This study examined the employees’ retention and compensation packages of Research Institutions in Oyo State, Nigeria. The two selected Research Institutions selected were National Centre for Genetic Resources and Biotechnology (NACGRAB) and Forestry Research Institute of Nigeria (FRIN). A multistage sampling technique was used to select 109 respondents in NACGRAB and 126 respondents in FRIN for the study. Primary data were obtained on respondents' characteristics, level of employees’ retention and accessibility of compensation packages through the use of a structured questionnaire. Descriptive statistics, One-Way Analysis of Variance and Linear Regression were used for data analysis. The results showed that employees entitlement to sick leave/maternity leave/casual leave ( = 2.48), provision of incentives before jobs are performed ( = 1.85) and provision of retirement plans/pension made available for staff by the organisation for quality service years ( = 1.78) were the major incentives and compensations accessible to the respondents. Employees’ were happy with their job ( = 3.13) and that their job is meaningful / satisfying ( = 3.08). There was a significant difference between employees’ retention across the selected research Institutions (F=4.418; p<0.05). There was a significant effect of compensation packages (β = 6.59; p<0.05) on employees’ retention. It was recommended that the research institutions should revise, update and adopt comprehensive compensation package scales in order to motivate, retain and improve the productivity of the research environment vis-à-vis employees’ retention enhancement. Research Institutions, employees’ retention, compensation packages

This study determined the effects of personality traits on employee’s job performance in selected agricultural research Institutes in Oyo State, Nigeria. Two hundred eighty three (283) employees were randomly drawn from three largest agricultural research institutes. The mean age of the researchers was found at 35.4 years mostly being male (51.5%). Results indicated that the overall job performance was significantly influenced by openness (b1= -0.36, p<0.05), agreeableness (b1= -0.489, p<0.05), extroversion (b1= 0.118, p<0.05) and functionality stability (b1= -0.95, p<0.05). The findings clearly showed that with openness and functional stability of the researchers, their moral increased in their job and thus less willing to leave their organization. Internal packages that can increase researcher’s zeal towards their job are highly recommended.

Employees’ motivation and performance confirms a fundamental important measure in organizations. The desired goals and objectives of organizations cannot be achieved without the motivation of their employees. The study empirically determined the motivation factors influencing job performance. The results showed that fringe benefits, job supervision, and incentives significantly predicted higher job performance.

The study assessed the effect of coaching and monitoring on employees’ job performance among academic staff in University of Ibadan, Oyo State, Nigeria. Multistage sampling technique was used in obtaining data from ninety academic employees of Faculty of Agriculture University of Ibadan for the study. The data was analysed using Chi square and Pearson Product Moment Correlation. The mean age of the respondents was 51years while 66.3% were between ages 51-70 years, 52.3% were female and 50.2% were married. The average year of experience of the respondents was 18.1 years while majority (79.1%) of the respondents has obtained their PhD degree. On challenges facing coaching and mentoring, respondents identified mentee unwillingness to be mentored (x̅=2.84), and non conducive environment for coaching and mentoring (x̅=2.67) as the major constraints, while the least constraint was time and workload pressure (x̅=2.03). Many (62.1%) of the respondents have high job performance level. There was significant relationship between respondents’ marital status and job performance (P≤0.05). The study concluded that coaching and mentoring influence employees’ job performance positively among academic staff in academic institutions and recommended that provision of good work-environment for coaching and mentoring of academic staff should be provided by university management.

A major reason for farmers' poor yield of farm products and low returns may be adduced to dearth of statistics and teaching about their farming activities. This study, thus, focused on the cotton farmers' information and training needs required their farming activities in Zambia. A simple random sampling technique was used to select 86 cotton farmers for the study. Descriptive statistics were used to examine the data collected while the Kruskal-Wallis H test was used to test the hypothesis. The results revealed that the mean age of the cotton farmers was 45 years while their average yearly income was ZMW 2061.62. The cotton farmers' attendance of business skill development training (chi 2 = 14.9), steady farm budget operations (chi 2 = 5.16), consistent farm financial analysis execution (chi 2 = 4.96) and information and training needs on fertilizer (chi 2 = 12.56), pesticides (chi 2 = 4.69), labour (chi 2 = 17.7), sources of inputs (chi 2 = 19.78), cost on household expenses (chi 2 = 8.68), methods of calculating profit from farming activities (chi 2 = 5.18), income generation from farming activities (chi 2 = 5.97) and non farming activities (chi 2 = 6.02) were significantly different in the agro-ecological regions of Zambia. The study concluded that cotton farmers' training needs are location-specific. Meaningful and effective training, therefore, require that training institutions need to identift the training needs of farmers in the different agro-ecological regions and develop appropriate training modules for these different regions. This has the potential of higher returns of farm-based productivity and profitability of cotton farmers in Zambia.

