Background: Locus of control relates to generalized expectations of an individual about the location of command over subsequent occurrences. Generally, there are two types of locus o control: internal and external. Locus of control impacts to the job satisfaction and motivation of employees towards the work. Objective: The study aims to examine the link between employees’ locus of control, job satisfaction and job stress. Methods: Simple random sampling technique was used to select four-hundred respondents from different cadres of teachers from primary and secondary schools in Osun State of Nigeria. Data were collected through a structured questionnaire having three scales including personal data. Findings: The results shows that two hypotheses were tested and the results showed that there was a significant relationship between locus of control and employee’s job satisfaction at 0.05 level of significance. Also, it was found out that locus of control significantly predicted employee’s job stress. The study revealed that locus of control has an impact on employee’s job performance and job stress among teachers of Osun State of Nigeria. Conclusion and Recommendations: The study, therefore, recommended that the ministry of education in Osun State has to organize special training on the locus of control for her workforce. Human resource managers should include locus of control as one of the factors that should be measured during recruitment and selection exercise. Furthermore, workers need to be exposed to the outside world which in turn will have an impact on their view of the world and thereafter enhance their locus of control. Implications: The paper will be useful to concerned authority in order to plan the motivation schemes for teachers in Nigeria which would lead to improve situation of job satisfaction among teachers.
The study investigated the relationship between Work-life Balance (WLB) and Emotional Intelligence among staff of the University of Ilorin, a conventional public institution in Nigeria. The study adopted the descriptive survey research design. The study population was all staff of the University of Ilorin which was put at 6,000. Using Taro Yamane (1967) formula, a sample size of 375 was selected. The actual participants were picked through stratified and simple random sampling techniques. The research instrument was a structured questionnaire developed from the combination of Hayman (2005)’s WLB Scale and Daniel Goleman (1997)’s EI Dimensions made of 30 items. Three hypotheses were formulated. Two of them were tested with Pearson rho Correlation and the third with Linear Regression Analysis. It was found (i) that work-life balance was significantly related to emotional intelligence [r (373) = 0.483, p<0.01]. (2) that work-life balance is significantly correlated with Self-regulation [r (373) = 0.908, p<0.01] and (3) that Work-Life Balance had a significant influence on Self Awareness. The value of R square shows that 35.9% of the variation in the dependent variable (self-awareness) is explained by the independent variable (work-life balance). The model is highly significant at (F=103.692, p=.000) which shows that it can be used to predict the outcome variable. The value of coefficient (β = 0.599) is significant and positive, showing that work-life balance leads to increase in self-awareness. From the findings and conclusions of the study, it is recommended that for the degree of employees’ emotional intelligence to improve tremendously, organisations must enact adequate Work-Life Balance policies to reduce strains and pressures of workers. Employers should organise periodical capacity building for staff to develop their emotional intelligence; and organisations must ensure that staff take advantage of their (the establishments) life-enriching welfare policies such as opportunities for leave and sponsored holidays.
Stress has been denoted has a state of mental or emotional draining or tension consequential from adverse or demanding circumstances. The study has investigated the influence of occupational stress on employees’ performance among national union of road transportation workers in Ilorin Metropolis, Kwara State, Nigeria. The objectives of the study are to examine the influence of occupational stress (time pressure, workload, lack of motivation and role ambiguity) on employees’ performance. The study population consists of random selection of commercial drivers in Ilorin Metropolis. A structured questionnaire was administered to the commercial drivers to solicit their options on the variable concerned. A total number of 200 questionnaire are administered but only 171 questionnaires were fully filled representing 86% response rate. The structured questionnaire includes the demographic information’s and statements to measure the four independent variable examined on employees’ performance. Linear regression analysis was carried out to examine the dependent and independent variables using SPSS. The hypotheses revealed that that time pressure and role ambiguity have significant and negative influence on employees’ performance while the two other variables of workload and lack of motivation do not have any significant influence on employee performance. Therefore, it was concluded that increasing time pressure and role ambiguity would reduce employees’ performance in all aspects. Therefore it is important for managers to ensure role ambiguity is minimized and clear roles are given and communicated to the employees if they wish to enhance employees’ performance. Government should encourage the use of ministry of transportation (MOT) for testing vehicles; this will force and compel the owners to maintain their vehicles as adopted by UK government. Also government should provide good road facilities and good road networks.
Entrepreneurial orientation is critical for small and medium organizations for the survival and growth of their businesses. Entrepreneurial is an undertaking in which a particular human being proceeds along with opportunities by exploring the benefit of human resource management. The study justified that the role of managing human resources effectively and efficiently is significant in fostering and maintaining high levels of productivity in entrepreneurial businesses. Employees are said to be the most important resources available to an entrepreneur in the creation, development, and sustenance of a thriving entrepreneurial business. However, it was recommended that business owners should ensure competent candidates are being selected and placed during the recruitment process, as proper selection and placement of candidates into the organization will result into having the right people doing the right job which would enhance future performances of entrepreneurial businesses.
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