The study investigated or examined the components of job performance as\npredictors of job performance of administrative staff in South West Nigeria\nUniversities. The research design was a descriptive survey type. A self-constructed\nquestionnaire titled “Job Performance questionnaire (JPQ)” was used to collect\ninformation from the respondents. 400 subjects in various departments were rated\nby their supervisors or heads of departments. The selection was done through\nmultistage techniques from four Universities: two Federal and two State\nuniversities. The data were analyzed using multiple regression models. The\nfindings revealed that leadership quality is a single best predictor of job\nperformance of administrative staff with a beta weight of 0.225. Recommendations\nwere made based on findings that both the University management and the\ngovernment should know that not just anybody should be made leader but they\nshould ensure that only those who have the quality capability and ability to rule\nshould be made leaders to enhance high performance from the workers. Also,\nsensitivity of workers to the type of leadership provided will enhance performance\nor otherwise.
The paper analyzed the scale efficiency of cocoa production in Cross River State of Nigeria. The data were collected from 180 cocoa farmers using structured questionnaire and personal interview. Data Envelopment Analysis (DEA) model, using the input orientation technique was employed as the analytical tool. The findings revealed that 37 farms i.e. Decision Making Units (DMUs) representing 20% exhibited full scale efficiency operating under constant return to scale, 64 Farms (DMUs) 37% operated under decreasing return to scale and 79 farms (DMUs) 43% operated under increasing return to scale. It was recommended that government should provide cocoa inputs at subsidized rate to improve the efficiency of the farms production. Also, extension agents be used to educate the farmers on improve technologies to enhance the utilization of inputs for increase scale efficiency.
Jordan as one example of Middle Eastern countries suffers from the problem of workers turnover. This paper analyzed this issue numerically and by building a statistical model to find out the main reasons causing this problem as a first step towards the right solution. Data were collected from males and females in factories inside the three main industrial cities in Jordan and from factories located outside those industrial zones. Five main categories for workers turnover were studied and investigated. The salary, the working environment, the helpfulness and corporation of the management, the worker psychological state and relationships with surrounding environment, and the services provided by the employer to the employee. Statistical analysis of the results showed that the main reason for turnover in industrial cities is the salary. The effects of both salary and the residency were analyzed and studied in details. Salary is the only criterion which is better outside the industrial zones from the inside ones. Workers in factories located outside industrial cities suffer mainly from 2 working conditions and environment, which force them to leave. Salary is a main issue especially for workers living in big cities like the Capital Amman.