This study was designed to determine the implications of decision making process on employees’ turnover in the Institute of Agricultural Research and Training Ibadan, Oyo State, Nigeria. Simple random sampling technique was used to select 73 respondents from the study area with the use of a well-structured questionnaire. Data were collected primarily and were analyzed using descriptive and inferential statistical tools. Results showed the mean ages of employees to be 31 years, majority (56.9%) of them were male (48.6%) had B.Sc. as their educational qualification and 66.7% were married. The mean years of experience was 5 years and 59.7% were Christians. More so, decision was easier based on employee’s opinions (𝑥 = 3.65), decisions are made by a set of people in the organization (𝑥 = 3.28) and important suggestions are neglected by supervisors (𝑥 = 2.61). Hierarchical decision making process (59.7%) was the major type identified. Furthermore, work life imbalance (𝑥 = 3.32), cost of training and recruitment (𝑥 = 3.18) and lack of growth opportunity (𝑥 = 3.10) are causes of employee turnover. Conflict (𝑥 = 2.38), unfavourable decision making process (𝑥 = 2.13) and job insecurity (𝑥 = 2.22) were major challenges affecting decision making process. The results also shows that level of decision making process with coefficient value of (0.476), age (−0.079), sex (−0.014), rank (−0.228), income (0.145) and challenges (−0.021) were variable influencing employee’s turnover. This study concluded that employees’ participation in decision making process will reduce employees’ turnover. Growth opportunity in terms of training is highly recommended. Key words: implication, decision making, process, agricultural employees, turnover and research institute

Everybody depend on social networking for interaction and communication among peer which makes work easier in every setting. The study was carried out to determine the perceived effect of social networking on students’ academic performance in Federal University of Agriculture, Abeokuta. Multistage sampling technique was used to select one hundred and twenty seven (127) respondents from three agricultural based colleges out of ten colleges in the study area. Data were collected primarily through the use of a well-structured questionnaire and was analysed using descriptive and inferential statistics. The results revealed that the mean age of respondents was 21 years and 50.4% of the respondents were female. Majority 96.1% of the respondents had access to the internet and 98.4% of the respondents used social networking sites. Major perceived effect of social networking on student’s performance were: social networking improve my knowledge about a product, service or organization (4.12), social networking is an effective tool for learning (=4.09), academic information is been sourced on social networking (4.13). A major factor affecting students’ academic performance were an impromptu test (2.09), family stress (=2.09), different assignments at the same time (=2.08), insufficient time for study (=2.07) and poor first year background (=2.11). Significant relationship existed between respondents age (r = 0.022, p < 0.05), College (r = 0.006, p < 0.05), effect of social networking tools(r= 0.055, p < 0.05) and their academic performance. Social networking tools improves academic performance positively. Campaign and orientation programme on study habit for students is highly recommended.

This study examined Agricultural Development Programme (ADP) employees’ personal characteristics and related factors affecting their job performance in Northern Nigeria. A two-stage sampling procedure was used to select 120 employees. Data were obtained using a structured questionnaire. The results revealed a positive significant relationship between work constraints, farmer, institutional, family and self-related factors affecting ADP employees’ job performance. It is recommended that organisations should put into consideration the related factors in the design of program interventions and their implementation in ensuring a better employee job performance.

This study investigated managerial information needs of members of National Cotton Association of Nigeria (NACOTTAN) in Ogun state. The study was carried out in three selected zones with NACOTTAN presence namely; Ijaka-oke, Imala and Iwoye-ketu . A sample size of 88 respondents was used for the study. Data was collected through questionnaires and was analysed using descriptive statistics. Results reveal that the mean age of respondents was 50.5 years, while 51.2% of the respondents were above 50 years and 32.3% had no formal education. The major constraints affecting the association were insincerity of executives on accountability (=3.73), unstable market price of cotton (= 3.66) and low level of technology (= 3.50). Farmers’ educational status was significantly associated with managerial information needs (χ 2 =13.14, p=0.04) while, significant difference existed in respondents’ managerial information needs across selected zones (F=11.78, P=0.01). Study concluded that NACOTTAN members had high managerial information needs. Therefore the association members need to improve on their activities, for the association’s managerial information needs to be met.

