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href="https://ufrgs.academia.edu/ErosCarvalho">Eros Carvalho</a><p class="suggested-user-card__user-info__subheader ds2-5-body-xs">Universidade Federal do Rio Grande do Sul</p></div></div><div class="suggested-user-card"><div class="suggested-user-card__avatar social-profile-avatar-container"><a href="https://swansea.academia.edu/KevinArbuckle"><img class="profile-avatar u-positionAbsolute" alt="Kevin Arbuckle" border="0" onerror="if (this.src != '//a.academia-assets.com/images/s200_no_pic.png') this.src = '//a.academia-assets.com/images/s200_no_pic.png';" width="200" height="200" src="https://0.academia-photos.com/191329/90380/6936137/s200_kevin.arbuckle.jpg" /></a></div><div class="suggested-user-card__user-info"><a class="suggested-user-card__user-info__header ds2-5-body-sm-bold ds2-5-body-link" href="https://swansea.academia.edu/KevinArbuckle">Kevin Arbuckle</a><p class="suggested-user-card__user-info__subheader ds2-5-body-xs">Swansea University</p></div></div><div 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class="ds2-5-heading-sans-serif-xs">Uploads</h2></div><div class="documents-container backbone-social-profile-documents" style="width: 100%;"><div class="u-taCenter"></div><div class="profile--tab_content_container js-tab-pane tab-pane active" id="all"><div class="profile--tab_heading_container js-section-heading" data-section="Papers" id="Papers"><h3 class="profile--tab_heading_container">Papers by Emmanuel Igbomor</h3></div><div class="js-work-strip profile--work_container" data-work-id="124815677"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/124815677/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage"><img alt="Research paper thumbnail of The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage" class="work-thumbnail" src="https://attachments.academia-assets.com/118971484/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/124815677/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage">The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage</a></div><div class="wp-workCard_item"><span>International Journal of Management Studies and Social Science Research</span><span>, Dec 31, 2022</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected d...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected different areas of human life. The application and implementation of human resource management practices has been enhanced by the rapid trend in digitalization and technology. This study examined the relationship between strategic human resources management (SHRM) practices and employee performance: the moderating role of information and communication technology (ICT) usage of staff working at Warri Refinery and Petrochemical Company (WRPC), {a subsidiary of NNPC} Delta state, Nigeria. Consequently, a total number of 118 questionnaires were sent to the participant of the study of which 100 were fully completed by the respondents. The study adopted Pearson correlation and multiple regression analysis. The findings of the correlation analysis revealed that recruitment and selection, compensation and performance appraisal had positive correlation with employee performance while performance appraisal had no relationship with employee performance. Regression analysis showed that recruitment and selection had an influence on employee performance while compensation, training and development and performance appraisal had no influence on employee performance. It was also revealed that ICT usage moderated the relationship between SHRM practices and employee performance. On the basis of the findings, it was recommended that the organization under study should improve on these SHRM practices so as to enhance effectiveness in influencing employee performance. The use of ICT enhance efficiency in carrying out human resource management practice, therefore, the organization under study should improve on the use of ICT for faster and effectiveness of operation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="04475ad3ba2be97b77e1b0c5c1ea7396" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":118971484,"asset_id":124815677,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/118971484/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="124815677"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="124815677"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 124815677; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=124815677]").text(description); $(".js-view-count[data-work-id=124815677]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 124815677; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='124815677']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="122161509"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/122161509/Exploring_the_Relationship_between_Transformational_Transactional_Leadership_Style_and_Organizational_Commitment_among_Nigerian_Banks_Employees"><img alt="Research paper thumbnail of Exploring the Relationship between Transformational, Transactional Leadership Style and Organizational Commitment among Nigerian Banks Employees" class="work-thumbnail" src="https://attachments.academia-assets.com/116882575/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/122161509/Exploring_the_Relationship_between_Transformational_Transactional_Leadership_Style_and_Organizational_Commitment_among_Nigerian_Banks_Employees">Exploring the Relationship between Transformational, Transactional Leadership Style and Organizational Commitment among Nigerian Banks Employees</a></div><div class="wp-workCard_item"><span>International Journal of Academic Research in Economics and Management Sciences</span><span>, 2013</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The study investigated the relationship between transformational, transactional leadership style ...