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.
This study investigated job incentives and career knowledge as predictors of worker job performance in Transmission Company of Nigeria (TCN). The study was for the purpose of ascertaining whether job incentives significantly contributed to worker job performance among the workers in Transmission Company of Nigeria (TCN) or not. In the study, primary data was used. Survey research design was used. Primary data was collected through self-administered structured questionnaire. Descriptive and inferential statistics were used to analyze the data. A total of 100 respondents from the organization were selected for the study using stratified Proportionate sampling technique. The researcher utilized three sets of questionnaire titled Job Incentives Scale, Workers Job Performance Scale and Career Knowledge Scale. Pearson's Correlation was used to test the hypotheses. The findings of the study revealed that Job Incentives has weak negative relationship with job performance among worker of Transmission Company of Nigeria [r(96)= -0.11, p>0.05], also, findings revealed that career knowledge has weak positive relationship with job performance among workers of Transmission Company of Nigeria [r(96)= 0.119, p>0.05]. It is recommended that employers should concentrate more on adequate job incentives and rewards to their workers to elicit positive attitude from them at work; and achieve job satisfaction which improves employee productivity and corporate performance.
Background: The workplace is a complex and cultured environment that requires intellectual leadership and a different degree of management style due to global economic competitiveness. Objective: The objectives of the study are to examine the relationship between leadership style, organizational culture, and job satisfaction among workers in the Agricultural and Rural Management Training Institute (ARMTI) Ilorin, Kwara State, Nigeria. Method: This research study employed a descriptive survey research method. The total number of employees in ARTMTI in Ilorin was 762. Using a simple random sampling technique, a total of 401 respondents was randomly selected from the population of the study for questionnaire administration. 401 questionnaires were distributed out of which 325 questionnaires were retrieved and analyzed for the study. Data were analyzed using Pearson Moment Correlation on the relationships between leadership style, organizational culture, and job satisfaction. Result: The study found that leadership style and organizational culture were significantly correlated with job satisfaction at a 0.05 level of significance. Conclusion: Based on the findings of the study, the study concluded that there is a relationship between leadership style, organizational culture, and job satisfaction among workers in the Agricultural and Rural Management Training Institute (ARMTI) Ilorin, Kwara State, Nigeria. Recommendation: The study recommended that leaders should realize that influencing the satisfaction of employees leads to higher performance and lower turnover rates among other things. Leadership in organizations should be assessed and managers should become aware of what is needed to obtain positive results from employees to improve performance. Originality: This article is original and there is no potential conflict of interest.
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