Lecturer's Details

DR. OMOANKHANLEN JOSEPH AKHIGBE

Senior Lecturer

Management
  1. OMOANKHANLEN JOSEPH AKHIGBE

BSc., M.Sc., Ph.D.

ACTING HEAD,   DEPARTMENT OF MANAGEMENT

Designation: Senior Lecturer

BRIEF PROFILE:

Omoankhanlen Joseph Akhigbe, Ph.D is the current Acting Head, Department of Management, Faculty of Management Sciences, University of Port Harcourt, Port Harcourt, Nigeria. His areas of specialization include: Human Resources Management, General Management, Research, Entrepreneurship and Small Business Management. He has published widely in over fifty (50) local and international journals of which many of them are in high impact factor journals.

 

WORK EXPERIENCE:

  • Teaching and research at Department of Management, Faculty of Management Sciences, University of Port Harcourt, Port Harcourt, Nigeria: 2012 till date.
  • Teaching and research at Department of Business Administration, Faculty of Management Sciences, Ambrose Alli University, Ekpoma Edo State, Nigeria: 2006 – 2011.
  • Teaching and research at Department of Business Management, Faculty of Management Sciences, Ebonyi State University (EBSU), Abakaliki, Ebonyi State, Nigeria: 2004 – 2006.

 

ACADEMIC DEGREES:

 

ACADEMIC INSTITUTIONS ATTENDED WITH DATES:

 

  1. EBONYI STATE UNIVERSITY, ABAKALIKI             2005 – 2010

 

  1. AMBROSE ALLI UNIVERSITY, EKPOMA 1998 – 2003

 

  1. ACADEMIC QUALIFICATIONS OBTAINED WITH DATES:

 

  • 2010 EBONYI STATE UNIVERSITY, ABAKALIKI

Doctor of Philosophy (Ph.D) Degree in Management

 

(ii)        2006                            EBONYI STATE UNIVERSITY, ABAKALIKI

Master of Science Degree (M.Sc) in Management

 

 

 

                        (iii)       2003                            AMBROSE ALLI UNIVERSITY, EKPOMA

Bachelor of Science Degree (B.Sc Business Admin., Second Class Upper Division)

 

(iv)       2000                            AMBROSE ALLI UNIVERSITY, EKPOMA

Diploma Banking and Finance

 

(v)        1996                            WEST AFRICAN EXAMINATIONS COUNCIL

West African Senior School Certificate.

 

  1. PROFESSIONAL QUALIFICATIONS WITH DATES:

 

  • NIGERIAN INSTITUTE OF MANAGEMENT (CHARTERED), Proficiency Certificate in Management (NIM–NYSC Strategic Partnership Programme) 2006   
  1. PROFESSIONAL ASSOCIATIONS/MEMBERSHIP WITH DATES:

 

(i)         MEMBER, THE ACADEMY OF MANAGEMENT NIGERIA (TAMN)                         2017

 

(ii)        GRADUATE MEMBER, NIGERIAN INSTITUTE OF MANAGEMENT (NIM)           2007

 

  1. HONOURS:

 

  • Best Graduating Student of the Faculty of Social Sciences, Ambrose Alli University – Ekpoma, In 2002/2003 Academic Session with CGPA of 4.10

 

  1. EMPLOYMENT HISTORY:

 

  • 1st October 2015 to Date: Senior Lecturer (CONUASS 5), Department of Management, University of Port Harcourt, River State

 

  • 1st December 2011 to August 31st 2015: Lecturer I (CONUASS 4), Department of Management, University of Port Harcourt, River State

 

  • 14th April 2010 to November 30th 2011: Lecturer II (CONUASS 3), Department of Business Administration, Ambrose Alli University, Ekpoma – Edo State.

 

  • 1st December 2006 to 13th April 2010: Assistant Lecturer (CONUASS 2), Department of Business Administration, Ambrose Alli University, Ekpoma – Edo State.

 

  • 2004 to 2005 – Graduate Assistant (NYSC), Department of Business Management, Ebonyi State University, Abakaliki.

 

  • June – December 1999: Industrial Training in the Finance and Treasury Department, Esan Central Local Government Secretariat, Edo State.

 

  1. I. Details of Responsibility at University of Port-Harcourt, Rivers State 2011 till date
  2. Teaching:
  3. Post Graduate Students (Full-time and Part-time)
  • Doctor of Business Administration (DBA)
  • Master of Sciences (M.Sc)
  • Master in Business Administration (MBA)
  • Post Graduate Diploma

 

  1. Undergraduate Programme
  • Sc Regular Programme
  • Sc Part-time Programme
  • Lectured Management courses in the faculty of social sciences, Natural Sciences and education.

 

  1. Supervision/Co-supervision of students
  2. Doctor of Philosophy (Ph.D) – Co-supervision of one proposal defended successfully
  3. Master of Sciences (M.Sc) – 22 successfully graduated
  • Master in Business Administration (MBA) – 4 successfully graduated
  1. Post Graduate Diploma – 32 successfully graduated
  2. Bachelor of Science (B.Sc) – over 50 successfully graduated

 

  1. University Wide Assignments
  2. Desk Officer, Post Graduate (PG) theses, dissertations and project anti-plagiarism test 2016 till date
  3. Coordinator, Faculty of Management Sciences Part-time Programme College of Continuing Education (CCE) 2016 till date
  • Member, Departmental project approval committee 2016 till date
  1. Member, Department of Management Postgraduate Board 2015 till date
  2. Examination Officer, Department of Management 2012– 2014.
  3. Member, Faculty of Management Sciences Feasibility Report Committee 2012
  4. Details of Responsibility at Ambrose Alli University, Ekpoma – Edo State 2006 – 2011
  5. Teaching of masters and postgraduate Diploma students with mentoring of Late Prof Adebayo Akerele from 2010 – 2011
  6. Designed the revised Postgraduate diploma (PGD) and MBA programme in conjunction with Late Prof Adebayo Akerele
  7. Lectured undergraduate students
  8. Lectured Business Administration/Management courses in the faculty of social sciences, education and environmental.
  9. Lectured Entrepreneurship courses in the various faculty (University-wide)
  10. Member of Senate, Faculty of Management Sciences Representative 2010 – 2011
  11. Secretary, Committee on Faculty of Management Sciences Journal 2010 – 2011
  12. Departmental Admission officer 2011
  13. Departmental Examination Officer 2009 – 2011
  14. Departmental Staff Adviser 2006 – 2008
  15. Pioneer Entrepreneurship lecturer in university-wide entrepreneurship course
  16. Initiated feasibility study/business plan tailored toward students chosen vocational skills in the University entrepreneurship course
  17. Coordinator of Entrepreneurship University wide courses (ENT 201 & ENT 211) 2009/2010 to 2010/2011 Academic Session at Ambrose Alli University – Ekpoma.

 

III.       Details of Responsibility at Ebonyi State University, Abakaliki – Ebonyi State 2004 – 2005

  1. Teaching of Undergraduate and diploma students.
  2. Research Assistant to Head of Department of Business Management – Prof F.C. Eze at Ebonyi State University – Abakaliki
  3. Graduate Assistant to Late Prof S.M. Umoh – Professor of Management at Ebonyi State  University – Abakaliki
  4. Departmental Timetable Officer.

 

  1. SERVICE TO THE NATION AND IMMEDIATE COMMUNITY
  2. Service to the Nation
  3. Presiding officer, Independent National Electoral Commission (INEC) during

Rivers state 2015 re-run election

  1. Resource person in seminars, workshops and public lectures.

 

  1. Contributions to University Community

Pioneered  the application of soft-ware for computation of results as Examination Officer 2012 in Department of Management, University of Port Harcourt.

 

  1. LIST OF PUBLICATIONS:

 

  1. Omoankhanlen, J.A., & Nwabeke C. (2017). Non Leadership Style and Employee Motivation in Nigerian Public Sector. FUNAI Journal of Accounting, Business and Finance (FUJABF), 1(1) 181-188.

 

  1. Omoankhanlen, J.A., & Ikeobi, B. C. (2017). Human Resources Management Practices and Employee Turnover of Cable Communication Firms in Port Harcourt-Nigeria. FUNAI Journal of Accounting, Business and Finance (FUJABF), 1(1) 47-54.

 

  1. Emenike U.C., & Omoankhanlen, J.A. (2017). Job demands and strain-based conflict among nurses of public hospital in Nigeria. International Journal of Managerial Sciences,  7(8): 407-419. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., & Emuren L. B. (2017). Managerial personality and innovative work behavior of Telecommunications firms in Nigeria.  International Journal of  Economics, Commerce and Management, V(12): 277 – 300. Available online  (ONLINE INTERNATIONAL JOURNAL, UNITED KINGDOM)

 

  1. Omoankhanlen, J.A., & Philip I.S.  (2017). Organizational Trust and Workplace Deviant Behaviour in Higher Institutions in Rivers State. International Journal of Managerial Studies and Research, 5(10): 48-62. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. & Oyam-Jajaboma Gail (2017). Job Burnout and Organizational Cynicism among Employees in Nigerian Banks. European Scientific Journal. 13(22), 125–140. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. & Ohiria I.S. (2017). Workforce diversity and organizational survival of private hospitals in Nigeria. IOSR Journal of Business and Management (IOSR-JBM). 19(7), 34–41. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. & Sonye L.A. (2017). Supervisor Trust and Counterproductive Work Behaviour of Oil Firms in Port Harcourt – Nigeria. IOSR Journal of Business and Management (IOSR-JBM). 19(6), 52 – 61. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. & Abraham D. (2017). Leadership style and employee morale in Nigerian financial sector. SAU- Journal of Management and Social sciences. 2(1&2), 199 – 210.

 

  1. Omoankhanlen, J.A. & Nwankpa S. (2017). Role stress and job performance among employees of money deposit banks in Nigeria. SAU- Journal of Management and Social sciences. 2(1&2), 211 – 225.

 

  1. Itoya J., Omoankhanlen, J.A. & Ihionkhan P.A.  (2017). Effects of Job Design on Employee Performance: A study of some selected Health Facilities in Edo State.  The Nigerian Journal of Business and Management Sciences. 1(1), 37 – 52.

 

  1. Omoankhanlen, J.A. & Oloda O.F. (2016). Relationship between Entrepreneurial Orientation and Organizational Performance in Nigerian Banks. Nigerian Journal of Financial Research. 11(1), 167 – 175.

 

  1. Omoankhanlen, J.A. & Oloda O.F. (2016). Organizational Climate and Corporate Performance in the Nigerian Telecommunication Industry. Nigerian Journal of Financial Research. 11(1), 218 – 227.

 

  1. Okoh, H.O., B.C. Onouha & Omoankhanlen, J.A. (2016). Quality of worklife and organizational commitment in Public Sector organizations in Rivers State. International Journal of Novel Research in Humanity and Social Sciences. 3(3), May – June, Available at: novertyjournals.com. (ONLINE INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. & Olori W.O. (2016). Organizational Trust and Workplace Incivility among Employees of Selected Banks in Rivers State – Nigeria. Rhema University Journal of Management and Social Sciences. 5(1), 170 – 181.

 

  1. Olori W.O. & Omoankhanlen, J.A. (2016). Organizational Politics and Employee Turnover Intentions in Nigerian Public Hospitals. Hezekiah University Journal of Management & Social Sciences. 5(2), 241-251

 

  1. Omoankhanlen, J.A. Nkuda M.O. & Olori W.O. (2016). Employees’ Attitudes and Corporate Performance in Money Deposit Bank, Ekpoma – Edo State. Quarterly Journal of Contemporary Research. 4(2), 241– 274.

