This paper examined the relationship between knowledge acquisition practices and performance of administrative employees in tertiary educational institutions in South-South Nigeria. The study had relied on a structured survey instrument adapted from existing literature and code named KAAEP-Q to obtain required data on the investigated phenomenon. This was served on the sample subjects that were selected through a random sampling exercise. The result from the analysed data showed a significant relationship between knowledge acquisition and administrative employee performance in the studied institutions. It was found that the knowledge acquisition influence the functional capability of administrative employees in higher educational institutions and knowledge acquisition has a high predictive capability for administrative employee performance (R = .736).
Despite substantial evidence on managerial roles in ensuring performance in work organizations, there is heightened need targeted at exploring and examining managerial behaviour that shapens and strengthen employee capacity that in turn stimulate the needed corporate vitality. This study therefore, examined the empirical link between managerial mentoring and corporate vitality in the Nigerian Hospitality subsector. The study used the questionnaire as the primary instrument for data generation from a sample of 226 respondents. The reliability of the survey instrument was ascertained relying on the Cronbach alpha of 0.78 and benchmarked with the Nunally alpha threshold of 0.7. the data were inferentially analyzed and the findings clearly indicates that a strong positive and significant relationship exist between managerial mentoring dimension of idea clarification empathizing, shared experience and attentiveness and corporate vitality measured with resourcefulness, responsiveness and innovativeness. this is as shown by R=0.74 and it is concluded that managerial mentoring relates with corporate vitality therefore it was recommended amongst others that managers should undertake deliberate and target mentoring initiative that will provide employees with much needed experience and skills that will strengthen the organization for goals.
There is exponential growth in number of studies focused on performance of firms considering the increased level of competitiveness. Much of the studies so far had shown concern for factors within the environment of organization and how they link performance. This notwithstanding, this study is focused on behavioural dynamics of informal grouping and its link with performance in the telecommunication subsector of the Nigerian economy. The survey instrument was used in generating data from a sample of 112 sample subjects. From the inferential analysis, a strong positive and significant relationship exists between informal group dynamics and performance. Value reinforcement behavior dimension has more weight with ρ = 0.412 amongst other dimensions of informal group dynamics. It was concluded that informal groups are social network within work organizations that ultimately serve as a strategic means of enhancing performance through innovativeness and responsiveness. It was therefore recommended that informal groups should subsist at work in as much as their existence is regulated by organizational policies.
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