DEPARTMENT OF INDUSTRIAL RELATIONS AND PERSONNEL MANAGEMENT

This study was carried out to examine the effect of recruitment and selection exercise on employees’ performance. In order to actualize the objectives of the study, various literature and theoretical issues were discussed. The instrument used for the purpose of this research was the primary research instrument (questionnaire). The mass of information generated from the questionnaires was summarized in form of table and analyzed using frequency, simple percentage, mean, regression techniques. The researcher administered one hundred and fifty (150) questionnaires to respondents, out of which same number (150) were retrieved for the purpose of presenting and analyzing responses to issues raised in the questionnaires. The Statistical Package for Social Sciences (SPSS, Version 24.0) was employed to empirically examine the relationship. The findings from the analysis revealed among other things that; The study showed that there is a positive and a significant relationship between job satisfactions and employee’s performance, the study also revealed that there is a positive and a significant relationship between employee competency and employee’s performance. and so on. The study recommends amongst others Jobs should be well described and analysed to selected candidates to aid performance. Refresher courses should be organized for employees for them to beabreast with trends in the ever-growing market.: among others.

Conflict is inevitable in every organization. This paper aims to determine the effect of industrial conflict management on employees' performance. The study was seeking to fulfill the objectives which was to determine the effect of organizational culture as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria; the effect of organizational structure as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria, the effect of training and development as an aspect of conflict management on employee performance in the Non Academic Staff of University of Benin, Benin city, Edo State, and to determine the effect of organizational leadership style as an aspect of conflict management on employee performance in the Non-Academic Staff of University of Benin, Benin city, Edo State, Nigeria. The population of the study was comprised of employees in the Non- Academic Staff of University of Benin, Ugbowo Campus, Benin City, Edo State, Nigeria. The focus was on 135 Non- academic staffs of the University of Benin, Ugbowo Campus, Benin City, Edo State, Nigeria. Data was collected using the questionnaire which the researcher administered face to face to the respondents. 100 copies of questionnaire was administered to the respondents. The analysis was based on the data obtained from response to the questionnaire administered. The findings found out that organizational culture increases employee job satisfaction which made organizational culture a major explanatory variable of worker's morale, satisfaction and productivity. It was also concluded that training allows employees to acquire new skills and sharpen existing ones. Training and development reduces the cost of money to be spent on recruitment as a result of Improved productivity. Financial incentives are important as it affects employee’s performance as it ensures employees have a relatively higher productivity level so as to boost their morale for higher productivity. The study also concluded that Industrial conflict management boosts employee's performance and better position employees to be more productive thereby achieving organizational goals faster and smarter. And recommends that for a calm and peaceful organizational atmosphere, there should be good and healthy working relationships between management and employees to prevent and resolve conflicts. Conflicts should not be allowed to spiral out of control as it can be managed easily to prevent disagreements that will negatively affect decision making and employee performance. It was also recommended that organizations and their management to ensure they adequately pay their employees with incentive packages and bonuses to promote smooth operation and improved performance by employee.

The purpose of this study was to ascertain work-life balance on job satisfaction of employees in UBTH, Benin City, Edo State. To actualize the objectives of this study, the study raised four research questions which was aligned to work-life balance practices (good working conditions, flexible working arrangements, leave policy and family responsibilities). The study covered a sample size of one hundred and seventy-eight (178), of which the same number (178) of questionnaires were distributed, retrieved, and used for data analysis. Descriptive statistics(Frequency, simple percentage, and mean) and inferential statistics were utilized for the study’s empirical analysis. The findings arrived at after the empirical analysis were: there is a significant relationship between good working conditions on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; there is no significant relationship between flexible working arrangements on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; there is a significant relationship between leave policy on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; and there is a significant relationship between family responsibilities on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State. The following recommendations were made based on the findings of the study: the hospital
should continually promote good working condition by adopting effective measures such as the provision of modern amenities and implementation of good employees’ safety practices; the hospital should ensure that they continuously involve employees in their activities as such would give the employees a sense of belonging within the organization; the hospital should improve on their flexible working arrangements practices to enjoy the benefit of improved job satisfaction; and the hospital should continually grant leaves to employees when necessary as such will create the feeling within employees that they are cared for by the management.

The purpose of this study was to ascertain worklife balance on job satisfaction of employees in UBTH, Benin City, Edo state. To actualize the objectives of this study, the study raised four research questions which was aligned to worklife balance practices (good working conditions, flexible working arrangements, leave policy and family responsibilities). The study covered a sample size of one hundred and seventy-eight (178), of which same number (178) of questionnaire were distributed, retrieved and used for data analysis. Descriptive statistics (Frequency, simple percentage and mean) and inferential statistics were utilized for the study’s empirical analysis. The findings arrived at after the empirical analysis were: there is a significant relationship between good working conditions on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; there is no significant relationship between flexible working arrangements on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; there is a significant relationship between leave policy on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State; and there is a significant relationship between family responsibilities on job satisfaction among nurses in University of Benin Teaching Hospital, Benin City, Edo State. The following recommendations were made based on the findings of the study: the hospital should continually promote good working condition by adopting effective measures such as provision of modern amenities and implementation of good employees’ safety practices; the hospital should ensure that they continuously involve employees in their activities as such would give the employees a sense of belonging within the organization; the hospital should improve on their flexible working arrangements practices in order to enjoy the benefit of improved job satisfaction; and the hospital should continually grant leaves to employees when necessary as such will create the feeling within employees that they are cared for by the management.