 

  1. Omoankhanlen, J.A. & Itoya J. (2016). Change Management and Organizational Performance among Employees of Selected Business Enterprises in Edo State. Quarterly Journal of Contemporary Research. 4(2), 249-259.

 

  1. Nwagboso, I. R., Onuoha B.C., & Omoankhanlen, J.A. (2016). Leadership Behaviour and Employee Job Satisfaction among Paramilitary Workers in Benin-City, Edo State. International Journal of Advanced Academic Research/Social & Management Sciences, 2(11), 17-33. Available online (ONLINE INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Oloda O. F., Ajienka M. F. (2014). Employee Job Satisfaction and Organizational Commitment in Nigeria Manufacturing Organizations. European Journal of Business and Management, 6(25), 83- 95. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Ajienka M. F., Oloda O. F. (2014). Transactional Leadership Style and Employee Satisfaction in Nigerian Banking Sector. European Journal of Business and Management, 6(26), 14- 23. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Osagie N.G., Akhator P.A., Itoya , & Aiegoba, L. A. (2013). Prosocial Behaviour and Organizational Commitment in the Nigerian Public Sector. Journal of Emerging Trends in Economics and  Management Sciences (JETEMS), United Kingdom, 5(2),  154-165 (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A. (2013). Human Resources Planning: A Key Factor in Ensuring the Effectiveness and Efficiency of Organization. Journal of Emerging Trends in Economics and Management Sciences (JETEMS), United Kingdom, 4(4), 388-396. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A (2010). “Framework for Entrepreneurship Education in Nigerian Higher Institutions of Learning”, LWATI – A Journal of Contemporary Research, Swaziland, 7(1), 79 – 90. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Osagie N.G., & Osawe, A. (2010), “The Dilemmas of Adopting Performance Related Pay as a Reward Strategy for Academic Staff in Nigerian Public Higher Institutions of Learning”, LWATI – A Journal of Contemporary Research, Swaziland, 7(4): 38 -53. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Osagie, N.G., & Itoya J. (2010). The Organizational Culture and its Implication for Organizations: A Review of the Literature, Ekpoma Journal of Behavioural Sciences, 3(1): 38 -60.

 

  1. Omoankhanlen, J.A., & Ojeifo, S.A. (2010). “Privatization of Public Enterprises: An assessment”, in I.B. Bello-Imam (ed.), 50 Years of the Nigerian Project: Challenges and Prospects, Ibadan: College Press and Publishers Ltd, pp 155 – 182.

 

  1. Ojeifo, S.A., & Omoankhanlen, J.A. (2010). “Labour unions in Nigeria Since Independence”, in I.B. Bello-Imam (ed.), 50 Years of the Nigerian Project: Challenges and Prospects, Ibadan: College Press and Publishers Ltd, pp 194 – 209.

 

  1. Omoankhanlen, J.A. (2010). “ Entrepreneurship Education”. In Osagie, N.G., Omoankhanlen, J.A., Oviasuyi, P.O., Erhabor, O.J. and Okolie, R.O (eds). Readings in Entrepreneurship Studies

 

  1. Omoankhanlen, J.A. (2010). “Entrepreneur and Entrepreneurship Foundation.” In Osagie, N.G., Omoankhanlen, J.A., Oviasuyi, P.O., Erhabor, O.J. and Okolie, R.O (eds). Readings in Entrepreneurship Studies

 

  1. Omoankhanlen, J.A. (2010). “Entrepreneurship Theory”. In Osagie, N.G., Omoankhanlen, J.A., Oviasuyi, P.O., Erhabor, O.J. and Okolie, R.O (eds). Readings in Entrepreneurship Studies

 

  1. Omoankhanlen, J.A. (2010). “Entrepreneur and Entrepreneurship: Clarification of Concepts and Definitions. ”. In Osagie, N.G., Omoankhanlen, J.A., Oviasuyi, P.O., Erhabor, O.J. and Okolie, R.O (eds). Readings in Entrepreneurship Studies

 

  1. Omoankhanlen, J.A., & Ighalo B.S.O. (2009). “Actualization of Nigeria’s Vision 20:2020 Through Entrepreneurial Development Culture”, LWATI – A Journal of Contemporary Research, Swaziland. 6(1): 287-302. (INTERNATIONAL JOURNAL)

 

  1. Omoankhanlen, J.A., Osagie N.G. & Eze F.C (2008). ‘The Organizational Learning Concept and its Implication for Organizations: A Review of the Literature”, Ekpoma Journal of Behavioural Sciences, 1(1): 105 – 122.

 

  1. Aigbepue S., Omoankhanlen, J.A., & Osagie, N.G (2007). “Theories of Cognition and Culture as a Prerequisite for Entrepreneurial Development in Nigeria”, Auchi Journal of Business Studies, 2(1): 59-69.

 

  1. Omoankhanlen, J.A. (2007). “Conflict Management, Resolution and Transformation in Africa”, in A.S. Adagbonyin & A.S. Akpotor (eds.), Peace and Conflict Management Studies in Africa, Reading in General Studies, Volume III:115-126.

 

  1. Osagie N.G., & Omoankhanlen, J.A. (2007). “Assessment of Conflict Dynamics and Conflict Analysis as a Prerequisite for Peace Promotion in Africa”, in A.S. Adagbonyin & A.S. Akpotor (eds.), Peace and Conflict Management Studies in Africa, Reading in General Studies, Volume III: 21-31.

 

  1. Omoankhanlen, J.A., Aghemelo, A.T., & Osagie N.G. (2007). “Case Studies of Conflict and Violence in Africa”, in A.S. Adagbonyin & A.S. Akpotor (eds.), Peace and Conflict Management Studies in Africa, Reading in General Studies, Volume III: 32-43.

 

  1. Eze, F.C., & Omoankhanlen, J.A. (2006). “Human Investment as a Strategy for Organizational Competitive Advantage”, Journal of Business Studies & Research, 4(2): 47-62.

 

 

 

Books Co-Authored With Professor

 

  1. Onwuchekwa C.I., Omoankhanlen, J.A., & Akhator, P.A. (2011). Business Basics for Business & Non-Business Organizations. Benin City: AVA Publishers. 258 Pages

 

*   Late Professor Onwucheka C.I. was a Professor of Business Administration and the   Dean of Faculty of Management Sciences, Nnamdi Azikiwe University, Awka – Nigeria in 2010 – December 2011.

 

  1. Ikpotokin, F.O., Omoankhanlen, J.A., Imafidon K., Omoregie A.E.N., & Oboh J. (2009). Introduction to Computer Application in Management Sciences. Benin City: Imprint Services. 155 pages.

 

  1. Ikpotokin, F.O., Omoankhanlen, J.A., Imafidon K., Omoregie A.E.N., & Ajagun S.O. (2009). Computer Application in Management Sciences. Benin City: Salami Printers. 192 pages.

 

*    Professor Ikpotokin, F.O. is of the Department of Computer Sciences, Ambrose Alli University, Ekpoma – Nigeria.

 

Other Books Published

 

  1. Omoankhanlen, J.A., Osagie N.G. & Ojeifo, S.A. (2009). Elements of Management. Benin City, Salami Printers, 229 Pages

 

  1. Omoankhanlen, J.A., & Osagie N.G. (2009). Corporate and Human Resources Strategy. Innovation-Wealth, Benin City.

 

  1. Omoankhanlen, J.A., & Osagie N.G. (2007). Practical Guide to Empirical Research Writing Reports. Benin City: AVA Publishers, 2007

 

  1. Omoankhanlen, J.A.. (2011). Entrepreneurs and Business Plan Development: Monograph series on Idea Assessment, Feasibility Study, Proposal Development and Business Plan. Ava Publishers, Benin City.

 

Thesis and Dissertation

  1. Omoankhanlen, J.A. (2010). “Effective Human Resource Utilization and Institutionalization of Developmental Activities in Organizations: A Study of Selected Commercial Banks in Nigeria”. Unpublished Ph.D Thesis Submitted to the Department of Business Management, Faculty of Management Sciences, Ebonyi State University, Abakaliki, March.

 

  1. Omoankhanlen, J.A. (2006). “Human Investment as a Strategy for Organizational Competitive Advantage in MB-Anammco Company, Enugu”. Unpublished M.Sc Dissertation Submitted to the Department of Business Management, Faculty of Management Sciences, Ebonyi State University, Abakaliki, July.

 

 

  1. CONFERENCES ATTENDED

 

  1. The Academy of Management, 11th Annual Conference hosted by Nnamdi Azikiwe University Awka – Nigeria on October 25 -26, 2017. Theme: Service Delivery for a New Nigeria.

 

  1. Department of Business Administration, International Conference, Nnamdi Azikiwe University, Awka – Nigeria. Held on May 18th -19th 2017, Theme “managing a Recessed Economy: Options for Nigeria”.

Participated and Presented Paper Titled: Governance, leadership and management practices in Nigerian Public Sector: Ventilating a Recessed and Suffocating Economy.

 

  • Nigeria Institute of Management (NIM) Annual National Management Conference held at the International Conference Centre, Abuja – Nigeria. On Monday 20th and Tuesday 21st, September, 2010 Tagged “Management Solution Conference 2010”. Theme: Re-Inventing Leadership in the 21st Century Nigeria.

 

  1. 2nd School of Business National Conference on the Polytechnic Education, Globalization and Synergy of Theory and Practice held at Auchi Polytechnic, Auchi – Edo state. 2007

Participated and Presented Paper Titled: Theories of Cognition and Culture as a Prerequisite for Entrepreneurial Development in Nigeria.

 

CONTACT DETAILS:

MOBILE: +2318035637832, +2317055598535

E-MAIL: joseph.omoankhanlen@uniport.edu.ng; omonakhigbe@yahoo.com

OFFICE BLOCK/ADDRESS: Faculty of Management Sciences, Department of Management, University of Port Harcourt, Nigeria.

CONSULTING/VISITING TIME: Monday – Friday (10.00am – 4.00pm)

 

  1. REFEREES:

 

Prof. B.F. Nwinee,

Dean, Faculty of Management Sciences

Faculty of Management Sciences,

University of Port Harcourt,

Choba – Rivers State.

08037084400

 

Prof. Sylva Ezema Kalu,

Professor of Marketing,

Faculty of Management Sciences,

University of Port Harcourt,

Choba – Rivers State.

08033365787

 

Professor F.E. Iyoha,

Professor of Public Administration,

Faculty of Management Sciences,

Ambrose Alli University,

Ekpoma – Edo State.