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The study investigated the relationship between transformational, transactional leadership style and their dimensions on the organizational commitment among Nigerian banks employees. The targeted population consisted of all employees in banks in Ibadan. The sample was made up of 80 employees from 10 banks randomly selected. The instrument used for the study was tagged Multifactor Leadership Questionnaire (MLQ) and Organizational Commitment Questionnaire (OCQ). Correlation coefficient and multiple regressions were used to analyze data. The results of the study showed that there is positive relationship between Transformational, transactional Leadership and organizational commitment. Results also revealed that the impact of transactional leadership styles on the commitment of banking employees in Nigeria is more effective than the transformational style. The study recommended that managers should positively reward the employees with praise or recognition when they perform at or above expectations. Similarly, negative rewarding approach should also be used in the form of correction, coercion, criticism, and/or other forms of punishment, when performance is below the expected standard</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="1486cb576f345ff272fd505baf48dfa2" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116882575,"asset_id":122161509,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116882575/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="122161509"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="122161509"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 122161509; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=122161509]").text(description); $(".js-view-count[data-work-id=122161509]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 122161509; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='122161509']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121801054"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121801054/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION"><img alt="Research paper thumbnail of EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION" class="work-thumbnail" src="https://attachments.academia-assets.com/116597228/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121801054/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION">EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION</a></div><div class="wp-workCard_item"><span>journal of strategic human resource management</span><span>, 2024</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study explored the relationship between transformational leadership (TL) and job satisfactio...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study explored the relationship between transformational leadership (TL) and job satisfaction (JS) in the hospitality sector in Delta State, Nigeria. The study employed survey research designs to enable the researcher generate primary data from the study respondents in order to ascertain the link between the studies constructs. In order to test the study hypotheses, 124 questionnaires were administered to the study respondents out of which 112 were properly filled and returned. Both correlation and multiple regression analysis were utilised in this study for data analysis via stata. Findings showed that the metrics of TL (idealise influence and inspirational motivation) have a substantial positive relationship with JS. The study then recommended that leaders/management/managers should motivate, inspire, believe in the opinions of employees and create a healthy and profitable relationship with employees. This is because good attention and relationships from the leaders/management/managers to subordinates (employees) can improve employee JS and help employees feel like an important part of the organisation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="0800db09758c0cdad85d6c977ceeadef" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116597228,"asset_id":121801054,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116597228/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121801054"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121801054"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121801054; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=121801054]").text(description); $(".js-view-count[data-work-id=121801054]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 121801054; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='121801054']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121800697"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121800697/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION"><img alt="Research paper thumbnail of EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION" class="work-thumbnail" src="https://attachments.academia-assets.com/116597068/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121800697/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION">EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION</a></div><div class="wp-workCard_item"><span>Journal of strategic human resource management</span><span>, 2024</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study explored the relationship between transformational leadership (TL) and job satisfactio...