This study assessed poultry farm characteristics and poultry farmers’ perception of farm succession planning in southwest Nigeria. A multistage sampling procedure was used in selecting poultry farmers in Oyo and Osun states. Data were analyzed using descriptive and inferential statistics. Results reveal that poultry farmers are predominantly small and medium scale farmers. They are mostly sole proprietors (72.5%) and family farm owners (11.9 %). Most (73.4%) farmers operated on full time basis, while others are either part – time or occasional farmers. The majority (95.9%) of the farmers had favourable perception towards farm succession planning, 30.3% had complete succession plan and 22.9% had commenced successor participation. There were no significant associations between farm ownership structure, but significant associations exist with farming status (χ2 = 9.7), total farm debt (χ2 = 19.2), and succession planning among the poultry farmers (p≤ 0.05). The study concluded that succession planning is new in the study area and must be further investigated in order to provide a data base for policy decision with regards to livestock (especially poultry) farming and aging proprietorship.Â

Organizations cannot exist without effective communication because the changing in social and economic atmosphere bring changes in the work settings of any organization. The study determined impact of organizational communication on job performance in Ogun-Osun River Basin Development Authority (OORBDA) Ogun State, Nigeria. Proportionate stratified random sampling technique was use to select 114 respondents which represented 35% of the total population. The study showed that majority (53.3%) of employees were male , 60.9% of the employees fall within the age categories of 20-40 years, majority (77.2%) were married, more than half (58.7%) had higher degrees. Also, the mean age of the respondents was 38.5 years. The findings also revealed that the most preferred communication channel was Face to face (x̅=3.46), Memo ((x̅=3.42) and Letter (x̅=3.30, while the least preferred communication channels were, Facebook (x̅=2.42), WhatsApp (x̅=2.27 and Intranet (x̅=2.0). Furthermore, the study revealed that majority of the respondents (75.2%) indicated that leaders at OORBDA deployed the use of Assertive/dominant communication styles while very few (8.3%) indicated that aggressive communication style in the organization. The inferential statistics show that significant relationship was existed between marital status (χ2=12.795, p<0.00), education (χ2=11.762, p<0.00) and employee’s job performance. Study’s analysis showed that organization communication styles do not have significant effect on job performance. The study concluded that the employees who are better educated perform well on their job also, majority of leader at OORBDA deployed the use of assertive/dominant communication style in the organization. Management of the organization should ensure motivation incentives such as access to training and promotion as at when due to deserving employees are ensured to boost employees’ job performance.

Work is an integral part of human life with or without human existence will be difficult. This study determined the influence of work-life conflict on agricultural employee’s job performance at Forestry Research Institute of Nigeria in Ibadan Oyo State, Nigeria. The objectives were: description of employee’s personal characteristics, determination of work-life conflict and level of employee’s job performance and identification of challenges faced by the respondents in the study area. Multistage Sampling technique was used to select 76 respondents through a well-structured questionnaire. Data collected were analyzed through both descriptive and inferential statistical tools. The results shows the mean age to be 33 years, 51.3% were male, 73.7% were married, and majority 92.1% were Christian and mean income was ₦41.592 per month. Furthermore, major work life conflict identified by the respondents were: work as primary priority ( = 4.2), training overseas ( = 4.32), information technology ( = 4.32). More so, quality of information technology ( =4.32), oversea training ( =4.26) and having interest in their current job ( =4.18) were indicators that enhance employees job performance. Major challenges faced by the organization were present economy affects their job performance ( = 3.23), poor working condition ( = 2.80) and lack of research materials ( = 2.56). The results also show that level of work-life conflict with coefficient value of (0.036), age (0.041), income (0.029) and challenges (0.04) were variable influencing employee’s job performance. In conclusion that work-life conflicts have a negative effect on family life in term of number of hours spent at work. Provision of healthy balance system between employee’s professional role and family responsibilities is highly recommended.

This study determined the perceived effect of governance change on employees’ job satisfaction in the Ogun State Ministry of Agriculture, Abeokuta, Nigeria. The population of the study was the employees of the Ogun State Ministry of Agriculture, Abeokuta, Nigeria. Multi-stage sampling technique was used to select one hundred and five (105) respondents for the study. Data were sourced primarily with the use of a structured questionnaire and analysed using descriptive and inferential statistics. The mean age of respondents was 37 years (Standard deviation =7.15); about 68.6 percent of the respondents were male and 32 percent of the respondents had less than 4 years of work experience with mean age and standard deviation of 8.48 years and 6.02 respectively. On respondents’ perceived effects of governance change on job satisfaction, majority (89.5percent) and (87.2percent) classified effects of change in governance on work efficiency and career progression to be positive with the mean of 2.76 and 2.69 respectively. The major aspects of employees job satisfaction that has been affected by change in governance over the time were promotional policy (xI…=2.72) and leave rules/organizational policies on rules (xI…=2.62). There was a positive and significant relationship between perceived effect of governance change and job satisfaction of the Ogun State Ministry of Agriculture employees (r=0.582**, p<0.01). Change in governance should be encouraged because different government adopts different governance approaches that add efficiency to the work of the employees.