08037267121

 

 

DR OMOANKHANLEN JOSEPH AKHIGBE PUBLICATIONS

 

S/N Publications No. of Authors Publisher &                                                                                        Country of Publication Description and Summary
1 Omoankhanlen, J.A., & Ojeifo, S.A. (2010). “Privatization of Public Enterprises: An assessment”, in I.B. Bello-Imam (ed.), 50 Years of the Nigerian Project: Challenges and Prospects, Ibadan: College Press and Publishers Ltd, pp 155 – 182 2 College Press and Publishers Ltd, Ibadan – Nigeria The chapter in book “Privatization of Public Enterprises: An assessment” is a short review of Privatization of Public Enterprises in Nigeria. It is well thought out in order to unravel the issues of privatization in Nigeria. The paper examines how far we (Nigeria) have fared in privatization of public enterprises. The paper observes that the near failure of privatization in Nigeria is as a result of unfavourable Nigerian business environment. It opines that the fifty years anniversary should be used as a tool for underpinning Nigeria’s future, in order to make domestic conditions favourable to private sector rather than the Government engaging in puerile advertorial rhetoric’s and ornamented re-branding in the quest to woo private investors from home and from abroad
2 Ojeifo, S.A., & Omoankhanlen, J.A. (2010). “Labour unions in Nigeria Since Independence”, in I.B. Bello-Imam (ed.), 50 Years of the Nigerian Project: Challenges and Prospects, Ibadan: College Press and Publishers Ltd, pp 194 – 209.

 

 2 College Press and Publishers Ltd, Ibadan – Nigeria The chapter in book is an outstanding contribution to issues of  “Labour unions in Nigeria Since Independence”

This paper takes a look at the development of the Nigerian trade union since independence. The approach adopted was the historical approach. It is argued that a combination of ideological, political and personal factors made it initially impossible for the movement to attain a level of unity needed to secure concession from the Nigerian state. Labour unions have been a part of Nigerian industry since 1912 when government employees formed a civil service union. The paper concludes that given the unfolding development within the global and local economies, which continue to confer advantages on capital, the Nigerian trade movement needs to overcome internal divisions and confront the prevailing situation itself. This is because the labour union movement is presently at a cross road, with lack of unity being a major setback for the trade union movement.
B JOURNAL/REFEREED PUBLICATIONS No. of Authors Publisher &                                                                                        Country of Publication Review by Assessor (Focus, Relevance, Contribution)
National Journal Publications:
3 Omoankhanlen, J.A. (2018). Entrepreneurial Orientation And Growth Of Agro-Based Small And Medium Enterprises in Nigeria. Journal of African Contemporary Research. Vol.8 No.1, 20-34. 1 Published by Faculty of Business Administration, Imo State University. (Nigeria) This study examined the relationship between entrepreneurial orientation and growth of agro-based small and medium enterprises (SMEs) in Rivers State-Nigeria. Three dimensions of the independent variable were used – innovativeness, risk taking and pro-activeness, while the dependent variable was studied as a uni-dimensional construct. The study adopted cross-sectional research design. The study made use of 74 returned copies of a structured questionnaire out of 85 copies that were distributed. Spearman Rank order correlation was used in analysing the hypothesis with the help of Statistical Package for Social Science Students (SPSS) version 21.0. The findings indicated that entrepreneurial orientation (innovativeness, risk-taking and pro-activeness) influences the growth of agro-based SMEs in Rivers State Nigeria. Therefore, entrepreneurs should engage in and support new ideas and creative processes, should be positive thinkers on risks, and should adopt proactive method in their business.
4 Omoankhanlen, J.A., & Tamuno, T.G. (2018). Talent management and career advancement among employees of Petroleum sector in Nigeria. University of Port Harcourt Journal of Accounting and Business. Vol.6 No.1, 149-161. 2 Published by Department of Accounting, Faculty of Management Sciences, University of Port Harcourt. (Nigeria) All organization in this era of stiff competition seek for best talent and likewise enhanced career advancement of employee so as to operate successfully as market leaders. This study seek to investigate the correlation between talent management and career advancement in petroleum sector in Nigeria. The cross sectional survey a form of quasi experimental was adopted in this study owing that variables were not within the control of the researcher. A population of 748 Employees from 6 petroleum firms that has existed over a decade was covered in this study. Sample size of 254  was used in this study. The systematic random sampling technique was used in this study, 254questionnaire were personally administered to respondent. However, only 247 copies which is (97%) was retrieved. The spearman rank order correlation coefficient was used to analyzed the stated null hypothesis with the help of statistical packages for social science (SPSS) version 21. From the analysis, the result revealed that talent attraction and talent retention significantly relate with career advancement .Founded on the outcomes, it was concluded that a conferred concentration in how talent are attracted and retained has an influence on career advancement. The study recommended that management of petroleum firms should adopt various techniques and methods to certify that right talent which reflects the belief of that organization are selected as such will boost the employees willingness to build his/her career with the organization and advance though the rank in the organization. Furthermore, training and continues development should be make available to employees as this will enable them get their required talent.
5 Nwabeke, C., & Omoankhanlen, J.A. (2018). Workplace Diversity and employee productivity of Mocro Finance Banks in Nigeria. Rhema University Journal of Management and Social Sciences, 6(1), 1-11 2 Published by College of Management and Social Sciences, Rhema University. (Nigeria) This study investigated workplace diversity and employee productivity in micro finance firms in Port Harcourt. To achieve the objectives of the study two hypotheses were proposed in the null form and a questionnaire was used to obtain information required to subject the hypotheses to statistical tests. One hundred and fifty (150) copies of the questionnaire were distributed to respondents cutting across the selected micro finance firms in Port Harcourt, while only one hundred and thirty nine (139) copies were retrieved. However, only one hundred and twenty nine (129) copies were accurately completed , these constituted the data for analysis using Spearman’s Rank Order Correlation Coefficient, with the aid of SPSS version 21. The result revealed that; workplace diversity and the measures of employee productivity are not significantly related. Hence the researcher recommended the following amongst others; Organizations that wish to make the best out of her work force should strive to ensure that they maintain the perfect mix of age and gender based set of workers that are capable of maintaining a favourable competitive advantage; the micro finance firms should endeavour to maintain an equitable distribution of diverse work force so that their collective efforts will help the firms achieve their predetermined objectives; also micro finance firms should match skills to tasks, and make commitment to quality starting from the top management to the bottom.
6 Omoankhanlen, J.A., & Offiong, V.A. (2018). Work engagement and employee loyalty of Library Staff in Nigerian higher institutions of learning. Journal of management and Social Sciences, 6(2), 68-80.

 

 2 Published by Faculty of Management Sciences, Hezekiah University, Ishiala-Umudi, Imo State. (Nigeria) The aim of this study is to investigate the relationship between work engagement and employee loyalty of library staff in tertiary institutions in Port Harcourt. The study adopted the cross-sectional survey method. The study population was 118 library staff. Spearman Rank Order Correlation Coefficient was used to test the hypotheses with the aid of Statistical Packages for Social Sciences (SPSS).The result shows that work engagement is significantly related with employee loyalty. The findings show that there is a positive and strong relationship between work engagement dimensions and measure of employee loyalty. We therefore conclude that work engagement has significant influence on employee loyalty and also, when organizations create an atmosphere that encourages vigor, dedication and absorption the loyalty of its employees will be enhanced thereby causing a positive organizational growth. The study recommended that the tertiary institutions in Nigeria should make available a conducive working environment, to make academic librarians and other library officials to enjoy their work as such could make them get absorbed and hence increase their loyalty to the firm.
7 Omoankhanlen, J.A., & Ama, G.M. (2018). Pay and Employee Retention of Insurance Firms in Nigeria. Journal of Business and Value Creation, 7(1) 109 – 120.

 

 

 2 Published by Department of Marketing, University of Port Harcourt (Nigeria) Pay is a motivational factor which influences various positive attitudes in organization. This study investigated the relationship between pay and employee retention of insurance firms in Rivers state Nigeria. The cross sectional survey was adopted and a total of 168 lower cadre staff of 10 selected insurance firms in Port Harcourt made up the accessible population. Sample size of 118 was used in this work. The simple random sampling technique was used in the study. However, only 1111 respondents filled and returned their question which was used as valid returned research instrument. The spearman rank order correlation coefficient was used in analyzing the study hypotheses. The result shows that base pay and contingent pay has a significant relationship on employee retention. It was therefore concluded that an increase in pay influence the willingness of staff to remain with the firm. The study recommended that organizations that are adopting a base pay system should ensure that their pay is not below marker average so as to prevent the possibilities of losing key employee to competitors. Contingent pay should be encouraged so as to boost the morale of best performing staffs in the firm.
8 Monbari, S.B., & Omoankhanlen, J.A. (2018). Workplace Friendship and Employee Work Passion of Hospitality Firm in Nigeria, Journal of Business and Value Creation,  7(1)  52 – 64.

 

 2 Published by Department of Marketing, University of Port Harcourt (Nigeria) The study examines the relationship between workplace friendship and employee work passion of hospitality firms in Port Harcourt. The study was streamlined to seven specific objectives which guided in the research questions and hypotheses. A total of 175 employees from ten selected hotels in Port Harcourt form the population of the study. The determined sample size was 122 employees. The Spearman’s Rank Correlation was used as a statistical tool. The study key findings show that there is a positive relationship between most of the dimensions of workplace friendship and measures of employee work passion. Another finding uncovered that organizational culture has a positive moderating effect on the relationship between place friendship and employee work passion. Suggestions were given to the hospitality firms to first examine dimensions of workplace friendship to know the specific sort that energize employee work passion. Finally, culture the energizes workplace friendship ought to be built up and practice in the hospitality firms in Port Harcourt.
9 Omoankhanlen, J.A., & Ile, F.I. (2018). Leadership styles and managerial effectiveness in Public Enterprises in Nigeria. IMSU Business and  Finance Journal, 8(1) 21 – 34.

 

 2 Published by Faculty of Business Administration, Imo State University, Owerri (Nigeria) The link concerning leadership styles and managerial effectiveness was investigated using Spearman’s Rank Order Correlation Coefficient and using culture of the organization as the moderating variable in public enterprises of Rivers State. The study utilized cross-sectional research design and used questionnaire to collect primary data. Preliminary analysis was performed to ensure no violation of the expectations of normality, linearity and equality of variance. The analysis showed a strong connection between the dimensions and the measures of the variables. Consequently, the study recommends the following: public enterprises should not be passive concerning the effective management of leader behavioural expressions. Deliberate effort should be made to ensure there exists good understanding between top management and the subordinates. Public enterprises studied should sensitize employees to exhibit democratic behaviours by instituting relevant policies, trainings and group discussions
10 Okuku, T., & Omoankhanlen, J.A. (2018). Organizational climate and employee loyalty in Nigerian oil servicing firms. IMSU Business and Finance Journal, 8(1) 277 – 295.

 

 2 Published by Faculty of Business Administration, Imo State University, Owerri (Nigeria) The study investigates the relationship existence between organizational climate and employee loyalty of oil servicing firms in Rivers State – Nigeria. The study utilized the survey research design. Samples of 192 employees were sample for study. The study hypotheses were tested using Spearman’s Rank Order Correlation Coefficient. The study result reveals that there is a significant relationship between responsibility and affective loyalty, responsibility and emotional loyalty, clarity and affective loyalty, clarity and emotional loyalty, flexibility and affective loyalty, flexibility and emotional loyalty. Thus, the study recommends that oil servicing firms responsibilities are standardized for each job level, clarify their employees on certain tasks given to them, to be aware that their behaviours also signal to employees to interpret acceptable and unacceptable performance and also should apply flexible working hour. The study concluded that more attention should be given to work environment in order to make it more favourable in terms of physical facilities, information services, employee relationship and development.
11 Omoankhanlen, J.A., & Imafidon, H. C. (2018). Procedural justice and employee morale in commercial banking sector of Port Harcourt. Unihez Journal of Contemporary Research, 7(2) 63 – 73.

