Relevant bibliographies by topics / Administrative Staff College of Nigeria

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  2. Dissertations / Theses
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Academic literature on the topic 'Administrative Staff College of Nigeria'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Administrative Staff College of Nigeria"

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Irukaku, Obi, Bibiana. "Administrative Staff Perception of Human Resource Management in Tertiary Institutions in South Eastern Nigeria." International Journal of Innovative Science and Research Technology 5, no. 6 (June 27, 2020): 346–49. http://dx.doi.org/10.38124/ijisrt20jun166.

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This study investigated the extent administrative staff perceived human resources management in tertiary institutions in South Eastern Nigeria. The focus was on the conduct staff training and development, staff appraisal and promotion. Two research questions guided the study. This study was carried out in South Eastern Nigeria. The study was a descriptive survey. All the government owned tertiary institutions in the area were studied. The population of this study comprised 2083 principal officers, unit heads and senior registry staff from colleges of education, polytechnic and universities in South Eastern Nigeria. A sample size of 336 principal officers, unit heads and senior registry staff colleges of education, polytechnic and universities was selected based on a normal confidence level of 0.05 to determine the sample size using Taro Yamane’s formula. Proportionate sampling technique was used. A researcher-developed questionnaire was used in data collection. The instrument was duly validated in Nnamdi Azikiwe University, Awka. The reliability of the instrument was obtained a pilot study conducted in South-South, Nigeria. Data got from the pilot study were analyzed using Cronbach alpha. The reliability coefficient was 0.81 Copies of the instrument were administered directly on the respondents by the researcher and with the help of 4 research assistants.
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Kareem, Muritala Kewuyemi, and Jamilah Adenike Adeogun. "Challenges Facing Female Muslim Medical Practitioners (FMMP) in the University College Hospital (UCH), Ibadan, Nigeria." ICR Journal 11, no. 1 (June 15, 2020): 126–46. http://dx.doi.org/10.52282/icr.v11i1.27.

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In Nigeria, religious intolerance between Muslims and Christians continues to increase. Muslim women are among those who have felt the most impact from the resulting religious prejudice, intolerance, and discrimination, especially in their workplaces. While many studies have been conducted to investigate the myriads of challenges facing women in general and Muslim women in particular, little research has been done on the challenges they face in their workplaces. This study intends to fill this gap by studying Female Muslim Medical Practitioners (FMMP) at the University College Hospital (UCH), Ibadan, Nigeria. Purposive and snowball samplings were used to select seventy research participants. Face-to-face and in-depth individual interviews, which lasted between 30 minutes and three hours each, were used to collect data for the study, in which relevant statistical tests were used for data analysis. The study reveals that FMMPs in the hospital encounter several challenges, such as donning the hijab (the Muslim headscarf), performing daily prayers (salat), and employment opportunities. There is also evidence of high-level discrimination in the workplace. Finally, the study recommends that the management of UCH enhance its practice and policies regarding religious tolerance, equality, fairness, unity, and cooperation amongst its administrative staff and personnel.
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Tralagba, Chris Eriye, and Abasiama G. Akpan. "Developing the Total Student: Model for Learners as Partners in Tertiary Institutions in Nigeria." GIS Business 14, no. 5 (September 12, 2019): 14–20. http://dx.doi.org/10.26643/gis.v14i5.8465.