The study examined the coping strategies used by extension agents A total of seventy 72 agricultural extension agents were randomly sampled out of 288 agricultural extension agents from the four zones (Saki, Oyo, Ogbomosho, and Ibadan) in the Oyo State Agricultural Development Programme (OYSADEP). A questionnaire was used for data collection while the data were analysed using descriptive and inferential statistics. Out of 11 job stressors, the predominant job stressors carried out by the extension agentswere farmers field visitation with ((x) over bar =4.80), training of farmers ((x) over bar = 4.76) and establishment of SPAT (small plot adoption techniques) ((x) over bar =4.59) Reading newspaper, magazine or book ((x) over bar =1.77) and discussing work situation with spouse or close friends ((x) over bar = 1.5) were the major coping strategies used in overcoming job stress while negative coping strategies such as becoming aggressive recorded low mean score of 0.34. There was strong relationship between some job stressors and coping strategies employed by workers. Employees should have control over work flow to reduce work stress and increase work efficiency.

This study focuses on human resource development unit activities on staff performance in Ogun-Oshun River Basin Development Authority. Structured questionnaires were used to collect data from 94 respondents using stratified proportionate sampling technique. Data were analyzed using descriptive statistics such as frequency counts, standard deviation, means and percentages, while inferential statistics like chi-square and correlation were used in testing the hypotheses of the study. The result shows that most (57.4%) of the respondents were men and 17.0% of them were engaged in other occupation. Furthermore, (95.7%) of the respondents asserted that human resource development unit develop the key competency that enables the individual staffs to perform well on current and future jobs through planned learning activities. However, (95.8%) of the respondents opined that the unit is seen as strategic partner in developing and attaining organizational goals and strategies while, (90.4%) viewed it as a unit that improved employee’s skill, knowledge and attitude effectively. Also (91.5%) of the respondents were of the opinion that it provides a form of incentives to the employees. Results of chi-square analysis showed a significant association between other occupations of respondents (x 2 = 7.125, P 0.05) and staff performance. The study concludes that human resources development unit’s activities are effective to both the junior and senior staff in the organisation. It is recommended that government should equip and fund the human resource development unit of, Ogun-Oshun River Basin Development Authority, so that the activities of the unit will be much felt by the employees. Keywords: Assessment, Human, Resources, Staff, Performance, Development.

The study examined the socio-economic characteristics, income and expenditure pattern among traditional fish processors in twenty different fish processing centres in Lagos State, Nigeria. Data were collected through field observation and administration of structured questionnaire. A total of 200 questionnaires were administered through purposive sampling method at 10 respondents/processing centre. Analytical technique used was descriptive statistics. Results revealed that using age and educational level of the processors and availability of household amenities as proxies for socio-economic status, it showed that most of the households were relatively poor. 55.5% were old women and 44.5% were young women. 51.5% had primary school education, 38% had post-primary school education while 10.5% had no schooling. The study found that 98.0% of the processors practiced manual operations while 2.0% practiced mechanical operation. Fish processors in fishing communities play a central role in fisheries and in maintaining the social family structure. Despite the fact that fish and fish products provide significant proportion of the supply of animal protein needs, the fish processors experience seasonal food crisis, particularly the poor women. It is obvious that with seasonal variation in production, fish processors household spend more income on food and increases level of poverty incidence. Seasonal variations in fish supply thereby, leads to serious economic, nutritional and poverty consequences. The study concluded that considering the importance of fish processing to food security and poverty alleviation, especially to coastal communities, a multi-dimensional approach is required to achieve considerable improvement in the living standards of the poor fish processors.