 

 2 Published by Faculty of Management and Social Sciences, Hezekiah University Ishiala-Umudi, Imo State (Nigeria) The banking sector plays a vital role in the economic development of any nation, and as such, all money-related exchanges largely depend on its administration. Along this line, it is worthwhile to understand the need for organizational justice in the banking sector. The study utilized two dimensions of procedural justice, fair process and equitable organizational policies and employee morale as its measure. This study examines the relationship between procedural justice and employee attitude in the commercial banking sector of Port Harcourt, Nigeria. The cross sectional design was used so as to obtain information across section of the population of 106 employees. The study hypotheses were tested with the use of non-parametric statistical technique of Spearman Rank Correlation analysis calculated with the use of Statistical Package for Social Sciences (SPSS) version 21. The findings revealed a significant relationship between fair process and employee attitude and there is also a strong positive relationship between equitable organizational policy and employee morale. The study recommends that banks in their corporate practices should ensure that they adhere to fair process and equally strike to maintain equitable organizational policies in their procedural justice practices. From the findings of this study, it was made clear that the effective implementation of fair process and equitable organizational policies by banks management will encourage their employees to maintain a positive attitude to work and hence increase effectiveness.
12 Omoankhanlen J.A., & Oki-ogbanga, E. (2018). Work environment and mobbing behaviour of Nurses in Nigerian health sector. Journal of African Contemporary Research, 8(1), 117-131. 2 Published by Faculty of Business Administration, Imo State University. (Nigeria) This study investigates work environment and mobbing behaviour of nurses in Nigerian health sector. Correlation research design was adopted. Simple random sampling which is type of probability sampling was used. The population of study was 400 out which 200 respondent were sample. Data were analyzed and Hypotheses tested using linear regression method of statistical analysis. The study findings reveals that there is a significant relationship involving work isolation, professional status attack, personality attack, physical attack and work environment. The findings indicated that mobbing behaviour have substantial negative impact on work attitude of staff leading to decreased in overall productivity of health workers. Therefore, it was recommended for organizations and administrators to create a supportive work climate. Based on the findings, the study concluded that mobbing behaviour is influence by work environment and it is inherent in Nigerian health sector; therefore, proactive measures as proposed can be taken by organizations to ameliorate or prevent such situations for maximum employee effectiveness.
13 Omoankhanlen, J.A., & Abraham, D. (2018). Ethical practices and organizational sustainability of oil companies in Nigeria. University of Port Harcourt Journal of Accounting and Business, 6(1), 172-180. 2 Published by Department of Accounting, Faculty of Management Sciences, University of Port Harcourt. (Nigeria) The study examined ethical practices and organizational sustainability of oil companies in Port-Harcourt. It investigated the relationship between ethical practices and organizational sustainability of oil companies in Port-Harcourt. Three research questions and hypotheses were developed to guide the study. The study adopted a cross sectional survey design. Population of the study consisted of two hundred and twenty (220) managers of chosen oil firms in Port Harcourt, Rivers State, which was gotten through simple random sampling. It was further reduced to a sample size of one hundred and forty-two(142), using Taro Yamane’s’ formula, while, Spearman’s Rank Order Correlation co-efficient, using SPSS version 21 was implored in testing the null hypotheses at 0.05 level of significance. All hypotheses in a null formulated were rejected, meaning a considerable correlation exist between Ethical practices and financial sustainability, Ethical practices and Strategic sustainability, Ethical practices and project sustainability. The researcher therefore recommends amongst others that organizations, especially oil sectors should always uphold integrity, especially on issues regarding its stakeholders. With this, their financial base will be sustained and organizations/firms should always inculcate in their employees the attitude of practicing justice, in all cadres of staff. This will sustain the organizational strategies, and also encourage their shareholders.
14 Omoankhanlen, J.A., & Egwuagu, C. (2018). Compensation and retention practices of Insurance Companies in Nigeria. Journal of management and Social Sciences, 6(2), 156-165. 2 Published by Faculty of Management Sciences, Hezekiah University, Ishiala-Umudi, Imo State. (Nigeria) It is crucial that companies formulate employee retention policies and implement them in order encourage worker to remain in the organization.. The study investigates the association between compensation and employee retention practice in insurance companies in Port Harcourt – Nigeria. The cross sectional survey method which is a technique of quasi-experimental design was used. The population of this study consists of 270 workers in ten selected insurance companies in Port Harcourt -Nigeria. The purposive sampling method was used. The sample size of 159 was determined. The formulated hypotheses were tested using the Multiple Regression analysis with the aid of Statistical Package for Social Sciences (SPSS). The result of the study findings shows that there is significant association between compensation and employee retention practice. It was recommended that managers in insurance companies should formulate and implement policy on employee retention practices in order to promote employee retention.
15 Omoankhanlen, J.A., & Paul, J.O. (2018). Management practices and affective commitment of Nurses in Primary health centres in Rivers State. Rhema University Journal of Management and Social Sciences, 6(1), 104-121. 2 Published by College of Management and Social Sciences, Rhema University. (Nigeria) Management practices are methods and processes adopted of an organization for the purpose of achieving set goals and objectives. The  study investigate the extent to which management practices (job autonomy, job rotation, perceived organizational support, bureaucratic structure, employee participation in decision making ) were related to affective commitment of nurses in primary health care centres in Rivers state. The study determined sample size comprised of 48 participants drawn from population of 50 nurses. The research instrument was questionnaire comprising five parts. Cross sectional survey method was adopted and inferential statistics of Pearson product moment analysis and multiple regression analysis were used in testing the study hypotheses. The Pearson correlation coefficient shows that the highest association is between job rotation and affective commitment while the lowest association is between employee participation in decision making and affective commitment. The multiple regression result shows that affective commitment is dependent on bureaucratic structure and job rotation with p-values of 0.010 and 0.000 respectively. The study recommends that bureaucratic structure and job rotation should be encouraged in the hospital and among nurses. We therefore conclude that employee participation in decision making because of its weak correlation is not a good management practice and should be discouraged instead it was suggested that bureaucratic structure and job rotation should be supported by hospital administrators.
16 Mgbomo, P.E., Omoankhanlen, J.A., & Needorn, R. (2018). Job Characteristics and Organizational Citizenship Behaviour of Manufacturing Firms in Port Harcourt. UNIHEZ Journal of Contemporary Research,  7(2), 28-43.

 

 3 Published by Faculty of Management and Social Sciences, Hezekiah University Ishiala-Umudi, Imo State (Nigeria) This study investigated the relationship between job characteristics and organizational citizenship behaviour. Autonomy, feedback and task significance were considered as the dimensions of job characteristics of job characteristics in this study, while sportsmanship, conscientiousness and altruism were the measures of organizational citizenship behaviour in this study. The study adopted the cross sectional survey which is a form of the quasi experimental design. Sample size of 183 employees was drawn from a total population of 339 employees in 6 selected manufacturing firms in Port Harcourt. The Spearman’s rank order correlation coefficient was used in testing the bivariate hypothesis, while the partial correction was used to test the moderating effect of organizational culture on the relationship between job characteristics and organizational citizenship behaviour. The findings revealed a significant associations between the study variables where the dimensions of job characteristics are revealed to be significantly related with the measures of organizational citizenship behaviour. The study concluded that when the job characteristics is well design in manner that the employee feels a positive psychological state, such affect the willingness to carryout extra role activities which are not formally required from him/her, but which enhances the firms operation. Among other recommendations, the study recommended that the management of the manufacturing firms should ensure that a substantial level of independence is given to their employees when performing their task, as this will serve as a motivational factor which could enhance their level of altruism. Contribution to knowledge and suggestions for further study was also preferred.
17 Omoankhanlen, J.A.,   & Nwabeke, C. (2017). Non Leadership Style and Employee Motivation in Nigerian Public Sector. FUNAI Journal of Accounting, Business and Finance (FUJABF),  1(1) 181-188. 2 Published by Department of Accountancy, Business and Administration, Banking and Finance, Federal University of Ndufu-Alike, Ikwo, Ebonyi State. (Nigeria) Control is one of the most important responsibilities of a leader. However, non-leadership style gives subordinates excessive freedom which may be counterproductive. The study examined the extent to which non-leadership style were related to employee motivation of public servants in Port Harcourt-Nigeria. The study sample size is 176 participants drawn from a population of 315: 28 out of 50 workers in Federal Ministry of Mines and Steel  Staff (56%), 36 out of 65 Federal Parastatal (Nigerian Television Authority) staff (55.3%)  and 112 out of 200 Federal Agency ( Niger Delta Development Commission) staff (56%).  The instrument was questionnaire comprising five parts. Correlation design which is non-experimental research was adopted in this study. Spearman’s Rank Order Correlation Coefficient was used to test hypotheses using SPSS version 20. The results show positive,  but weak relationship (rho=0.118) between Laissez-faire behaviour and outcome -focused motivation, there is a weak relationship (rho=0.232) amidst Laissez-faire behaviour and process-focused motivation and a weak correlation (0.143) between Laissez-faire behaviour and means-focused motivation. The study recommends that non-leadership style should be discouraged because of its weak relationship with employee motivation. The use of correlation design which is non-experimental research design cannot completely eliminate sampling error. This study highlights the effects of Laissez-faire behaviour on employee’s motivation in Nigerian public sector. We conclude that there is a weak correlation amidst non-leadership style and employee motivation in Nigeria
18 Omoankhanlen, J.A.,   & Ikeobi, B. C. (2017). Human Resources Management Practices and Employee Turnover of Cable Communication Firms in Port Harcourt-Nigeria. FUNAI Journal of Accounting, Business and Finance (FUJABF), 1(1) 47-54. 2 Published by Department of Accountancy, Business and Administration, Banking and Finance, Federal University of Ndufu-Alike, Ikwo, Ebonyi State. (Nigeria) The study examines the impact of Human Resources Management Practice on Employee turnover of cable communication firms in Port Harcourt – Nigeria. The study sample  size of  108 participants  were drawn from a population of 145:40 out of 54 staff selected from  Cable Africa Network Television (CANTV) representing(37%), 45 out of  61 employees from Communication Trend Limited (CTL) representing (42%), and 23 out of  30 participants from Metro Digital Television representing (21%). Correlation research design which is non-experimental research was adopted in this study. Spearman rank order correlation coefficient was used to test the six hypotheses using statistical packages for social science (SPSS) version 20. The result showed a positive and remarkable connection between recruitment and selection (r=0.852), training and development(r=0.954), compensation and benefit (0.891), performance management (r=0.858), career development(r= 0.990), employee relationship management (0.896) and turnover. The study recommends the institutionalization of Human Resources Management practices to help reduce employee Turnover. It was conclude that lack of institutionalization of Human Resources Management practices are the root cause of  employees leaving the communication firms In Port Harcourt, Rivers state Nigeria.
19 Omoankhanlen J.A., & Nwile, G.M. (2017). Organizational Reward and Employee Performance of Money Deposit Banks in Nigeria, Journal of Business and Value Creation,  6(1)  36-43 2 Published by Department of Marketing, Faculty of Management Sciences, University of Port Harcourt. (Nigeria) Organizational reward system refers to ways and modalities by which workers in establishments are motivated or induced to put much efforts that will bring about attaining the establishment’s goals. The study assessed the relationship between organizational reward system and employee performance of money deposit banks in Nigeria. In pursuance of the study objective, two research hypotheses were formulated.  The study was conducted among 100 employees in ten (10) out of the eighteen (18) banks in Port Harcourt metropolis. The study utilized the cross-sectional research design. The formulated hypotheses were tested using the Pearson Product Moment Correlation Coefficient (PPMCC) and the Multiple Regression Technique with the aid of Statistical Package for Social Sciences (SPSS) version 23. From the analysis made, the study revealed that organizational reward types (extrinsic and intrinsic) that have a significant and positive relationship on employee performance. Based on the findings, the study recommended that organizations should motivate their employee with both extrinsic and intrinsic reward system to boost performance.
20 Omoankhanlen, J.A., & Chuku, C.J. (2017). Incentive Pay System and Continuance  Commitment of Health Workers in Nigeria, Journal of Business and Value Creation,  6(1)  81-91 2 Published by Department of Marketing, Faculty of Management Sciences, University of Port Harcourt. (Nigeria) The study examined the relationship between incentive pay system and continuance commitment of medical personnel in Primary Healthcare Centre, Rivers State – Nigeria. A sample of 158 medical personnel was chosen out of 263 medical personnel in eighteen (18) Primary healthcares centre in Port Harcourt metropolis – Rivers State. The study utilized simple random sampling technique. The correlational research design was adopted while the Spearman Rank Order Correlation Coefficient used to test the four research hypotheses with the use of the Statistical Packages for Social Sciences (SPSS) version 21. The findings showed that incentive pay systems have a major association with continuance commitment. Based on the finding, it was recommended amongst others that Management of Primary Healthcare centre in Nigeria should create good Incentive Pay System that will attract medical personnel Continuance Commitment. This is proven by improving pay packages, bonuses, allowances, medicals, to encourage employee retention.
21 Omoankhanlen, J.A.,   & Abraham, D. (2017). Leadership style and employee morale in Nigerian financial sector. SAU- Journal of Management and Social sciences. 2(1&2)  199 -210.

