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All Journal Review of Ethics in Sustainable Finance and Accounting Journal of Behavioral Economics, Finance, and Management Insights Review of Human Resources, Organizational Change, and Economic Impact
Kifordu Anyibuofu Anthony
Department of Business Administration, Faculty of Management Sciences, Delta State University, Abraka, Nigeria
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Recruitment Dynamics and Organizational Performance of Selected Banks in Delta State Akpenyi Florence Dumbiri; Kifordu Anyibuofu Anthony; Odita O. Anthony
Review of Ethics in Sustainable Finance and Accounting Vol. 1 No. 1 (2025): March
Publisher : CV. Proaksara Global Transeduka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70865/resfa.v1i1.26

Abstract

While the business world is starting to understand the significance of recruitment dynamics, there is still a lack of scholarly research investigating the reasons behind how recruitment dynamics affect organizational performance, especially in the banking industry. The aim of this research was to fill a gap in knowledge by performing a descriptive analysis with primary data gathered from 176 employees at specific banks in Delta State, Nigeria, using a straightforward random sampling technique. The information was obtained through questionnaires filled out by the employees themselves and then examined using descriptive statistics, bivariate correlation analysis, and multiple linear regression analysis. The results showed a strong positive linear relationship between Culture and performance, and the regression analysis revealed that the dimensions of recruitment dynamics (work experience, educational background, and cultural outfit) are statistically significant predictors of organizational performance at a 95% level of confidence. Specifically, the findings indicate that a unit increase in work experience, education, and Culture leads to a significant increase in organizational performance. The study concludes that recruitment dynamics have a significant impact on organizational performance in the banking sector and recommends that banks leverage social media platforms and short text messaging services to facilitate prompt reporting and action on misconduct and corrupt practices.
Promoting Organizational Performance Through Strategic Management of Selected Commercial Banks in Delta State Akpenyi Florence Dumbiri; Odita O. Anthony; Kifordu Anyibuofu Anthony
Journal of Behavioral Economics, Finance, and Management Insights Vol. 1 No. 1 (2025): January
Publisher : CV. Proaksara Global Transeduka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70865/jbefmi.v1i1.24

Abstract

This study examines how strategic management enhances organizational performance in selected commercial banks in Delta State, Nigeria. The key objectives are to assess the impact of strategic planning, resource allocation, and performance evaluation on bank effectiveness. Using a mixed-methods approach, data were collected from 200 bank employees via surveys and 10 senior managers through in-depth interviews. Analysis was conducted using descriptive statistics and thematic analysis. Findings reveal that strategic planning aligns business goals with market opportunities, resource allocation improves efficiency and profitability, and performance evaluation enhances decision-making and operations. Banks that adopt strategic management practices demonstrate higher customer satisfaction, increased market share, and greater profitability. The study recommends that banks prioritize strategic planning, optimize resource allocation, and implement robust performance evaluation systems. Additionally, fostering a culture of continuous strategic improvement and aligning strategies with market trends is essential. This research contributes empirical insights into strategic management’s role in banking performance, offering valuable guidance for industry leaders.
Upscaling Organizational Performance through Reward System in the Nigeria Private Sector Stella Esogbuziem Nnabuife; Kifordu Anyibuofu Anthony; Ofili Peter Nkeonyeasua
Review of Human Resources, Organizational Change, and Economic Impact Vol. 1 No. 1 (2025): January
Publisher : CV. Proaksara Global Transeduka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70865/rhrocei.v1i1.23

Abstract

The study examined the impact of reward system on organizational performance in the Nigeria Private Sector. The specific objectives are to: determine the impact of performance recognition on organizational performance and examine the impact of compensation policy on organizational performance. The cross-sectional survey research design was employed in this study. The population of this study consists of the management and staff of the selected private firms, First Bank Plc, Konga Group, MTN Nigeria, UBA Group, Total Energies and BUA Cement. The sample size of three hundred and sixty-seven was obtained using the Taro Yamane formula. A stratifie d sampling technique was used to determine the number of participants per organisation. The data were analyzed using regression analysis as analytical tools to test the hypotheses. Findings revealed that there is a positive significant impact of performance recognition on organizational performance; (0.039< 0.05). There is a positive significant impact of compensation policy on organizational performance (0.002, p<0.05). The study concluded that employee reward systems are important and should be of interest to both management and staff in the private sector organisations. The study recommends that, the management of private sector organisations devote resources for the development and implementation of effective reward system to produce the desired results.
Co-Authors Akpenyi Florence Dumbiri Odita O. Anthony Ofili Peter Nkeonyeasua Stella Esogbuziem Nnabuife