This study investigated effects of job enrichment on work-related attitudes in selected public universities in Lagos State. It noted that job enrichment is that type of development in the job environment which may give a worker more challenge, more complete task, more obligation, more prospect for progression, and more effort to contribute his or her ideas for the betterment of the organization. It explores the connection between job enrichment, satisfaction, motivation and performance of employees using the descriptive survey design and utilizing the correlational and regression statistical tools. The study drew its sample from the non-academic staffs of Lagos State University and the University of Lagos which are the public university in Lagos State. The findings revealed that job enrichment is a strong predictor of work-related attitudes (employee satisfaction, motivation, and performance). This study concludes that job enrichment provides skill variety, job identity, feeling important in the eyes of others, responsibility, challenge, realizing ones competence, freedom, participation in decision making, performance feedback from the job done, growth and sense of achievement which leads to internal motivation, satisfaction, and high performance of the non-academic staff.
This paper investigated the relationship that exists among inner life, meaningful work, conditions for community, and organisational citizenship behaviour amongst Nigerian academics. The study embraced a quantitative approach using survey research design, which is ex post facto in nature with the engagement of quantitative and correlational methods. Thus, a convenience sampling technique was utilised to administer 328 questionnaires amongst the academics of two Nigerian public universities. Three hypotheses were stated and tested using inferential statistics tools via the IBM Statistical Package for the Social Sciences (SPSS) version 20 and the Analysis of Moment Structure (AMOS) version 22. The multivariate statistical processes used in this paper are confirmatory factor analyses, structural equation modelling, as well as model fit indices. The results indicated an insignificant positive relationship between inner life and organisational citizenship behaviour. However, it was evident that a strong positive relationship existed between conditions for community and organisational citizenship behaviour. In contrast, the study revealed that there was no significant relationship between meaningful work and organisational citizenship behaviour. Therefore, this paper concludes that the management of universities should always communicate the mutual benefit of engaging in organisational citizenship behaviour to the members of their staff through effective conditions for community, such as aiding of staff personal growth and fair evaluation of work.
Background and Aim: The importance of work in the lives of employees cannot be over-flogged; thus, the safety of the environment where their jobs are carried is crucial and serves as a principal ingredient for maximising employees’ performance. The study was anchored on the theory of reasoned action, the human factors theory and Incident theory of accident causation. Methodology: A total of 173 employees of five manufacturing organisations in Ota Area of Ogun State were selected for the study through the purposive sampling method. The data obtained from respondents were analysed using descriptive and inferential statistics. Results: Findings revealed that there exists a strong positive effect of occupational health policies on employee performance with (r= .909, p-value<0.05) and also, there is a strong correlation between environmental safety standards and employees performance with (r=0.915, p-value<0.05). Conclusion: The study concluded that the manufacturing industry is expected to constitute and inaugurate a safety committee to take charge of issues bordering on health and safety; therefore, ensuring the right storage procedures of inflammable liquids and other dangerous materials and arming employees with enough information and insight on the risks inherent in their jobs through education and periodic trainings would help in minimizing accidents in the workplace.
This study investigated workplace safety climate and turnover intention among Nigerian prison service officers. It adopted the descriptive survey research design. Three prisons were selected using convenience sampling procedure and 187 respondents were selected with the use of purposive sampling method. The formulated hypotheses were tested using the Pearson Product Moment Correlation and multiple regression. The results showed a strong, positive and statistically significant relationship between workplace safety climate and turnover intention among Nigerian prison service officers (r=.63, p<.05). Also, a statistically significant influence of workplace safety climate dimensions (organizational level and group level safety climate) on turnover intention among Nigerian prison service officers was found (F(2, 184)= 15.78, p<.05), with R2 at 0.15. This posits that 15% of the variance in turnover intention is as a result of workplace safety climate dimensions (organization and group level safety climate). From these findings, it was recommended among others that, supervisors (group level safety climate) should adopt necessary practices (enlightenments and orientations on how to act safely at work) to reduce turnover intention of officers at the selected prisons.
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