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study explored the relationship between transformational leadership (TL) and job satisfaction (JS) in the hospitality sector in Delta State, Nigeria. The study employed survey research designs to enable the researcher generate primary data from the study respondents in order to ascertain the link between the studies constructs. In order to test the study hypotheses, 124 questionnaires were administered to the study respondents out of which 112 were properly filled and returned. Both correlation and multiple regression analysis were utilised in this study for data analysis via stata. Findings showed that the metrics of TL (idealise influence and inspirational motivation) have a substantial positive relationship with JS. The study then recommended that leaders/management/managers should motivate, inspire, believe in the opinions of employees and create a healthy and profitable relationship with employees. This is because good attention and relationships from the leaders/management/managers to subordinates (employees) can improve employee JS and help employees feel like an important part of the organisation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="4c2447d14e6d785df3308eb2ee407ccf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116597068,"asset_id":121800697,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116597068/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121800697"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121800697"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121800697; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=121800697]").text(description); $(".js-view-count[data-work-id=121800697]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 121800697; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='121800697']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "4c2447d14e6d785df3308eb2ee407ccf" } } $('.js-work-strip[data-work-id=121800697]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":121800697,"title":"EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION","internal_url":"https://www.academia.edu/121800697/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION","owner_id":283299454,"coauthors_can_edit":true,"owner":{"id":283299454,"first_name":"Emmanuel","middle_initials":null,"last_name":"Igbomor","page_name":"EmmanuelIgbomor","domain_name":"independent","created_at":"2023-09-11T07:52:23.257-07:00","display_name":"Emmanuel Igbomor","url":"https://independent.academia.edu/EmmanuelIgbomor"},"attachments":[{"id":116597068,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/116597068/thumbnails/1.jpg","file_name":"TL_and_JS.pdf","download_url":"https://www.academia.edu/attachments/116597068/download_file","bulk_download_file_name":"EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANS.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/116597068/TL_and_JS-libre.pdf?1720203564=\u0026response-content-disposition=attachment%3B+filename%3DEXPLORING_THE_RELATIONSHIP_BETWEEN_TRANS.pdf\u0026Expires=1739832738\u0026Signature=ZDoSLcRMVVhgcsasZziLDuo7aVuMNkutZW~8nLSnA-H3OTkvZXA~Gv6mrotPYNB5OidIZbcxQxrDnx3MXG~DNOPlTLN157DxUSULrGLMU8jPxReK3M7ABB8IPZ139RnKxZlviCtVzYVnByyqtOu2yXt4kpF1xlg9DPbMMs24U6vNImbPFx3qzKhy3advaqIUi3oeWMyigs-zn2Wu8EmxUtjnl-DtnrSnPs6V3H5cLFo6Q-tPb6PdygDmzU4rsFA4mccAUUybIynu8vkW09FNG7~YSAq66mclDs0GWy2rPIS11GIJwzGMEGB8CifaIjsO~e4E13EL9SSJpoFBXr3Qqw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121559273"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121559273/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage"><img alt="Research paper thumbnail of The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage" class="work-thumbnail" src="https://attachments.academia-assets.com/116403591/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121559273/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage">The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected d...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected different areas of human life. The application and implementation of human resource management practices has been enhanced by the rapid trend in digitalization and technology. This study examined the relationship between strategic human resources management (SHRM) practices and employee performance: the moderating role of information and communication technology (ICT) usage of staff working at Warri Refinery and Petrochemical Company (WRPC), {a subsidiary of NNPC} Delta state, Nigeria. Consequently, a total number of 118 questionnaires were sent to the participant of the study of which 100 were fully completed by the respondents. The study adopted Pearson correlation and multiple regression analysis. The findings of the correlation analysis revealed that recruitment and selection, compensation and performance appraisal had positive correlation with employee performance while performance appraisal had no relationship with employee performance. Regression analysis showed that recruitment and selection had an influence on employee performance while compensation, training and development and performance appraisal had no influence on employee performance. It was also revealed that ICT usage moderated the relationship between SHRM practices and employee performance. On the basis of the findings, it was recommended that the organization under study should improve on these SHRM practices so as to enhance effectiveness in influencing employee performance. The use of ICT enhance efficiency in carrying out human resource management practice, therefore, the organization under study should improve on the use of ICT for faster and effectiveness of operation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="38add87b98dd273a1f50b8fbddff7d5e" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116403591,"asset_id":121559273,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116403591/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121559273"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121559273"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121559273; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=121559273]").text(description); $(".js-view-count[data-work-id=121559273]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 121559273; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='121559273']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> </div><div class="profile--tab_content_container js-tab-pane tab-pane" data-section-id="19769779" id="papers"><div class="js-work-strip profile--work_container" data-work-id="124815677"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/124815677/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage"><img alt="Research paper thumbnail of The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage" class="work-thumbnail" src="https://attachments.academia-assets.com/118971484/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/124815677/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage">The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage</a></div><div class="wp-workCard_item"><span>International Journal of Management Studies and Social Science Research</span><span>, Dec 31, 2022</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected d...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected different areas of human life. The application and implementation of human resource management practices has been enhanced by the rapid trend in digitalization and technology. This study examined the relationship between strategic human resources management (SHRM) practices and employee performance: the moderating role of information and communication technology (ICT) usage of staff working at Warri Refinery and Petrochemical Company (WRPC), {a subsidiary of NNPC} Delta state, Nigeria. Consequently, a total number of 118 questionnaires were sent to the participant of the study of which 100 were fully completed by the respondents. The study adopted Pearson correlation and multiple regression analysis. The findings of the correlation analysis revealed that recruitment and selection, compensation and performance appraisal had positive correlation with employee performance while performance appraisal had no relationship with employee performance. Regression analysis showed that recruitment and selection had an influence on employee performance while compensation, training and development and performance appraisal had no influence on employee performance. It was also revealed that ICT usage moderated the relationship between SHRM practices and employee performance. On the basis of the findings, it was recommended that the organization under study should improve on these SHRM practices so as to enhance effectiveness in influencing employee performance. The use of ICT enhance efficiency in carrying out human resource management practice, therefore, the organization under study should improve on the use of ICT for faster and effectiveness of operation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="04475ad3ba2be97b77e1b0c5c1ea7396" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":118971484,"asset_id":124815677,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/118971484/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="124815677"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="124815677"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 124815677; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=124815677]").text(description); $(".js-view-count[data-work-id=124815677]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 124815677; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='124815677']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "04475ad3ba2be97b77e1b0c5c1ea7396" } } $('.js-work-strip[data-work-id=124815677]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":124815677,"title":"The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage","internal_url":"https://www.academia.edu/124815677/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage","owner_id":283299454,"coauthors_can_edit":true,"owner":{"id":283299454,"first_name":"Emmanuel","middle_initials":null,"last_name":"Igbomor","page_name":"EmmanuelIgbomor","domain_name":"independent","created_at":"2023-09-11T07:52:23.257-07:00","display_name":"Emmanuel Igbomor","url":"https://independent.academia.edu/EmmanuelIgbomor"},"attachments":[{"id":118971484,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/118971484/thumbnails/1.jpg","file_name":"ijmsssr.2022.pdf","download_url":"https://www.academia.edu/attachments/118971484/download_file","bulk_download_file_name":"The_relationship_between_strategic_human.