 

 2 Published by College of Management and Social Sciences, Samuel Adegboyega University, Ogwu – Edo State (Nigeria) Most organizations have realized that building employee morale for work requires the best leadership style to achieve organizational set goals and objectives. Thus, the aim of the study is to investigate the relationship between leadership style and employee morale in the Nigerian financial sector. A cross-sectional survey was adopted for the study. The study population consists of 160 employees randomly selected from financial institutions in Rivers State. A sample size of 114 respondents was drawn from the selected population using the Taro Yamane’s formula. Both primary and secondary data were used in this study. The Spearman’s rank order correlation coefficient was adopted for the study hypotheses testing using Statistical Package for Social Sciences (SPSS) version 20. The results of the analysis revealed a positive and very strong relationship exists between transformational leadership and employee morale. The study therefore recommends that Nigerian financial sector should adopt transformational leadership, transactional leadership, and participatory leadership in order to enhance employee morale. The paper therefore conclude that there is a significant relationship between leadership style and employee morale in Nigerian financial sector.
22 Omoankhanlen, J.A.,   & Nwankpa, S. (2017). Role stress and job performance among employees of money deposit banks in Nigeria, SAU- Journal of Management and Social sciences,  2(1&2) 211 – 225.

 

 2 Published by College of Management and Social Sciences, Samuel Adegboyega University, Ogwu – Edo State (Nigeria) This study empirically tested the relationship between role stress and job performance amongst employees in Money Deposit Banks. Ten (10) money deposit banks were selected through systematic sampling techniques. The Taro Yamene formula was used to decide the sample size and aggregate of three hundred and sixty one (361) respondents were derived. The spearman rank order correlation coefficient was used in testing the relationship between role stress and job performance. The findings revealed that a significant negative relationship exist among role conflict, role ambiguity, role overload and job performance in money deposit banks. Hence the study recommended that the money deposit banks should endeavor to state in a clear term, expectation of a precise role to avoid role conflict and boost up performance. Management should ensure strict adherence to unity of command, to reduce role conflict and improved performance.
23 Itoya J.,  Omoankhanlen, J.A., & Ihionkhan, P.A.  (2017). Effects of Job Design on Employee Performance: A study of some selected Health Facilities in Edo State.  The Nigerian Journal of Business and Management Sciences, 1(1) 37 – 52.

 