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In addition to influencing students’ knowledge base, thinking abilities and skills; university education offers the opportunity to promote other aspects of students’ growth as people. University education has an important role in shaping our future society because today’s university students will be tomorrow’s doctors, engineers, business managers, teachers, faith leaders, politicians, citizens, activists, parents and neighbours. While they need to be able to demonstrate key skills and knowledge to enact those roles effectively, they must also demonstrate personal and social responsibility in carrying them out. While much of the current political discourse about higher education is instrumental and economic, this paper aims to lay the foundation for a discourse based on student development. Data was collected through focus group discussions with students in the various colleges in Evangel University, Akaeze - Nigeria, in-depth interviews with lecturers, administrative staff and document analyses of conference papers and journal articles. Findings reveal that the quality of tertiary education is influenced by socio–cultural, academic, economic, policy, political and administrative factors all of which are inextricably interwoven. In this case, the argument is for leadership of teaching and learning for the purpose of promoting students’ holistic development. The discussion of the findings is based on the findings on a wide range of related literature on learners’ challenges in other universities in Nigeria. The paper concludes that the quality of higher education in tertiary institutions is influenced by factors that have their roots in commercialization, general funding, and human population growth. It was recommended that appropriate policies and indigenous professionals (both academic and administrative) are necessary for improving the quality of higher education in tertiary institutions.
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Olutayo Olaitan, ODUNOLA, MORENIKEJI Timothy Oluseye, and ODUNSI Oluwafemi Michael. "Assessment of Waste Management Practice in Health Institution: A Case Study of University College Hospital Ibadan, Nigeria." Volume 4 - 2019, Issue 9 - September 4, no. 9 (October 3, 2019): 480–88. http://dx.doi.org/10.38124/ijisrt19sep1393.

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Efficient management of medical waste is a necessity because of great risk improper/poor waste management posed to the populace. This study assessed medical waste management practice in University College Hospital Ibadan, Nigeria. Those that improper waste management can affect are identified as the sample frame, and they are health workers, waste handlers, out-patients and residents. Sample size of 5% of the 3000 staff strength of the study area was adopted which amounted to one hundred and fifty (150) respondents. A multistage sampling technique was adopted in the sample selection and the administration of the questionnaires until all copies of questionnaire assigned for each category of respondents were administered. Nine indices were developed, these were: Waste Collection Index (WCI), Waste Storing Index (WSI), Waste Treatment Index (WTI), Facility Condition Index (FCI), Medical Waste Index (MWI), Storage Factor Index (SFI), Waste Effect Index (WEI), Waste Preventive Index (WPI) and Health Workers Satisfactory Index (HSI).The study observed that punctured proof container has WCI of 4.49; lidded container has the highest WSI of 4.56, while compositing and landfill has the highest WTI of 3.67. Gloves and head cap have the highest and lowest FCI with 4.40 and 1.00 respectively. Infectious waste is the major generated waste in the study with MWI of 4.46 and offensive odour with highest WEI of 3.77 while good accessibility has the highest SFI of 4.53. A major preventive measure as perceived the respondents is enforcement of regulation with WPI of 4.16 while workers’ welfare has the highest HSI of 3.57.For proper medical waste management practice, therefore, there should be an incentive package for health workers and adequate fund should be provided to carry out this proper management from on-site to off-site disposal. Time-to-time training for waste handlers in order to keep them abreast of the recent risk involved or update about medical waste and waste management policy should be re-assessed and reviewed where necessary so as to keep it up-to date.
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Mailick, Sidney, and Solomon Hoberman. "Israel's Administrative Staff College." Public Personnel Management 14, no. 1 (March 1985): 65–74. http://dx.doi.org/10.1177/009102608501400107.

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Gani, S. S. "APPLICATION OF COMPUTER IN THE ADMINISTRATION OF COLLEGES OF EDUCATION IN NIGERIA." Sokoto Educational Review 14, no. 2 (December 30, 2013): 7. http://dx.doi.org/10.35386/ser.v14i2.111.

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There is really no doubt that Computer Education and utilization are very essential not only in educational institutions but in all aspects of modern societies. This paper discusses the usage of computer in Nigerian Colleges of Education which includes checking the in and out of library materials, keeping staff confidential records as well as keeping students examination results more accurately. The paper also highlights the benefits of computer usage in Nigerian Colleges of Education such as facilitating students learning and providing opportunities for students especially those specializing in Computer Education to become system analysts, computer operators, business centre managers, software engineers and hardware engineers in their future undertaking. However, the limitation with computer usage in Nigerian Colleges of Education is that students find it difficult to understand lessons in Computer Education because they lack the basic knowledge of computer. Also, students may have the tendency to write assignments by simply downloading relevant or irrelevant information from the net. As a result of these limitations, the writer recommends that the federal and state Ministries of Education should employ well-trained personnel that can manage the computer sets provided to the colleges effectively. Also, staff in Colleges of Education should be encouraged to utilize the computer in carrying out some of their responsibilities.
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Okagbare, Michael Jesuarho. "ASSESSING THE MANAGEMENT OF INSTRUCTIONAL PROGRAMMES IN SOUTH-SOUTH NIGERIAN STATE UNIVERSITIES." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 11, no. 1 (August 25, 2019): 30–37. http://dx.doi.org/10.48127/spvk-epmq/19.11.30.