The purpose of this study is to examine the quality of work-life, work-life balance and job satisfaction among university workers in the University of Benin, Benin City, Edo State, Nigeria. The specific objective of the study is to examine the quality of worklife of university workers, to ascertain university workers perception of work-life balance and to find out the level of job satisfaction among university workers in the University of Benin, Benin-city, Edo state, Nigeria. The study adopts a survey research instrument through the administration of questionnaires to three hundred and forty (340) members of staff of the University of Benin, Benin City, Edo State, Nigeria. Data from three hundred and twenty-two (322) respondents was found useable, and the Statistical Package for the Social Science was use for the descriptive analysis. The result obtained from the analysis revealed that workers perceive some element of quality of worklife in the institution (University of Benin) although moderately. Again, in collecting data on the perception of work-life balance of the respondents, it was observed that workers understand what constitutes work-life balance. The responses from respondents revealed that the institution has policies on work-life balance although they are moderate. Furthermore, it was observed that workers have a moderate level of satisfaction towards their job in the institution and this is as a result of workers being satisfied with only some aspect of their job such as promotion and job security

This research work centered on the effects of stress on employees productivity, and performance using the Uniben table Water employees as a case study. Stress in this context has been recently known as a significant problem which that affect the job performance, productivity and also the employees’ health generally. Six research questions and two research hypotheses were adopted in this study. The major objective or purpose of the study is to examine or assess the effect of stress on employees’ productivity and performance among Uniben Water employees. In achieving this, the descriptive survey research design was adopted. The population of the study comprised of all employees of Uniben Table Water, of which has three departments; administrative department having 5 employees, Sales department having 32 employees and production department having 65 employees. This gives a total of 102 employees of Uniben Table Water. Data collected through the administered questionnaires, were analyzed using the descriptive statistics of frequency distribution and percentages and the inferential statistics of involved the use of ANOVA. From the findings, it was revealed that there is high level of stress felt among Uniben Table Water employee. Also the study also revealed that dysfunctional stress lowers the performance and productivity of employees as well as reduce job commitment. The researcher recommended there should be well defined job functions and clearly stated job roles, Management should also invest in stress management strategies that will help increase job performance and productivity and finally Management should improve working environment to enable carrying out of job functions easy and reduce stress

Employee participation refers to employee involvement in decision making that is concerned with shared decision making in the workplace [Mitchell, 1973]. Employee involvement is defined by [Locke & Schweiger, 1979] as shared decision making between supervisors and subordinates. According to [Noah, 2008], it is a type of delegation in which the subordinate gains greater control and freedom of choice in terms of bridging the communication gap between management and workers. It refers to the level of employee involvement in the strategic planning activities of the organization. Employee involvement can be deep or shallow in a corporation [Barringer & Bleudorn, 1999]. Employee participation in the planning process leads to potential innovation, which may facilitate opportunity and recognition in the organization [Zivkovic et al., 2009]. Managers allow subordinates to participate in decision making based on their merits, which has been shown by researchers to boost organizational performance [Witte, 1980; Sagie & Aycon, 2003].

This study examined the role of emotional intelligence and work-life balance on employees’ performance in the Nigerian health sector. The objectives of this study were to evaluate the impact of workplace support systems on employee performance in the Nigerian health sector; identify the impact of emotional intelligence (self- awareness) on employee performance in the Nigerian health sector; and determine the impact of work life balance on employee performance in the Nigerian health sector. The study employed a cross-sectional survey which used random sampling technique to select 295 respondents as the sample size. The data for the study was analyzed using the Statistical Package for Social Sciences (SPSS 22.0) version, while frequency, simple percentage test and regression test was used for the study test. The findings from the study revealed that there is a significant relationship between work place support systems and employees’ performance in the Nigerian health sector, Benin City; there is a significant relationship between emotional intelligence and employees’ performance in the Nigerian health sector, Benin City, and there is a significant relationship between work-life balance and employees’ performance in the Nigerian health sector, Benin City. It was then recommended that management in the Nigerian health sector should review the organization’s support system, and supervisors should always support their employees, as this will in-turn influence their performance in the work place; management in the Nigerian health sector should grant employees work autonomy when performing their job, as this will significantly influence their performance; there is need to create an enable and conducive work environment in the Nigerian health sector to improve employees’ performance in the health sector; the Nigerian health sector should offer more flexible hours of working arrangements to improve work-life balance of its employees; the Nigerian health sector should do more in creating a healthy work environment and flexibility in tasks to promote a healthy work-life balance among its employees and the Nigerian health sector should provide more trainings, support and other resources to improve the work-life balance of its employees.

This study examined the impact of Corporate Social Responsibility (CSR) on Employee
Retention among all permanent staff of Airtel Nigeria Using their branch in Benin city as a case study. To achieve the purpose of this study, four research questions were raised and interrogated. Data were given to one hundred (100) respondents which consisted of the entire permanent staff of Airtel Nigeria, Benin branch. However, out of the 100 questionnaires administered, 80 out of the 100 (80%) copies were returned, from the 80 copies returned only 62 copies were found usable (62%). The questionnaire was the instrument for data collection which were self-administered. A descriptive survey research design was adopted for the study. The analysis of data was done using frequencies and percentages while to analyse the research questions, the multiple linear regression was used. The findings from this study revealed that there is no significant relationship between economic, philanthropic, legal and ethical responsibilities and employee retention. But collectively there was a significant relationship between CSR activities and employee retention. That is, when all the dimensions of CSR which includes economic, legal, philanthropic and ethical responsibilities were carried out concurrently, it tended to have a positive influence on employee retention. Some recommendations were made. To get the best result from CSR programmes, Airtel Nigeria must work in the areas which fit into their core values and business strategies and, they can increase the affective commitment in the future in other to overcome emotional exhaustion which can prevent employees from delivering good quality services to the organisation. Also, they should engage different dimensions of CSR which are philanthropic, economic, legal and ethical responsibilities simultaneously to enable them retain their employees.