 2 Published by Department of Business Administration, Ambrose Alli University, Ekpoma (Nigeria) The purpose of this study is to examine the effect of job design on employees’ performance. The study was conducted using a sample of 400 respondents randomly selected from the administrative staff of health facilities in Edo State. Copies of questionnaires were distributed and 358 copies were returned, representing 90% response rate. The five variables of job characteristics model, kill variety, job autonomy, feedback task significance, and task identity were evaluated. The one way ANOVA was used to test the hypothesis. The result of the ANOVA proved that out of the core job characteristics, task identity showed more significant effect on employees performance at 0.01. Also, feedback showed a positive impact on employee performance, while autonomy, ask significance and skill variety were relatively low. Therefore, this study recommends that proper job design should be put in place by management in order to help improve employees’ performance and motivate them for optimal organizational performance.
24 Ofobruku, S.A., & Omoankhanlen, J.A. (2016). Effects of planning rural business on enhancement of small and medium scale business capacity in Uvwie local government council of Delta State, Nigeria. African Social and Educational Journal, 5(2), 265-275. 2 Published by Faculty of Business Administration, Imo State University. (Nigeria) Currently in Nigeria, rural businesses are still grapple with the tasks of carrying out their business activities, ranging from poor cash, lack of basic infrastructural facilities, lack of access to credit, inadequate or lack of information and communication technology, high rate of rural to urban relocation. The urgent need to investigator determine how planning of rural business can enhance rural empowerment capacity becomes apt. The research adopted both qualitative and quantitative methodological approach, employing the use of survey design method for generation of data. The data collected were analyzed using linear regression as statistical technique. The study reveals and indicates that planning of rural business has positive effect on enhance rural empowerment capacity, the significance value produced was 0.000, which is less than 0.01 it therefore imply that planning of rural business can be used to enhance rural empowerment capacity in Uvwie local government of Delta state Nigeria. The study concludes that planning of rural businesses can be employed to achieve enhancement of rural empowerment capacity in Uvwie local government of Delta state, Nigeria.
25 Ekeke, J.N., & Omoankhanlen, J.A. (2016). Antecedents and consequences of brand attitudes in foreign Airline operation in Nigeria. A Journal of Development, 5(4), 330-338. 2 Department of Political and Administrative Studies, university of Port Harcourt (Nigeria) Despite the increase in service branding research in B2C context, there seems to be no effort made to examine the antecedents and consequences of brand attitude in the African airline context. Leveraged on this understanding, this study used a data set of 212 international passengers in Nigeria, to investigate how advertising , country of origin effects, influences brand attitude and how brand attitude affects brand loyalty in the foreign airline operations in Nigeria. Two out of the three posited three hypotheses were supported. The results indicate that advertising is a significant determinant of brand attitude while country of origin effect is not. However, brand attitude is a significant determinant of brand loyalty. Both academic and managerial implications of the results and future directions are suggested.
26 Omoankhanlen, J.A., & Oloda, O.F.  (2016). Relationship between Entrepreneurial Orientation and Organizational Performance in Nigerian Banks. Nigerian Journal of Financial Research, 11(1), 150 – 157. 2 Published by Department of Finance and Banking, University of Port Harcourt. (Nigeria) The study investigated the relationship between entrepreneurial orientation and organizational performance in Nigerian banks in the South/South geo political region in Nigeria. A Total of 100 managers from the regional offices of the 20 functional banks were studied. Data for the research were collected using questionnaire method. The Spearman Ranks-order correlation coefficient statistical tools was employed to test the relationships between the five dimensions of entrepreneurial orientation (Innovativeness, risk taking, proactivenesss, competitive aggressiveness,  and autonomy) and organizational performance measure (growth). In view of these findings, we recommends that top management of the banks should consistently  engage in entrepreneurial practices as well as proactive behavior in order to succeed. They should encourage their employees to take advantage of those entrepreneurial constructs that will lead to a better organizational performance. Strategic  managers of the banks should endevaour to take calculative risk that have potentials of yielding high return on investments,
27 Omoankhanlen, J.A., & Oloda, O.F.  (2016). Organizational Climate and Corporate Performance in the Nigerian Telecommunication Industry. Nigerian Journal of Financial Research, 11(1), 194 – 202. 2 Published by Department of Finance and Banking, University of Port Harcourt. (Nigeria) The study investigated the effect of organizational climate on corporate performance in selected telecommunication firms in Rivers state of Nigeria. The sample for this study consisted of 205 top and middle level managers from the 4 selected firms. The data for this research was collected using questionnaire methods. The Spearman Rank-Order correlation coefficient was used to test the relationships between the variables under review while multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between organizational climate nad corporate performance. Findings from the study revealed that there is a positive and significant relationship between the two dimensions of organizational climate used for the purposive of this study (Reward and Support) and the two measures of corporate performance (profitability and growth) as used in the study. Our findings reveal a positive and significant relationship between the dimensions of organizational climate and the measures of corporate performance. In view of this, we conclude that organizational climate enhances corporate performance. These findings give rise to several recommendations
28 Omoankhanlen, J.A.,    & Olori, W.O. (2016). Organizational Trust and Workplace Incivility among Employees of Selected Banks in Rivers State – Nigeria, Rhema University Journal of Management and Social Sciences, 5(1), 170 – 181. 2 Published by College of Management and Social Sciences, Rhema University Aba Abia State. (Nigeria) The study surveyed the influence of organizational trust on workplace incivility.  In carrying out the research, a sample of one hundred and forty-seven (147) respondents from twenty-one (21) deposit money banks was utilized. The questionnaire was the major instrument for collecting data which was analyzed by the statistical tool of Spearman rank order correlation coefficient. The study revealed an inverse relationship between the dimensions of organizational trust i.e. trust in managers, colleagues and clients and the measures of workplace incivility (disrespectful behaviour, rude behaviour, and condescending behaviour). It was therefore recommend that firms should put in place policies to minimize destructive behaviouir and address incivility issues by making sure that justice is practiced and fairness instilled in the workplace.
29 Olori, W.O., & Omoankhanlen, J.A. (2016). Organizational Politics and Employee Turnover Intentions in Nigerian Public Hospitals, Hezekiah University Journal of Management & Social Sciences, 5(1&2), 241-251 2 Published by Faculty of Management and Social Sciences, Hezekiah University, Ishiala-Umudi, Imo State (Nigeria) The study investigated the correlation between organizational politics and employee turnover intentions in the health sector of River state Nigeria. A cross sectional research design was adopted. Data was obtained from 301 respondents through the use of questionnaire in public hospitals. Data analysis was done through the use of Spearman Rank Order Correlation Coefficient. The results showed that organizational politics positively and significantly correlated with the measure of employee turnover intentions. Based on the findings, it was recommended that in order for the negative effect of organizational politics to be minimized, hospital management should develop strategies to reduces politics and discourage the formation of groups that have no meaningful contribution to corporate goals.
30 Omoankhanlen, J.A.,   Nkuda, M.O. & Olori W.O. (2016). Employees’ Attitudes and Corporate Performance in Money Deposit Bank, Ekpoma – Edo State. Quarterly Journal of Contemporary Research, 4(1&2), 260– 274. 3 Published by Federal University Otuoke. (Nigeria) This research work purposely focused on examining the relationship between employees’ attitudes and corporate performance as it is obvious that negative employees’ attitudes often signal imminent problems in organization.  A cross-sectional survey design relying on a well-constructed questionnaire was adopted to gather data on the influence of employees’ attitudes on corporate performance. The population of the study comprised one hundred and seventy six (176) employees in the nine (9) selected commercial banks in Ekpoma, Edo State, Nigeria. The finding revealed that employee’ attitudes in relation to work group behavior and job involvement affect organizational performance. The study concluded that positive employees’ attitudes can increase customer satisfaction and loyalty in terms of reducing absenteeism, mitigating employees’ turnover and preventing workplace deviant behaviours in organizations.
31 Omoankhanlen, J.A.,  & Itoya, J. (2016). Change Management and Organizational Performance among Employees of Selected Business Enterprises in Edo State. Quarterly Journal of Contemporary Research. 4(2), 249-259. 2 Published by Federal University Otuoke. (Nigeria This study examines the effect of change management on organizational performance among employees of selected business enterprises in Edo state. The aim of the study is to ascertain the impact of organizational change as well as find out the relationship between change management and organizational performance vis-a-vis productivity. The survey was conducted using 200 samples as respondents and it was drawn from Presco palm oil, Okomu palm oil in Benin City, and Owen farms Ekpoma – Edo state. The sample comprised of 163 males and 37 females. The questionnaire was the instrument used to elicit data for the study. The ordinary least square regression was used to model the variables of change implementation against efficiency, satisfaction, profitability, and productivity. The results of the analysis revealed that a significant relationship exist between organizational change and organizational performance and organizational change and organizational productivity. Lastly, it was found that proper organizational change will certainly influence the performance and productivity of the organizations. On this note, the study concludes that organizational change job satisfaction and the efficiency of employees. Therefore, management should enforce means of improving organizational change process in other to increase the efficiency and effectiveness of the organizations.
32 Omoankhanlen, J.A., & Uyi, O.N. (2012). Electronic Workplace Monitoring And Employees Performance In Nigerian Bank: A Study Of Selected Commercial Banks In Edo State. A Journal of Development, 5(4), 296-312. 2 Published by Department of Political and Administrative Studies, university of Port Harcourt. (Nigeria) This research study examines the relationship between electronic workplace monitoring and employee performance in the Nigerian commercial banks. The study seeks to find out specifically, if electronic workplace monitoring affects employee morale, and if electronics workplace monitoring affects employees Commitment to work, Four commercial banks (First Bank PLC, United Bank of Africa PLC and Zenith Bank PLC were randomly selected in River State for the study. the study is anchored on traditional management styles proposed by Douglas McGregor in 1960 (Theory X and Y). Questionnaire was administered for data collection, while Pearson product moment correlation and SPSS version 17.0 was used for data analysis. Findings shows that there is positive relationship between electronic workplace monitoring and employee performance .in conclusion the study shows that electronic workplace monitoring has positive effects on employees performance, and that employees commitment  to work is significantly affected when the banks employed electronic  monitoring to its environments. Base on the findings the study recommends that employees should be made to understand the benefits of electronic monitoring in the organization, equally orientation should also be giving to the employees on the merits of electronic monitoring, and employees should not see electronic monitoring as tool for causing conflict and finally an act should be enacted that would required an advance notification for employee and customers of electronic monitoring workplace.
33 Ekeke, J.N., & Omoankhanlen, J.A. (2015). Brand communications and customer perceived value in domestic airlines in Nigeria. A Journal of Development, 5(2), 307-314. 2 Published by Department of Political and Administrative Studies, university of Port Harcourt (Nigeria) This study examined the effect of brand communications on customer perceived value in the domestic airline service in Nigeria. The specific objective of the study were to; examine the influence of advertising customer perceived value in the domestic airline service in Nigeria, ascertain the influence of word of month on customer perceived value in the domestic airline service in Nigeria and determine the influence of publicity on customer perceived value in the domestic airline service in Nigeria. Descriptive survey research design was adopted for the study. The population of study were 8.3 million international passengers  who travel in and out of Nigeria with a sample size of 246. Primary data were utilized in the study. The primary data were collected using a well structured questionnaire with an online version and administered the passengers at strategic locations in Nigeria and overseas through convenience sampling techniques. Pearson correlation was adopted for testing of hypotheses. Major findings shows that all the three dimensions of brand communications did not have significant relationship with customer perceived value. The study therefore concluded that integrated marketing communicating strategies have the capacity to engender the perception of value in domestic airlines in Nigeria. Based on the findings, it was recommended that brand managers should embark on aggressive integrated marketing communications with a view to enhancing their brand visibility as well as promoting the development and delivery of optimum service quality which is capable of delighting the customers.
34 Omoankhanlen, J.A., & Uyi, O.N.  (2015). Workplace creativity and organizational performance in Nigerian Banks. A Journal of Development, 5(2), 327-343. 2 Department of Political and Administrative Studies, university of Port Harcourt. (Nigeria) The seeming inability of the employer to build enduring and conducive working relationship in organization through innovation and creativity necessitated this study to identify how workplace creativity affects organization performance in selected commercial banks in Nigeria. Three specific objectives and hypothesis where formulated, Correlation Survey Research Design was employed for the study. The population of the study was 744 and the sample size was 253 .  Multiple Regression Analysis was adopted in analyzing the data. The findings revealed that a 69% variation in market share which is the dependent variable was explained by variation in the independent variable which is corporate creativity alignment, that a 71% variations in the dependent variable (profitability) were accounted for by the changes in the independent variable (self-initiated activity), and that a 63% variations in the dependent variable (unofficial activity) were accounted for by changes in the independent variables.(liquidity). The study concluded that workplace creativity enhances organizational performance of commercial banks Nigeia. Self-initiated activity increased the profitability of commercial banks and that unofficial activity influences liquidity of the focused banks, it was recommended among other things that the management of the focus firms should ascertain the relationship between creative and performance amongst the banks. They should also evaluate every decision and  management practices, and reflect on how that affects their employees, with careful assessment on their subsequent implications on workplace creativity and innovation, it is important for bank managers to foster atmosphere which inspires their staff to think beyond the routine tasks and duties.
35 Omoankhanlen, J.A., Osagie, N.G., & Itoya, J. (2010). The Organizational Culture and its Implication for Organizations: A Review of the Literature, Ekpoma Journal of Behavioural Sciences, 3(1), 38 -60. 3 Published by Department of Psychology, Ambrose Alli University, Ekpoma.  (Nigeria) Organizational culture is the key to organizational excellence and the function of managers is the creation and management of culture. Interpreting and understanding organization culture is an important activity for managers because it affects strategic development, productivity and learning at all levels. However, the review of the complex nature of culture has shown the widely varying view of what culture is, from the vision artefacts and behavior patterns to invisible behavior norms, values, assumptions and belief. From basic tenants as to whether is a root metaphor embedded deep within an organization’s belief and values, an external, almost uncontrollable, variable, or as an independent variable that can be manipulated. These related to whether researchers take an objective stance that see humans as a responding mechanism or a subjective stance that human are transcendental being, or some midpoint view. For a better understanding of organizational culture, this seminar paper explores various types of models such as structural view of culture (hierarchical), and a behavior view of culture (it’s a glue). As to the role and value of culture to management, this paper pinpoint the management view that organization culture directly impact superior performance and competitive advantage of companies with a more effective culture and therefore it should be a variable to control and align to organization business strategy. Finally, cultural change is inevitable in organizations (culture changes slowly and incremental moves), but management can achieve cultural change through comprehensive planning and execution by seeing organization as a system. Hence, organizational culture is a metaphor, since culture enables us to see organizations as whole, i.e. living systems.
36 Omoankhanlen, J.A., Osagie, N.G. & Eze, F.C (2008). The Organizational Learning Concept and its Implication for Organizations: A Review of the Literature”, Ekpoma Journal of Behavioural Sciences, 1(1), 105 – 122. 3 Published by Department of Psychology, Ambrose Alli University, Ekpoma.  (Nigeria) Although it is currently common to speak of organizational learning, this concept is still surrounded by conceptual confusion. Some authors have tried to unravel the conceptual problems by giving an account of the role of individuals in organizational learning, and this has not yet led to an agreed upon analysis. However, in this paper, we attempt to map the development of organizational learning as a field of academic study by examining the rise and fall of specific debates. This does not pretend to be a comprehensive review of the field since there is now far too much material available to allow full coverage in any single paper. Rather, we have identified some of the key debates, and these have been organized along the simplistic time-line of past, present and future. Our purpose is two-fold; first, to note how the nature and the language of the key ideas in organizational learning have changed over time; and second, to locate the papers in this special issue within the context of the developing field. This paper emphasized the need for organizations to be a learning institutions since it can be costly for organizations not to be so. That is, loss of market share, loss of competitive edge, loss of intangibles such as reputation and the inability to attract the best and brightest for organizations’ might result.
37 Eze, F.C., & Omoankhanlen, J.A. (2006). “Human Investment as a Strategy for Organizational Competitive Advantage”, Journal of Business Studies & Research, 4(2), 47-62. 2 Published by St Paul University Collage, Awka.  (Nigeria) This paper which discusses Human investment as a strategy for organizational competitiveness makes the observation that whenever there is resource crunch in Nigerian organizations in particular, the organizations’ first axes fall on human resource. Downsizing, rightsizing, outsourcing and all sorts of other measures directed against the workforce and which weaken organizational culture, follow. The paper undertakes a study of MB-ANAMCO to determine whether or not the claim that sustainable competitive advantage in organizations, depends on human resources investment, is valid and having confirmed this, proceeds to discuss the strategy and make recommendations, in the light of its findings.
International Journal Publications:  
38 Imaga, B.E., & Omoankhanlen, J.A.   (2018). Employee Separation and Work Morale Of Non-Unionized Money Deposit Banks In Nigeria. Global Journal of Advanced Engineering Technologies and Sciences, 5(3) 70-79. DOI:10.5281/zenodo.1210234

 

 2  

Published  by Somil M. Shah in India

ISSN:  2349-0292. DOI:10.5281/zenodo.1210238

(Available online)   

 The study investigated the relationship between employee separation and work morale in non-unionized money deposit banks in Nigeria. The adopted research design is the cross-sectional survey. one hundred and thirty  three (133) participants from ten (10) money deposit banks in Port Harcourt was covered. However, one  hundred and thirty (130) questionnaires were collected and utilized for data analysis. The simple random  sampling techniques was used in the selection of sample items to avoid bias. The research questions were  analyzed using mean and standard deviation while the hypotheses were statistically tested using the Spearman’s  Rank Order Correlation with the aid of Statistical Package for Social Sciences (SPSS) statistical software version 20. The results of this study revealed that there is a correlation between resignation, retirement,  retrenchment and discharge with work morale. Based on the findings, the study recommended that,  Management should endeavour to effectively sustain and reduce separation rates through policies that will boost  staff  morale
39 Omoankhanlen, J.A.,   & Osawe, B.K.  (2018). Organizational Reward System and Employee Satisfaction in Insurance Firms in Nigeria. Social Science Learning Education Journal (SSLEJ), 3, 25 – 30. DOI:10.1520/sslej.v3i3.2082.  (ONLINE JOURNAL)

 

 2 Published  by Innovative Journal in India

 

