were used to present the data collected, and mean-based descriptive statistics were used to analyze them. The threshold for making decisions was a mean score of 2.5 on the criterion. The results of the analysis of the dada show that the John Harris Library's collection development policies are acquisition and implementation, collection and borrowing, reference, and selection policies; the process includes consideration of user needs, careful selection of importations, weeding of materials (information), and materials ordered are being received and checked at the library during collection development; the challenges of collection development are high; and finally, the findings show that the library's collection development policy is acquisition and implementation. Some of the repercussions include students performing poorly academically, poor and ineffective service delivery, environmental congestion for library users, and inadequate appraisal of items by library users. 9
The findings led to some recommendations, such as the following: All stakeholders should be involved in the collection development process; more librarians and experts in the field of library and informational services should be hired to reduce the workload for the existing librarians; adequate funding funding for the library should be provided for effective planning and implementation of collection development policies; and deficiencies in adequate facilities in the library should be addressed.