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The main aim of this research was to assess the management of Instructional Programmes in State universities in South-South Nigeria. The research employed a descriptive survey research design. One research question and one null hypothesis guided the research. The population consisted of 13,741 academic and senior administrative staff from 6 State Universities in South-South Nigeria. The Multi-stage sampling procedure was used to determine the sample size. In the second stage sampling, Proportionate Stratified Sampling Technique was used with each University serving as a stratum to obtain the number of staff members that is proportionate, which resulted in the sample size of 389 respondents. The instrument for data collection was a structured questionnaire designed by the researcher. Cronbach Alpha statistic was used to determine the internal consistency of the items. The result of the research, among others, showed both academic and administrative staff perceived that State Universities manage their staff personnel to a high extent or relatively well and that there was a significant difference between the mean rating scores of academic and administrative staff on the extent to which staff personnel are managed in State universities of South-South Nigeria. Academic and administrative staff perceived that financial resources were managed in State universities in South-South Nigeria relatively well. This means that the relative difficulties perceived to have been encountered by the products of State Universities in South-South Nigeria are either environmental or a result of other variables or dynamics that require deciphering for further research. The result showed that State governments, university managements, parents, scholarship boards, etcetera may confidently send their wards to State universities of South-South Nigeria also called the Niger Delta, for inculcation of university goals. The Study recommended among others that governments, and managements of State universities should increase grants (capital and recurrent) to universities, as this would help the universities to acquire facilities that would ensure the attainment of the universities mandate and vision. Keywords: academic staff, management of instructional programmes, senior administrative staff, state universities.
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Olorunsola, E. O. "Job Satisfaction And Gender Factor Of Administrative Staff In South West Nigeria Universities." Contemporary Issues in Education Research (CIER) 3, no. 10 (November 9, 2010): 51. http://dx.doi.org/10.19030/cier.v3i10.239.

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The study investigated the level of job satisfaction of male and female administrative staff in South West Nigeria Universities. The research design used was a descriptive survey type. The population consisted of all the senior administrative staff in the universities, out of which a sample of 400 respondents made up of 100 respondents from each of the state and federal universities. Two research questions were raised while one hypothesis was generated and tested at 0.05 level of significance, using t-test statistical method. The result of the analysis showed that the level of job satisfaction of administrative staff in both federal and state universities was high. It was also revealed that there was no significant difference in the job satisfaction of administrative staff in the universities. It was revealed that there was significant difference in the job satisfaction of male and female administrative staff in the universities. Based on this findings, it was recommended that the university management should provide more motivational factors that would sustain the tempo of the workers. Also, the university management should design a programme that would make the female workers satisfied value and their work like their male counterparts. So that educational goals would be achieved.
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Ajayi, Modupe Olayinka, and Omonigho Tonia Okhankhuele. "Effect of Training on the Performance of University Administrative staff in Nigeria." International Journal of Technology and Management Research 4, no. 1 (March 12, 2020): 1–22. http://dx.doi.org/10.47127/ijtmr.v4i1.72.