 This work strive to empirically test the correlation between organizational reward system as it relate to salary, promotion, fridge benefit and incentives on employee satisfaction of insurance companies in Port Harcourt Nigeria. The accessible population was 223 employees of ten (10) firms which was selected through systematic sampling techniques from the insurance industry in Rivers state. The study adopted the cross section research design. The Taro Yamene formula was applied to determine the sample size; aggregate of 147 employees was derived. Using the Spearman Rank Order Correlation Coefficient, we discovered that significant-relationship exists between organizational reward system and employee satisfaction. From the findings, it was recommended that Management of insurance firms should ensure that their salaries are encouraging in comparison with what is obtainable in the industry so as to achieve employee satisfaction. Thereafter, contribution to knowledge and suggestion for further study was provided.
40 Ayi, G. O., & Omoankhanlen, J.A.  (2018). Workplace Ethics and Employee Commitment of Oil Servicing Firms In Nigeria. Social Science Learning Education Journal (SSLEJ), 3, 16 – 24. DOI:10.1520/sslej.v3i3.2081.  (ONLINE JOURNAL)

 

 2 Published  by Innovative Journal in India

 

 This study investigated the relationship between workplace ethics and employee commitment in oil servicing firms in Nigeria. Workplace ethics was the study predictor variable which was operationalized into three dimensions namely: trustworthiness, integrity and civility. The criterion variable was employee commitment with measures as affective and continuance commitments. We adopted the cross sectional design technique and data collected was further analyzed using the spearman’s ranked order correlation coefficient. The population of the study was made up of all the oil servicing companies in Port Harcourt and the population size was 342 employees of 4 selected Oil servicing firms. The sample size of 184 was derived. A total of 160 questionnaire were retrieved out of which 150 valid questionnaire were used for the analysis, representing 82 percent. The results indicated that a significant association exists between civility, trustworthiness, integrity and measures of employee commitment, and that culture moderated the influence of workplace ethics and employees commitment. Based on the study findings, it was concluded that trustworthiness, integrity and civility have significant effect on employee’s commitment to the organization. It was recommended that managers in Oil servicing firms should instill ethical values in the workplace in order to stimulate employee commitment. Finally, contribution to knowledge was proffered and suggestions for further studies to investigate how workplace ethics relate with employee satisfaction and turnover rate recommended.
41 Sule, O.E., & Omoankhanlen, J.A.   (2018). Union Commitment and Academic Staff Performance of Public Higher Institutions in Nigeria. Global Journal of Advanced Engineering Technologies and Sciences, 5(3), 80 – 97. DOI:10.5281/zenodo.1210238. (ONLINE JOURNAL, Available at http://www.giaets.com)

 

 2 Published  by Somil M. Shah in India

 

 

 The study investigated the relationship between union commitment and academic staff performance in Nigerian universities. The study adopted survey design. The population of the study was 1306 academic staff of public higher institutions in Rivers State, Nigeria with 297 determined sample size. Cluster sampling method was used because of the unavailability of comprehensive academic staff list. Pearson Product Moment Correlation and Partial Correlation were the statistical tools used in testing the nine hypotheses. The findings revealed that there exist relationship between union commitment and academic staff performance and that with favourable industrial relation climate, union commitment will positively aid the academic staff performance in Nigerian public higher institutions. It was, therefore, recommended that management should help promote cordial/conducive industrial relation climate with routine meetings and/or discussion forum between the trade union and the management so as to improve performance of academic staff of higher institutions of learning
42 Emenike, U.C., & Omoankhanlen, J.A.   (2017). Job demands and strain-based conflict among nurses of public hospital in Nigeria. International Journal of Managerial Sciences, 7(8) 407 – 419. (ONLINE JOURNAL, Available at http://www.rassweb.com)

 

 2 published by Research Academy of Social Sciences (RASS), Pakistan Nurses of public hospitals in Nigeria, while carrying out their role functions are consistently faced with high job demands placing great claim on nurse’s energy and time. In the course of carrying out a role function, nurses experience interference of demands on another role function, hence resulting to strain-based conflict. The study explores the degree of relationship between job demands and strain-based conflict. Job demands focused in this study includes work hour, work overload, work schedule and overtime work. Data were obtained from 291 registered nurses in public hospitals in Rivers State. The purposive sampling technique which is based on the researcher’s subjective judgment and the cross sectional design which takes a cross section of the population at one time where employed in this study. Hypotheses was tested with a nonparametric statistical technique of Spearman Rank Correlation analysis calculated with the use of Statistical Package for Social Science (SPSS) version 21.0 Revealed from the findings is the existence of a of a  relationship between to job demands and strain-based conflict. Work overload is found to be the major influence of strain-based conflict. Hence to reduce job demands and strain-based conflict, there is need for the provision of standard work hour, a measurable control over work schedules, development of organizational skills and reduction and monitoring of daily work load. The study concentrated only on four notable public hospitals, this however cannot be generalized effectively to other public hospitals. The possibility of job demands to result to strain-based conflict thus cannot be undermined and should be taken into cognizance by  organization.
43 Omoankhanlen, J.A. & Oyam-Jajaboma, Gail (2017). Job Burnout and Organizational Cynicism among Employees in Nigerian Banks. European Scientific Journal. 13(22), 125–140. 2 Published by European Scientific Institute (ESI), (Portugal)

 

 Job burnout and organizational cynicism are two intertwined phenomena which have adverse effects on organizations. The main purpose of this study is to examine the relationship between job burnout and organizational cynicism of employees in Nigerian Banks. The study adopted the cross-sectional survey method which is a form of the quasi-experimental research design. The study had a sample size of 214 employees drawn out from an accessible population of 499 bank employees in Port Harcourt using the Krejcie & Morgan (1970) table. The study research instruments were distributed to the accessible population using the Bowley’s (1964) population allocation formula of proportion. The Spearman rank correlation coefficient was used in testing the study hypotheses. The study findings reveal that there is a significant relationship between the two dimensions of job burnout used in this study and organizational cynicism. The study recommended among others that banks should give their employees breaks and time off from time to time in order to guide against emotional exhaustion since it has a significant relationship with organizational cynicism, this would give employees the opportunity to balance their work-life and family life. Conclusively, the study has extensively looked at the relationship between job burnout and organizational cynicism.
44 Omoankhanlen, J.A.   & Ohiria, I.S. (2017). Workforce diversity and organizational survival of private hospitals in Nigeria. IOSR Journal of Business and Management (IOSR-JBM). 19(7), 34–41. 2 Published By International Organization of Scientific Research. (United Kingdom) This study examines workforce diversity and organizational survival hospitals in Port Harcourt, Rivers State Nigeria. The aim of this study is to exploit the relationship between Workforce Diversity and Organizational Survival of Private hospitals in Port Harcourt.  The cross – sectional survey of quasi-experimental design was adopted for this study. Spearman’s Rank order correlation coefficient was used to analyze the three null hypotheses at 0.0 5% level of significance. The study  shows that a significant relationship that exist among  dimensions and measures of the  predictor variables and the criterion variables respectively,  It also revealed  that organizational structure as a moderating variable had significant effect on the relationships that exist between the predictor and criterion variable. It was recommended that; Private hospitals management should  make policies that will ensure the orientation of surface level diversity as it would stimulate adaptability of the employees in changing business environment, Private hospitals management disposition should be on deep level  diversity as this will enhance adaptability in the organization,  Private hospitals management should adopt a  structure that defines how jobs are formally divided, grouped and coordinated, and it must be considered
45 Omoankhanlen, J.A.   & Sonye L.A. (2017). Supervisor Trust and Counterproductive Work Behaviour of Oil Firms in Port Harcourt – Nigeria. IOSR Journal of Business and Management (IOSR-JBM). 19(6), 52 – 61 2  Published By: International Organization of Scientific Research. (United Kingdom) This study examined the relationship between supervisor trust and counterproductive work behaviour of oil firms in Port Harcourt. Trust has been known to play a vital role in organizations but lack of supervisor integrity has led subordinates into engaging themselves in counterproductive work behaviours. Counterproductive work behaviour has increased a great cost  to both the organisation and the employees. A cross sectional survey  consisting 278 employees drawn from three oil firms in Port Harcourt. Data used in this study were obtained from the primary and secondary sources. Spearman’s rank order  coefficient correlation was used for analysis with the aid of SPSS version 21.0. The findings revealed that there is a positive link  between the dimension of supervisor trust and the measures of counterproductive work behaviour. Another finding revealed  that corporate culture has a strong moderating effect on the relationship between supervisor trust and counterproductive work  behaviour. Hence, supervisor trust has a positive impact on counterproductive work behaviour and that corporate culture has astrong moderating factor to influence the relationship between supervisor trust and counterproductive work behaviour. Management of oil firms should practice and encourage their supervisors/ managers to have integrity in order to reduce their rate of personal aggression behaviour (verbal abuse, sexual abuse, etc). This has a way of boosting the image of the company.  Recommendations were given one of which is that corporate culture should be highly encouraged in the oil firms in Port Harcourt
46 Omoankhanlen, J.A.,   & Emuren, L.B. (2017). Managerial personality and innovative       work behavior of Telecommunications firms in Nigeria.  International Journal of  Economics, Commerce and Management, V(12): 277 – 300. Available online at: http://ijecm.co.uk/ (ONLINE JOURNAL, UNITED KINGDOM 2 Published in United Kingdom.   Available online at:http://ijecm.co.uk/ ISSN 2348 0386.

(Available online)   

 Today organizations are striving for ‘innovative work behaviour’. Innovative work behaviour is all employee behaviour aimed at the generation, introduction and/or application (within a role, group or organization) of ideas, processes, products or procedures, new and intended on a positive outcome for the organization. The purpose of this study is to examine the relationship between managerial personality and innovative work behaviour of telecommunication firms in Port Harcourt – Nigeria. Four research questions and research hypotheses were formulated for the study. The population of this study was 422 employees of the telecommunication firms in Port Harcourt – Nigeria. Using the Taro Yamane sampling size determination, the sample size for this study was 205. The study used systematic sampling technique. Descriptive and Inferential statistics (i.e. spearman rank correlation coefficient) were used to analyse the data with the aid of SPSS 18. The spearman rank correlation analysis results shows that the dimensions of managerial personality and the measures of innovative work behaviour are significant, therefore all the null hypotheses were rejected. The findings of this study provided empirical evidence regarding the gap between managerial personality and innovative work behaviour in the telecommunication firms. The study results show that extraversion and agreeableness personality trait significantly relates to innovative work behaviour measures (explorative and exploitative innovation).
47 Omoankhanlen, J.A.,   & Philip, I.S.(2017). Organizational Trust and Workplace Deviant Behaviour in Higher Institutions in Rivers State. International Journal of Managerial Studies and Research (IJMSR), 5(10): 48-62. 2  Published in India. Available online at: www.arcjournals.org

With 0330 (Print) & ISSN 2349-0349.