South-western Nigeria has a long history of small business entrepreneurship activities, apprenticeship and inheritance systems. Yet, there are few studies and records of poultry business inheritance over the last three or four generations of poultry business owners as a sign of succession planning. This study assessed the family characteristics of the poultry farmers and their relationship with the succession planning of the poultry farming business in Oyo and Osun states of Nigeria. Two hundred and forty-four (244) members of the Poultry Association of Nigeria (PAN) within these two states constituted the sample. Descriptive and inferential statistics such as Chi-square and Pearson Product Moment Correlation (PPMC) was used for data analysis. Results of the study revealed that (i) poultry farmers in the two states are highly educated with modal educational level of majority (79.1%) being tertiary education (ii) greater than half (54.5%) of them are between the ages of 40 and 60 years and the populations mean age is 43.8 years. Significant positive connections were found between the educational status of the incumbent poultry farm owners and their children, with majority (61.5%) of the oldest child and few (37.4%) of their youngest farm child having tertiary education (such as Bachelors degree and HND certificates). With this educational background, it is anticipated that farm succession/farm transition should be easier among this generation of poultry farmers if explored. In fact 41.0% of these oldest poultry farm children were found to be between the active age of 21-30 years old, hence farmers in this study area should not hesitate or delay to plan for succession with their children and embark on early succession planning. It is thus recommended that Nigerian small and medium scale (SMEs) poultry entrepreneurs should take the challenges of farm succession practices and incorporate intra-family succession planning activities/practices early into their business so as to enhance future sustainability of their farms. Government should encourage poultry farmers to promote farming culture among their educated children with no gender discrimination and also give special annual bonus packages or tax; rebate to farmers who can present good evidence of succession planning on their farms.

Stress occurs when the demands placed on employees in an organization outweigh their technical, physical, educational and professional capabilities to meet such demands. If this goes unchecked, it can affect the health and job performance of employees and the overall objective of organziation may become unattainable.This study was conducted to assess the effects of labour shortage on stress level of employees in OYSADEP, Oyo State. Out of the four zones in Oyo State, two zones namelyOgbomosho and Ibadan/Ibarapa zones were randomly selected. The total population of employees in two zones was 74 which constituted the sample for the study. Data obtained were analyzed using descriptive statistics such as frequency, percentage and means while inferential statistics such as Chi-square and Pearson Product Moment Correlation were used to analyze the data. The result indicated that more than half (51.4%) of the employees were male, 85.1% were married with a mean age of 41 years. Most of the employees (91.9%) had tertiary education with 5 years and above years of experience. The results indicated the problem associated with labour shortage. Rewards of employees were low as compared to the risk of the job they were doing ( =3.35), the limited number of employees were being stressed due to labour shortage ( =3.01), and inadequate strength of staff was affecting the success of the organization ( =2.85). The result also reveals the stress level of employees. Stress effect on staff was affecting their work ( =2.80) and the nature of their job was such that they desired to quit if they had alternative ( =2.70). Chi-square analysis revealed that only working experience (χ2=11.740, df=4, P less than 0.05) had a significant relationship with employees stress level. There was also a significant correlation between employees perception of labour shortage and their stress level. The study concluded that due to the problem of labour shortage in OYSADEP the stress associated with the job was high as compared to the pay. It is therefore recommended that management of OYSADEP should employ more staff to reduce the stress on the existing employees of the organization.

Youth's roles in cocoa production cannot be undermined considering the need to ensure succession plan, industry success, and guaranteed future. The study diagnosed constraints hindering youth involvement in cocoa production in Cross River State, Nigeria. A simple random sampling technique was used to select 20% of cocoa producing Local Government Areas (LGAs) in Cross River State resulting in three LGAs. To obtain a sample for the study, snowball techniques were used to select 45 youths, who are cocoa farmers, per LGA to give sample size of 135 cocoa farmers. The findings revealed that the majority of respondents (95%) were male, and between ages 21 and 40 years (82.5%). Regarding educational status, the majority of respondents (66.7%) have secondary school education while few (5%) realized above 2,500USD/ha from cocoa farm annually. The study revealed that respondents agreed that there are numerous constraints militating against youth involvement in cocoa farming. Eight major constraints identified among these constraints are youth rural-urban migration, high cost of cocoa production due to incidence of pests and diseases and youth interest in commercial motorcycle "Okada" business. Respondents ranked non-availability of basic amenities, rigorous nature of cocoa farming and youth interest in commercial motorcycle business first, second and third respectively. Stakeholders identified during Focus Group Discussion (FGD) included STCP/IITA, SOCCODEVI and ADP. STCP/IITA and ADP were however the closest to the cocoa farming community. The study concluded that there are constraints discouraging youth involvement in cocoa farming. Hence, to ensure good succession plans, the study recommended that all stakeholders must make effort to address the various constraints identified by respondents.