Chigbo Donatus Ngige’s scientific contributions

This paper examined Compensation Administration and Performance of Local Government Areas in Anambra State, Nigeria: An Exploration of Issues. The study examines compensation, compensation administration, the design and implementation of a compensation administration programme, objectives of compensation administration, challenges of compensation administration in Nigeria, the influence of the components of compensation administration on performance; and offers suggestions to those who manage people. Background of the Study Today's organizations are operating in a very dynamic and highly competitive environment. To remain relevant in the market, they have to be able to respond quickly to every changing client/stakeholder needs/demands. Compensation administration is one of the methods used by organizations for attracting and retaining suitable employees, as well as, facilitating them to improve their performance through motivation and to comply with employment legislation and regulation (Njanja, Maina, Kibet and Njagi, 2013). Thus, employees are rewarded for their contribution to the organization and the three objectives of the compensation administration system are to attract high quality workers from the labour market; commit them to the organization, retain the best employees the organization already has, and motivate employees to work harder and to help the organization achieve high productivity in its strategic goals.

The study is on entrepreneurial skills and youth economic empowerment a study of SMES in Anambra State. the problem of reported lack of empowerment for the Nigerian youth was the motivating factor for the research. The objective of the study were basically to investigate the effect of innovativeness on youth economic empowerment, examine the effect of risk taking ability and determine the effect of change orientation on youth economic empowerment. the study followed a quantitative research approach using a survey research design. the target population included all mangers of 321 registered sachet water firms in Anambra State. the multiple regression analysis was used in testing the hypothesis. The study revealed that innovativeness has a significant positive effect on youth economic empowerment, Risk taking and change orientation has a significant positive effect on youth economic empowerment. It was recommended that policy makers educational institutions and the government should encourage the more culture of innovativeness on the part of youth, and that risk should be encouraged not only in businesses but also in activities requiring decisons.

Service delivery in Nigeria’s public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee’s performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies (MDAs) of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5% response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t-test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non-financial rewards on performance. In addition, the study discovered that non-financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in-service training, meritbased promotion, recognition, meritorious service awards, recommendation and other forms on non-financial reward were advocated while not forgetting performance-based-incentives.

Service delivery in Nigeria’s public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee’s performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies (MDAs) of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5% response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t-test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non-financial rewards on performance. In addition, the study discovered that non-financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in-service training, meritbased promotion, recognition, meritorious service awards, recommendation and other forms on non-financial reward were advocated while not forgetting performance-based-incentives.

This study explored the Influence of Organizational Culture on Job Satisfaction and Workers Retention in Commercial Banks in Anambra State with particular reference to four selected commercial banks in the area. The problem of how to improve the job satisfaction of employees and the challenge of employee retention facing most Nigerian banks due to the increased competition in the market was the motivating factor for this research. The objectives of the study were basically to determine; the relationship between innovation and risk-taking and job satisfaction in the banks under study, the relationship between attention to detail and job satisfaction in commercial banks. The study followed a quantitative research approach using a survey research design. The study population included all employees of the commercial banks under study, which was 1,089. A sample of 293 was drawn from the population using Taro Yamane’s formula. The reaction to the study was positive as a response rate of 85.3% (250) was obtained. The X2 (chi-square) test statistic at 0.05 level of significance was used in testing the hypotheses. The study revealed that there was a significant positive relationship between innovation and risk-taking and job satisfaction in the banks under study. The study also revealed that attention to detail positively influences job satisfaction in commercial banks in Anambra state. The study further revealed that team orientation culture positively influences job satisfaction among employees of the banks under study, and that there is a significant positive relationship between organizational culture (union representation, co-worker social support, incentive programme) and workers retention in the banking sector. Based on the findings, some recommendations were made which include; that to align organizational culture to job satisfaction of employees’, managers should understand the different dimensions of organizational culture (especially innovation and risk-taking) and how they relate to job satisfaction to avoid misconceptions, bank managements should also ensure that all employees are treated fairly if it wants to enhance job satisfaction/reduce the turnover of its employees.