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Several studies have been carried on the effect of training on employees’ performance in firms. However, the effect of training on the performance of universities’ administrative staff in Nigeria has not been adequately assessed. This paper identified the training types mostly used by the Administrative staff of The Federal University of Technology Akure (FUTA), Ondo State, Nigeria, examined the factors affecting effective training and assessed the effect of training on the performance of the staff. The paper sought answers to research questions by employing survey design and purposive sampling technique to collect data from 68 respondents with the help of a 17-item structured questionnaire. The respondents consisted of the administrative staff of FUTA. Data for this study were analyzed using descriptive statistics such as percentage, mean score, standard deviation, mean ranking, and chi-square was used to test the hypothesis posed for the research at 5% significant level. Reliability test was carried out with Cronbach Alpha, while the validation of the research instrument was carried out by a senior lecturer in the Department of Business Administration, FUTA. The study revealed that training (On the Job and Off the Job) had a significant effect on the respondents’ performance; however, management did not release enough funds towards adequate training of the administrative staff. The paper, therefore, recommended more investment in training the staff in current skills and methods in order to cope with frequent changes in this contemporary world.
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Olorunsola, E. O. "Job Performance And Gender Factors Of Administrative Staff In South West Nigeria Universities." Journal of International Education Research (JIER) 8, no. 1 (December 21, 2011): 49–54. http://dx.doi.org/10.19030/jier.v8i1.6695.

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This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in various departments to be rated by their supervisors or heads of departments. They were randomly selected through a multi-stage technique from four universities - two federal and two state universities. The data employed a descriptive research of the survey type. The data were subjected to frequency counts, percentages, bar charts, and t-test analysis. The findings revealed that the administrative staff job performance was high. Furthermore, there was no significant difference between the job performance of male and female administrative staff in the universities. Recommendations were made based on the findings that university management should encourage and motivate the workers more by providing a conducive environment to sustain and boost the morale of the workers so that they can give their best to realize educational goals. Also, more opportunities should be given to both male and female administrative workers to perform by organizing workshops, seminars and conferences, both within and outside Nigeria, so that the tempo at which the workers work may be sustained and possibly be improved upon.
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Dissertations / Theses on the topic "Administrative Staff College of Nigeria"

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Ellis, John Alfred. "The factors that motivate teachers and administrative staff in an educational institution." Thesis, Hong Kong : University of Hong Kong, 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18036995.

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Thesis (M. Ed.)--University of Hong Kong, 1987.
Cover title: The factors that motivate teaching and administrative staff in an educational institution. Includes bibliographical references (leaf 74-79).
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Oliver, Patrick Andrew. "An analysis of the Staff Performance Management System at the Gene Louw Traffic College /." Thesis, Link to the online version, 2008. http://etd.sun.ac.za/jspui/handle/10019/886.

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Kao, Shu-Chiu, and 高淑秋. "The Relationship among Job Stress, Emotion Management and Emotion Exhaustion of College Administrative Staff." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/42106948847522940426.

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碩士
國立屏東科技大學
技術及職業教育研究所
97
This study is to explore the correlation and difference among job stress, emotion management and emotion exhaustion of college administrative staff in southern Taiwan. The purposes of this study are (1) to explore current status of college administrative staff perceived job stress, emotion management and emotion exhaustion; (2) to explore the difference among job stress, emotion management and emotion exhaustion of college administrative staff with various backgrounds; (3) to explore the correlation among job stress, emotion management and emotion exhaustion of college administrative staff; (4) to explore the prediction of college administrative stuff’s job stress and emotion management to emotion exhaustion. The questionnaires survey was adopted in this study and a “Questionnaire of College Administrative Staff’s Job Stress, Emotion Management, and Emotion Exhaustion” were used as a research tool. There were 662 questionnaires being sent to the college administrative staff of various colleges or universities in southern Taiwan. The number of retrieved valid questionnaires was 588. The response rate is 88.8%. The data were analyzed by descriptive statistic, t-test, Hotelling’s T-square, one-way ANOVA, one-way MANOVA, Pearson product-moment correlation, multiple regression analysis and multiple regression analysis all performed on SPSS 12.0. The results of the study were as the following: 1. The significant differences were found on job stress of college administrative staff by gender, age, marriage status, educational background, year in service and scale of college or university. 2. The significant differences were found on emotion management of college administrative staff by the years of service. 3. The significant differences were found on emotion exhaustion of college administrative staff by various educational backgrounds. 4. Emotion management and job stress have negatively correlated significantly; emotion exhaustion and job stress have positively correlated significantly; “emotion adjustment”, “emotional utilization” of emotion management and emotion exhaustion aspects are negative correlated significantly. 5. “Workload”, “Interpersonal Relationship” and ” supervisor’s request” of job stress aspect has significantly predicative effect on emotion exhaustion. 6. “Emotion adjustment” and “emotion expression” of emotion management aspect has significantly predictive effect on emotion exhaustion. According to the results of the study, suggestions were made to university president, administrative staff and a further study was recommended as well.
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Ou, Shu Hui, and 歐淑惠. "A study on the relationship between organizational climateand job involvement of administrative staff in college." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/40218161202484152643.

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碩士
國立嘉義大學
教育行政與政策發展研究所
97
The main purpose of this research is to understand the relationship between the organizational climate and the job involvement of administrative staff in college. 226 collegial administrative staffs from Chiayi city and county were enrolled in the study. This study was adopted by the questionnaire survey method. The data were analyzed by using a single-factor MANOVA and multiple regressions. The major conclusions of this research are summarized as follows: 1. The hindrance feeling of male collegial administrative staffs is higher than female. 2. The administrative staffs in administration division have higher consciousness in the thrust and consideration as well as product emphasis of organizational climates than staffs in academic division. 3. The hindrance feeling of administrative staffs in academic division is higher than the staffs in administration division. 4. The job enjoyment of administrative staffs whose seniority are longer than 21 years is higher than the seniority between 13 and 20 years and less than 5 years. 5. Job identification of administrative staffs in administration division is higher than those in academic division. 6. We can effectively apply the esprit, aloofness and intimacy of organizational climate to predict the job involvement of administrative staffs. 7. The administrative staffs in open or autonomous organizational climate have higher job involvement than those in close organizational climate.
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Qwabe, Bongani Penuel. "An investigation into administrative workload and support for academic staff at the Durban University of Technology." Thesis, 2016. http://hdl.handle.net/10321/1704.

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Submitted in fulfilment of the requirements of the Master of Management Sciences in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2016.
A number of studies have been conducted in relation to academic workload in higher education and many have noted a marked increase in workload over recent decades. However, fewer have specifically investigated the increase in the administrative component of an academic’s workload, and none have focussed on the current support given to academics by their secretaries in the context of a South African University of Technology. All academics require sufficient time to perform their teaching, research and community outreach duties satisfactorily, while Universities of Technology make additional demands on their academic staff in relation to such aspects as Work Integrated Learning, maintaining contacts with industry and new research requirements. The literature indicates that many feel that they are unable to cope or to cope adequately and that universities often do not understand the burden of the different tasks/activities they perform. The purpose of this case study was therefore to investigate the administrative workload experienced, and the support given, to academics at the Durban University of Technology. It specifically investigates whether the institution of a workload model for the university as a whole would be supported, and would be effective, in addressing equity and transparency issues in academic workload and thus in improving academic retention and research output for the university as a whole. This study used a mixed method approach involving three questionnaires administered to academics, their secretaries, and to senior management. In addition, semi-structured interviews were conducted with some senior academic staff. The results of the research indicate that the great majority of academic staff members experience a heavy administrative workload and that many believe they are doing more than they expected at the time of their appointment. While the secretaries were better informed as to the nature and extent of the administrative duties expected of them, many also felt that they are doing more than they expected and both groups indicated strongly that there is a lack of transparency and equity between different workloads performed by different individuals. Over ninety percent of both academic and secretarial staff believed that a workload model would assist in ensuring a fairer balance in the work performed, but significant individual comments indicated the difficulties and drawbacks which should also be taken into account and the consequent need for flexibility and ongoing consultation with staff, before the imposition of such a model. The results also revealed that there was considerable uncertainty amongst respondents as to the current existence of a workload model. It was, however, established that the university is planning to implement a workload model across all six faculties and that a member of the academic staff, Mr Greg Parrott, has been tasked to develop the relevant software. He is in the process of collecting the information needed. Contact was made with Mr Parrott and information exchanged with him. It is hoped that the data gathered in this study will serve to support this initiative. Following an in-depth analysis of the results, this study recommends wide consultation over the implementation of the model and the employment of a pilot phase to iron out any problems. Flexibility within the model and ongoing consultation are also recommended. The study further recommends that academic departments should consider making greater use of WIL students from the discipline of Office Management who, as part of their work experience, can work closely with secretaries in departments which require additional secretarial assistance. Additional part-time assistance, possibly from retired academics, for specifically academic administrative duties might also be considered.
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CHANG, WEI-LING, and 張薇苓. "The trend of fewer children of domestic has impact on job stress of private college administrative staff." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/w2kut9.

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碩士
中華大學
企業管理學系
106
This study is to explore the impact of the domestic trend of fewer children of job stress of private college administrative staff. The questionnaires survey was adopted in this study and a “Questionnaire of the trend of fewer children of domestic has impact on job stress of private college administrative staff” were used as a research tool. The results of this study were as the following: 1.The significant influence was found on job stress of private college administrative staff by age. 2.The significant influence was found on job stress of private college administrative staff by the human reduced,the change of administrative business,and the change of administrative organization with the trend of fewer children.
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Huang, Hsin-Hsiang, and 洪祥馨. "The Study on Intention to Stay of College Administrative Staff – Evidence from National Taichung University of Education." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/70217551297053104852.

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碩士
國立中興大學
國家政策與公共事務研究所
104
Teacher education is an important dimension of education engineering which serves a key to develop the core of education quality. National Taichung University of Education is not only the one university in Taichung area which treats teacher education as foundation to success, but also serves as the primary teacher training key schools among many other National Universities. Therefore, National Taichung University of Education plays an important role in the national primary school education. School business entirely depends upon the implementation of administrative staff, and administrative staff also plays an important role to develop next generation of education. The objects of this study are administrative staff of National Taichung University of Education. The purpose of this study is to use relevant research to understand the administrative staff’s job satisfaction, job characteristics, the probability of finding an acceptable alternative job which will influence their desire to stay, and then propose improvement suggestions for school. The study is conducted by Quantitative Research. It has been done by questionnaire survey, which focuses on job satisfaction, job characteristics, the probability of finding an acceptable alternative job, intention to stay, and also analyzes the respondents’ basic information. In this study, 147questionnaires were passed out to administrative staff of National Taichung University of Education, 131 were valid, an effective response rate of 89%. All the information gathered is analyzed with Descriptive Statistics, Independent sample t-test, one-way analysis of variance, Pearson correlation and multiple linear regression analysis, version 19.0 of SPSS. According to the study, the main findings are as the following: 1. In the category of personal attribution, the variable, gender, age, education, and seniority demonstrates significant differences on intention to stay. 2. Job satisfaction: a. Intrinsic job satisfaction has a significant positive effect on administrative staff intention to stay. b. Extrinsic job satisfaction has a significant positive effect on administrative staff intention to stay. c. Intrinsic satisfaction could predict intention to stay significantly. 3. Job characteristics: a. Task significance, autonomy, and feedback have a significant positive effect on intrinsic job satisfaction. b. Autonomy and feedback have a significant positive effect on extrinsic job satisfaction. c. Autonomy and feedback have a significant positive effect on intention to stay. d. Autonomy could predict intention to stay significantly. 4. The probability of finding an acceptable alternative job has a significant negative effect on administrative staff intention to stay. 5. There is no significant on factors about the intention to stay of contract-based staff and civil servants.
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Liu, Chun-yi, and 劉純宜. "A Study on the Relationship among the Leadership Behaviors, Personality Traits, and Job Satisfaction of College Administrative Staff- a Case Study of Colleges in Kaohsiung and Pingtung Region." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/91177112033332833628.

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碩士
國立屏東教育大學
教育行政研究所
100
This aim of the study was to explore the relationships among the leadership behaviors, personality traits, and job satisfaction of college administrative staff in Kaohsiung and Pingtung Region using questionnaire analysis. There are 590 questionnaires given to the subjects and 540 valid questionnaires are collected. . The percentage of valid questionnaires is 91.53%. Finally, the study uses statistics methods like descriptive statistics, T-test, one-way ANOVA, Pearson product-moment correlation and multiple stepwise regressions. Keywords:leadership behaviors,personality traits,job satisfaction The main findings of this study are shown in the following: 1. The college administrative officers mostly apply both caring leadership and advocacy of leadership. 2. The college administrative staff trends to internal locus of control personal traits and have high degree of job satisfaction. 3. The college administrative staff who male, working in public schools or in Pingtung County have high degree of caring behavior and advocacy toward administrative officers. 4. Contract employee, college administrative staff of public colleges have more internal locus of control personal traits. 5. The college administrative staff that older, married, or working in Pingtung County has higher job satisfaction. The administrative staff of public and private Technical and vocational institutions have higher job satisfaction than those of private colleges. 6. Leadership behaviors and job satisfaction are closely related, the caring leadership and advocacy of leadership behaviors promote the job satisfaction. 7. Personality traits and job satisfaction are closely related, having the more internal locus of control personality traits on administrative staff, the higher job satisfaction. 8. Both leadership behaviors and personality traits can improve job satisfaction, but caring leadership has more influence.
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Huang, Hui-Ying, and 黃惠瑩. "A Study on the Influence of Job Characteristic, Job Loading and Job Responsibilities on Job Performance of Administrative staff ：The Comparison Between System Change of Vocational Nursing High School System and That of Junior Nursing College." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/12044604349838885384.

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碩士
真理大學
管理科學研究所
92
In highly competitive and rapid evolving environments, upgrading from vocational nursing high schools to junior nursing colleges is an unprecedented challenge. With the upgrading, continuous adjustments of policies and structures would be required for those upgraded schools. In addition, all the staff members have to work together and face these changes squarely. This research is to investigate the impacts of the job performance of the administrative staff, before and after the school upgrading. Two major research goals would be as follows: (1) to present the effects of job performance of the administrative staff in terms of their job characteristics, job loading, and job responsibilities (2) to compare and contrast the potential changes of these effects between "before" and "after" the upgrading of nursing high schools. This research did the survey by requesting 255 chief accountants to answer the mail-survey questionnaires. Those staff members worked in academic years from 1996 to 2001. With the assistance of these chief accountants of the upgrading junior nursing colleges, 214 copies of effective survey questionnaires were collected. The data were analyzed by SPSS statistical software package, checked by independent statistic, conducting correlation and regression analyses to test numerous research hypotheses. Major findings are: 1.The higher the junior nursing college staff''s task significance, the higher is their job performance. 2.The more the junior nursing college staff''s workloads, the lower is their job performance. 3.The more the junior nursing college staff''s job capability loads, the lower is their job performance. 4.The higher the junior nursing college staff''s task variability, the higher is their job performance. 5.The higher the junior nursing college staff''s task analyzability, the higher is their job performance. 6.Significant differences of positive job performance are found after the upgrading in terms of the job characteristics, job loadings, and job responsibilities. 7.The performance of the junior nursing college staff varies greatly with their ages, levels of education, and job classifications.
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Books on the topic "Administrative Staff College of Nigeria"

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Nigeria. Views of the Federal Military Government on the report of the Judicial Tribunal of Inquiry into the Administrative Staff College of Nigeria (ASCON). [Lagos]: Federal Republic of Nigeria, 1985.

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Nigerian-Benin Transborder Cooperation Workshop (1988 Administrative Staff College of Nigeria). The Nigeria-Benin Transborder Cooperation: Proceeding of the Bilateral Workshop at the Administrative Staff College of Nigeria, Topo, Badagry, May 9-13, 1988 = La coopération transfrontalière Bénin-Nigéria : actes de l'Atelier bilatèral tenu au College du personnel d'administration du Nigéria, Topo, Badagry, mai 8-13, 1988. Akoka: Published for National Boundary Commission by University of Lagos Press, 1988.

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Soyibo, Adedoyin. A method for allocating staff in Nigerian universities. Ibadan, Nigeria: University of Ibadan, Faculty of the Social Sciences, