EVELYN UMEMEZIA

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 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.