 

(Available online)   

 This research work examined the relationship between organizational trust and workplace deviant behavior among employees of higher institutions in Rivers state. The study adopted a cross-sectional survey which is a type of quasi experimental research design. A well-structured questionnaire designed by the researcher which covered the study dimensions and measures was used for data generation and the study made use of simple random sampling technique with a sample size of 122 drawn from a population of 175 respondents from six higher institutions in Rivers state. The Spearman rank-order correlation coefficient was used in testing the research hypotheses. The results of the findings revealed that organizational trust has a significant relationship with workplace deviant behaviour. Therefore, it was recommended that Management should encourage team work among employees to boost their level of interpersonal trust. Incentives should be given to hard working staff as this will motivate others to work hard towards achieving success other than causing harm to the organization.
48 Omoankhanlen, J.A.,   & Emmanuel, E.I. (2017). Compensation                and                Employ Loyalty among Health Workers in Nigeria. Archives                of Business Research – Society for Science and Education, 5(5), 10 -26. DOI: 10.14738/abr.511.3778. 2 Published by: Society for Science and Education. (United Kingdom)

(Available online)   

 Compensation and employee loyalty has been an issue of great concern in organizations over the years. This problem prevails in the contemporary society especially in Nigeria. It therefore becomes imperative to investigate and determine the influence of compensation on employee loyalty. The research was a survey of eight private hospitals that were purposively selected in Port Harcourt. To carry out this research, relevant literature was reviewed to confirm the existence of the problem. The components of the independent and dependent variables were examined. Questionnaire was the major instrument that was used to collect data for the study. The study sample size was determined using Taro Yamene’s formula and Spearman Rank Order correlation coefficient was used to analyze the data. It was found that there is significant positive relationship between compensation and employee loyalty. It was recommended among others that regular payment of employees salary will impact positively on the cognitive loyalty of the employees. Increment of employee salary enhances positive reactions of the employees thereby inducing loyalty. Organizations should encourage the employees to own shares as it induces cognitive loyalty among workers. Equity based compensation influences employee behaviour positively thereby encouraging retention of employees. Organisations should consider occupational hazards of hospital environment when fixing the pay of the employees.
49 Omoankhanlen, J.A., Oloda, O. F., Ajienka, M. F. (2014). Employee Job Satisfaction and Organizational Commitment in Nigeria Manufacturing Organizations. European Journal of Business and Management, 6(25), 83- 95. 3 Published by International Institute for Science, Technology & Education, London. (United Kingdom) This study investigated the relationship between employee job satisfaction and organizational commitment in selected manufacturing firms in Edo state of Nigeria. The sample for this study consisted of 106 employee from the selected manufacturing firms. The data for this research was collected using triangulation of methodologies of both quantitative and qualitative analysis. The Spearman Rank-order correlation coefficient statistical tool was adopted to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between employee job satisfaction and organizational commitment. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of job satisfaction tested (i.e. pay, promotion, working conditions) and organizational commitment. Based on the findings, it was concluded that employee job satisfaction enhances organizational commitment.
50 Omoankhanlen, J.A., Ajienka, M. F., Oloda, O. F. (2014). Transactional Leadership Style and Employee Satisfaction in Nigerian Banking Sector. European Journal of Business and Management, 6(26), 14- 23. 3 Published by International Institute for Science, Technology & Education, London. (United Kingdom) This study investigated the effect of transactional leadership style on employee satisfaction in selected banks in Rivers state of Nigeria. The sample for this study consisted of 160 employee from the 20 selected banks. The data for this research was collected using the questionnaire and interview methods. The Spearman Rank-order correlation coefficient was used to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between transactional leadership and employee satisfaction. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of transactional leadership style and employee satisfaction except passive management by exemption. Based on the findings above it was concluded that transactional leadership enhances employee job satisfaction. More specifically, it was concluded that contingent reward and active management by exemption enhances employee satisfaction while passive management by exemption does not.
51 Omoankhanlen, J.A., Osagie, N.G., Akhator, P.A., Itoya,  J., & Aiegoba, L. A. (2014). Prosocial Behaviour and Organizational Commitment in the Nigerian Public Sector. Journal of Emerging Trends in Economics and  Management Sciences (JETEMS), United Kingdom, 5(2),  154-165 5 Published by Scholarlink Research Institute, Manchester. (United Kingdom) What might cause an employee to help individual in an organization when there is no material gain for doing so, despite the general belief of economic view of human behaviour—people are motivated to maximize their rewards and to minimize their costs? Organizational scholars have begun to highlight prosocial behaviour— the desire to benefit other people —as an important answer to this question. This paper therefore examines prosocial behaviour and organisational commitment in the Nigerian public sector. Prosocial behaviour represents a broad category of acts that are defined by some significant segment of society and/or one’s social group as generally beneficial to other people. However, in organizations, helping others can have beneficial effects, not only for help recipients and the organization, but also for helpers themselves. Apart from the foregoing statement, little is known, however, about how, when and why does prosocial behaviour – helping others at work spill over into organizational commitment. In this study, we establish the relationship between prosocial behaviour and organizational commitment. The study answered some central questions such as prosocial behaviour definitional issues, the basis of prosocial behaviour in organization,  an examination of the effects of personal morality, building organizational image and psychological identification –  variables of prosocial behaviour, and affective, normative and continuance commitment – variables of organizational commitment as a consideration of the measures by which prosocial behaviour and organizational commitment might be encouraged in organizations. Although, prosocial behaviour is simply employees’ willingness to engage in extra-role behaviour but the study canvassed that managers should encourage employees’’ to see helping others at workplace as in-role behaviour (i.e. extra role behaviour seen as in-role behaviour and part of one’s job) in order to ensure more consistent performance. Conclusively, awareness of prosocial behaviour in organizations is good, since it is not possible to itemize all employees’ job responsibilities without any oversight omission. Hence, prosocial behaviour will help organizations to reduce employees’ perception of “that is not my job” syndrome.
52 Omoankhanlen, J.A. (2013). Human Resources Planning: A Key Factor in Ensuring the Effectiveness and Efficiency of Organization. Journal of Emerging Trends in Economics and Management Sciences (JETEMS), United Kingdom, 4(4), 388-396. 1 Published by Scholarlink Research Institute, Manchester. (United Kingdom) This paper investigates the relative influence of human resource planning (HRP) on the effectiveness and efficiency of organization. Effectiveness – being the degree to which the organization is successful in achieving strategy, mission, and vision. Efficiency – being how well the organization uses its resources (financial, human, physical, information). The paper is of the view that organizations being institutions are established to accomplish specified goals. To achieve these goals, the human resource planning is seen as one of the most crucial factors, without which the goals are as good as dead. The study recommended that HRP should be a priority in every organization, since it has impact on organizational performance
53 Omoankhanlen, J.A., Osagie, N.G., &  Osawe, A. (2010), “The Dilemmas of Adopting Performance Related Pay as a Reward Strategy for Academic Staff in Nigerian Public Higher Institutions of Learning”, LWATI – A Journal of Contemporary Research, Swaziland, 7(4), 38 -53. 3 Published by University of Swaziland. (Swaziland Southern Africa) In today organizations, many employers of labour in primary driven and public driven organizations seems to be attracted to performance related pay (PRP) as a means of reward and compensation. Even though PRP strategy is claimed to have distinct advantages over automatic pay increase (formal and transparent reward system problems envisage in Nigerian higher institutions of learning are the issue of acceptability of performance related pay as a means of reward and compensation, and low level of motivation and performance. These aforementioned problems were raised in the study research questions and also answered. This was achieved by assessing the extent to which academic staff through administered questionnaire in Nigerian higher institutions of learning believe that the introduction of performance related pay will indeed bring about the claimed motivational and performance enhancement benefits
54 Omoankhanlen, J.A (2010). “Framework for Entrepreneurship Education in Nigerian Higher Institutions of Learning”, LWATI – A Journal of Contemporary Research, Swaziland, 7(1), 79 – 90. 1 Published by University of Swaziland. (Swaziland Southern Africa) It seems fair to argue that opinions from Nigeria’s government and its policy makers, and the management of various Nigerian higher institutions of learning concerning the mandatory introduction of entrepreneurship education in all disciplines so far have lacked common framework. This lack of framework in responsible for the unending debates as to what way should the old curriculum be changed to integrate entrepreneurship education? What should constitute the scheme of the entrepreneurship course if a change in curriculum is indeed needed? Whose responsibility the entrepreneurship course teaching should be? And many questions regarding the integration of entrepreneurship theoretical and vocational education still remain unanswered. Hence, this study seeks to give a clue to the aforementioned unending debates and unanswered questions; and advance the need for entrepreneurial education in Nigeria higher institutions of learning by reviewing and synthesizing available entrepreneurship education literature. The paper concludes that entrepreneurship education initiative is ideal for Nigeria, been a country that have been in economic stagnation since early 1980s, and that the right and competent teaching staff of various higher institutions that are knowledgeable in entrepreneurship studies should be saddled with the entrepreneurship theoretical teaching responsibility and the vocational aspect should be the responsibility of staff in those disciplines that have bearing to the vocational entrepreneurship education activities structured.
55 Omoankhanlen, J.A., & Ighalo B.S.O. (2009). “Actualization of Nigeria’s Vision 20:2020 Through Entrepreneurial Development Culture”, LWATI – A Journal of Contemporary Research, Swaziland.  6(1), 287-302. 2 Published by  University of Swaziland. (Swaziland Southern Africa) A world consensus on the critical role of competitive markets and entrepreneurs in economic development has emerged in the last decade. In developing countries, the primary barriers to economic growth is often not so much a scarcity of capital, labour or land, as it is scarcity of both the dynamic entrepreneurs that bring these together and the markets and mechanisms that can facilitate them in this task. The purpose of this paper is top describe the essential features of an entrepreneurial development culture in Nigeria, as it relates to vision 20:2020 and provides a sense of direction for Nigerian vision 20:2020 planers, makers of policies and government – for them to quickly realize and capitalize on entrepreneurial development culture, since it is a tool for any economy development – thus, it implies that entrepreneurial development culture is indispensable if Nigeria must actualize vision 20:2020. Conclusively, the attainment of the Nigeria’s vision 20:2020 and other development milieu such as Seven – Point Agenda, National Economic Empowerment and Development Strategy (NEEDS) and Millennium Development Goal (MDGS) etc. can hardly be achieved without a very strong backing of entrepreneurial development culture. We therefore argue that entrepreneurial development culture that is based on “indigenous entrepreneur” should stand as the basic for our development as a nation.
C PAPERS IN CONFERENCE PROCEEDINGS No. of Authors Publisher &                                                                                        Country of Publication Review by Assessor (Focus, Relevance, Contribution)
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Omoankhanlen, J.A.   (2018). Governance, leadership and management practices in Nigerian Public Sector: Ventilating a Recessed and Suffocating Economy. International Conference 2017 Proceedings, Department of Business Administration, Nnamdi Azikiwe University, Awka – Nigeria . UNIZIK 2017; 388 – 399

 1 Department of Business Administration, Nnamdi Azikiwe University, Awka – Nigeria The Nigeria’s economy recession problem is not entirely as a result of slump in global oil prices but poor governance, bad leadership and mismanagement. Government failure (closely linked to corruption, bad leadership and bad management are responsible for poor performance of government-owned businesses, institutions, parastatals, commissions and agencies over the years). In Nigeria, privatization comes to the heels due to the failure of government and its institutions, parastatals, commissions agencies to live up to their responsibilities. The Nigeria’s economy has been in a state of suffocation long before recession with privatization scheme palliative. Rather than government facing the challenges of inefficiency in public sector, government hurriedly came up with ‘quick-fix’ by adopting “privatization” and promulgated it with slogan like “government has no business doing business”, “government does not create job”, yet empirical evidence shows that other countries are doing well in public sector having eliminate bureaucratic bottleneck. Now that it is obvious that all adopted ‘quick-six’ has failed, the paper conclude that reviving the public sector to eliminate inefficiency is possible fir good governance, leadership, and management devoid of micromanaging and macromanaging behaviour and these are the most important needs for a recessed and suffocating economy.