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/118971484/ijmsssr.2022-libre.pdf?1729193429=\u0026response-content-disposition=attachment%3B+filename%3DThe_relationship_between_strategic_human.pdf\u0026Expires=1739832738\u0026Signature=bU59l-XUHBvIcksGNHedvjj5X8GrFV1yaPXPibByJRF0bbHlYJtB5DRGbikAuAy0EQGAWlXFBmnw99ol~NVckc-8wcfoGdIAlFVMThnyUOp8wSrcBzwY~Wh0lypET5xREV1HWg28vk5BCYm9Ekyvr4EgcK63tZqZ0A0WvfghaDNgP7CC0YFYS9B23r6v~ZSVlkRu-L6NaZj73ZuG6GuqY7hz2aTYHc5nVyb6fOg3D97rw4ETTSakBZAtTikRgDA4ckxyKVDHTA92OVx3YohvMCenw0ZdUhAy2ZCxQzxc-jekScOg6lfzYcRCH5hRQMtZYSXys9WKKZ3ixGaWvuzKhw__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="122161509"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/122161509/Exploring_the_Relationship_between_Transformational_Transactional_Leadership_Style_and_Organizational_Commitment_among_Nigerian_Banks_Employees"><img alt="Research paper thumbnail of Exploring the Relationship between Transformational, Transactional Leadership Style and Organizational Commitment among Nigerian Banks Employees" class="work-thumbnail" src="https://attachments.academia-assets.com/116882575/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/122161509/Exploring_the_Relationship_between_Transformational_Transactional_Leadership_Style_and_Organizational_Commitment_among_Nigerian_Banks_Employees">Exploring the Relationship between Transformational, Transactional Leadership Style and Organizational Commitment among Nigerian Banks Employees</a></div><div class="wp-workCard_item"><span>International Journal of Academic Research in Economics and Management Sciences</span><span>, 2013</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The study investigated the relationship between transformational, transactional leadership style ...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The study investigated the relationship between transformational, transactional leadership style and their dimensions on the organizational commitment among Nigerian banks employees. The targeted population consisted of all employees in banks in Ibadan. The sample was made up of 80 employees from 10 banks randomly selected. The instrument used for the study was tagged Multifactor Leadership Questionnaire (MLQ) and Organizational Commitment Questionnaire (OCQ). Correlation coefficient and multiple regressions were used to analyze data. The results of the study showed that there is positive relationship between Transformational, transactional Leadership and organizational commitment. Results also revealed that the impact of transactional leadership styles on the commitment of banking employees in Nigeria is more effective than the transformational style. The study recommended that managers should positively reward the employees with praise or recognition when they perform at or above expectations. Similarly, negative rewarding approach should also be used in the form of correction, coercion, criticism, and/or other forms of punishment, when performance is below the expected standard</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="1486cb576f345ff272fd505baf48dfa2" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116882575,"asset_id":122161509,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116882575/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="122161509"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="122161509"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 122161509; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=122161509]").text(description); $(".js-view-count[data-work-id=122161509]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 122161509; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='122161509']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); dispatcherData = { dispatcher: window.WowProfile.dispatcher, downloadLinkId: "1486cb576f345ff272fd505baf48dfa2" } } $('.js-work-strip[data-work-id=122161509]').each(function() { if (!$(this).data('initialized')) { new WowProfile.WorkStripView({ el: this, workJSON: {"id":122161509,"title":"Exploring the Relationship between Transformational, Transactional Leadership Style and Organizational Commitment among Nigerian Banks Employees","internal_url":"https://www.academia.edu/122161509/Exploring_the_Relationship_between_Transformational_Transactional_Leadership_Style_and_Organizational_Commitment_among_Nigerian_Banks_Employees","owner_id":283299454,"coauthors_can_edit":true,"owner":{"id":283299454,"first_name":"Emmanuel","middle_initials":null,"last_name":"Igbomor","page_name":"EmmanuelIgbomor","domain_name":"independent","created_at":"2023-09-11T07:52:23.257-07:00","display_name":"Emmanuel Igbomor","url":"https://independent.academia.edu/EmmanuelIgbomor"},"attachments":[{"id":116882575,"title":"","file_type":"pdf","scribd_thumbnail_url":"https://attachments.academia-assets.com/116882575/thumbnails/1.jpg","file_name":"17c5df66f5c815f1675220f4e876671ac0f3.pdf","download_url":"https://www.academia.edu/attachments/116882575/download_file","bulk_download_file_name":"Exploring_the_Relationship_between_Trans.pdf","bulk_download_url":"https://d1wqtxts1xzle7.cloudfront.net/116882575/17c5df66f5c815f1675220f4e876671ac0f3-libre.pdf?1721333882=\u0026response-content-disposition=attachment%3B+filename%3DExploring_the_Relationship_between_Trans.pdf\u0026Expires=1739832738\u0026Signature=TS-9WEBXbTbphGGV38OoJTeKBZ6fifqAHJZmayoWZRN-mj8TKDkR~b~7qhb1ACJ8VWZsZuCi2atXyc1rK3OaO0AcmmQQ1E~RUmV8M5QHbTJeodlK5xTmCp4kjhZlVMjWy5g4v67VwYQcVj9PYK2JVSggSIxceXAyv0vKyCiqJ0jwwUBV04xE0RQAvX0CW25tWp2ML8DrQiQ62DfFKtR4OoHK5bmTAtJN~CXYdLU6BXY6FHvzbuOmFlVN8g6OHwLmt7o~T-O1ZW-HLr8AFFLFyIHxocuTVb986wTIoPcPYJGF7qAPv4W-tpDfBRsaP4sK4ToPQTRYa-qyPYM~EEWqFg__\u0026Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA"}]}, dispatcherData: dispatcherData }); $(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121801054"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121801054/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION"><img alt="Research paper thumbnail of EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION" class="work-thumbnail" src="https://attachments.academia-assets.com/116597228/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121801054/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION">EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION</a></div><div class="wp-workCard_item"><span>journal of strategic human resource management</span><span>, 2024</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study explored the relationship between transformational leadership (TL) and job satisfactio...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study explored the relationship between transformational leadership (TL) and job satisfaction (JS) in the hospitality sector in Delta State, Nigeria. The study employed survey research designs to enable the researcher generate primary data from the study respondents in order to ascertain the link between the studies constructs. In order to test the study hypotheses, 124 questionnaires were administered to the study respondents out of which 112 were properly filled and returned. Both correlation and multiple regression analysis were utilised in this study for data analysis via stata. Findings showed that the metrics of TL (idealise influence and inspirational motivation) have a substantial positive relationship with JS. The study then recommended that leaders/management/managers should motivate, inspire, believe in the opinions of employees and create a healthy and profitable relationship with employees. This is because good attention and relationships from the leaders/management/managers to subordinates (employees) can improve employee JS and help employees feel like an important part of the organisation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="0800db09758c0cdad85d6c977ceeadef" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116597228,"asset_id":121801054,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116597228/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121801054"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121801054"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121801054; 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121800697"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121800697/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION"><img alt="Research paper thumbnail of EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION" class="work-thumbnail" src="https://attachments.academia-assets.com/116597068/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121800697/EXPLORING_THE_RELATIONSHIP_BETWEEN_TRANSFORMATIONAL_LEADERSHIP_AND_JOB_SATISFACTION">EXPLORING THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION</a></div><div class="wp-workCard_item"><span>Journal of strategic human resource management</span><span>, 2024</span></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">This study explored the relationship between transformational leadership (TL) and job satisfactio...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">This study explored the relationship between transformational leadership (TL) and job satisfaction (JS) in the hospitality sector in Delta State, Nigeria. The study employed survey research designs to enable the researcher generate primary data from the study respondents in order to ascertain the link between the studies constructs. In order to test the study hypotheses, 124 questionnaires were administered to the study respondents out of which 112 were properly filled and returned. Both correlation and multiple regression analysis were utilised in this study for data analysis via stata. Findings showed that the metrics of TL (idealise influence and inspirational motivation) have a substantial positive relationship with JS. The study then recommended that leaders/management/managers should motivate, inspire, believe in the opinions of employees and create a healthy and profitable relationship with employees. This is because good attention and relationships from the leaders/management/managers to subordinates (employees) can improve employee JS and help employees feel like an important part of the organisation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="4c2447d14e6d785df3308eb2ee407ccf" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116597068,"asset_id":121800697,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116597068/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121800697"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121800697"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121800697; window.Academia.workViewCountsFetcher.queue(workId, function (count) { var description = window.$h.commaizeInt(count) + " " + window.$h.pluralize(count, 'View'); $(".js-view-count[data-work-id=121800697]").text(description); $(".js-view-count[data-work-id=121800697]").attr('title', description).tooltip(); }); });</script></span></span><span><span class="percentile-widget hidden"><span class="u-mr2x work-percentile"></span></span><script>$(function () { var workId = 121800697; window.Academia.workPercentilesFetcher.queue(workId, function (percentileText) { var container = $(".js-work-strip[data-work-id='121800697']"); container.find('.work-percentile').text(percentileText.charAt(0).toUpperCase() + percentileText.slice(1)); container.find('.percentile-widget').show(); container.find('.percentile-widget').removeClass('hidden'); }); });</script></span></div><div id="work-strip-premium-row-container"></div></div></div><script> require.config({ waitSeconds: 90 })(["https://a.academia-assets.com/assets/wow_profile-a9bf3a2bc8c89fa2a77156577594264ee8a0f214d74241bc0fcd3f69f8d107ac.js","https://a.academia-assets.com/assets/work_edit-ad038b8c047c1a8d4fa01b402d530ff93c45fee2137a149a4a5398bc8ad67560.js"], function() { // from javascript_helper.rb var dispatcherData = {} if (true){ window.WowProfile.dispatcher = window.WowProfile.dispatcher || _.clone(Backbone.Events); 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$(this).data('initialized', true); } }); $a.trackClickSource(".js-work-strip-work-link", "profile_work_strip") }); </script> <div class="js-work-strip profile--work_container" data-work-id="121559273"><div class="profile--work_thumbnail hidden-xs"><a class="js-work-strip-work-link" data-click-track="profile-work-strip-thumbnail" href="https://www.academia.edu/121559273/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage"><img alt="Research paper thumbnail of The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage" class="work-thumbnail" src="https://attachments.academia-assets.com/116403591/thumbnails/1.jpg" /></a></div><div class="wp-workCard wp-workCard_itemContainer"><div class="wp-workCard_item wp-workCard--title"><a class="js-work-strip-work-link text-gray-darker" data-click-track="profile-work-strip-title" href="https://www.academia.edu/121559273/The_relationship_between_strategic_human_resource_management_practices_and_employee_performance_The_moderating_role_of_information_communication_technology_ICT_usage">The relationship between strategic human resource management practices and employee performance: The moderating role of information communication technology (ICT) usage</a></div><div class="wp-workCard_item"><span class="js-work-more-abstract-truncated">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected d...</span><a class="js-work-more-abstract" data-broccoli-component="work_strip.more_abstract" data-click-track="profile-work-strip-more-abstract" href="javascript:;"><span> more </span><span><i class="fa fa-caret-down"></i></span></a><span class="js-work-more-abstract-untruncated hidden">The level of digitalization in Nigeria is tremendous and it has boosted and positively affected different areas of human life. The application and implementation of human resource management practices has been enhanced by the rapid trend in digitalization and technology. This study examined the relationship between strategic human resources management (SHRM) practices and employee performance: the moderating role of information and communication technology (ICT) usage of staff working at Warri Refinery and Petrochemical Company (WRPC), {a subsidiary of NNPC} Delta state, Nigeria. Consequently, a total number of 118 questionnaires were sent to the participant of the study of which 100 were fully completed by the respondents. The study adopted Pearson correlation and multiple regression analysis. The findings of the correlation analysis revealed that recruitment and selection, compensation and performance appraisal had positive correlation with employee performance while performance appraisal had no relationship with employee performance. Regression analysis showed that recruitment and selection had an influence on employee performance while compensation, training and development and performance appraisal had no influence on employee performance. It was also revealed that ICT usage moderated the relationship between SHRM practices and employee performance. On the basis of the findings, it was recommended that the organization under study should improve on these SHRM practices so as to enhance effectiveness in influencing employee performance. The use of ICT enhance efficiency in carrying out human resource management practice, therefore, the organization under study should improve on the use of ICT for faster and effectiveness of operation.</span></div><div class="wp-workCard_item wp-workCard--actions"><span class="work-strip-bookmark-button-container"></span><a id="38add87b98dd273a1f50b8fbddff7d5e" class="wp-workCard--action" rel="nofollow" data-click-track="profile-work-strip-download" data-download="{"attachment_id":116403591,"asset_id":121559273,"asset_type":"Work","button_location":"profile"}" href="https://www.academia.edu/attachments/116403591/download_file?s=profile"><span><i class="fa fa-arrow-down"></i></span><span>Download</span></a><span class="wp-workCard--action visible-if-viewed-by-owner inline-block" style="display: none;"><span class="js-profile-work-strip-edit-button-wrapper profile-work-strip-edit-button-wrapper" data-work-id="121559273"><a class="js-profile-work-strip-edit-button" tabindex="0"><span><i class="fa fa-pencil"></i></span><span>Edit</span></a></span></span></div><div class="wp-workCard_item wp-workCard--stats"><span><span><span class="js-view-count view-count u-mr2x" data-work-id="121559273"><i class="fa fa-spinner fa-spin"></i></span><script>$(function () { var workId = 121559273; 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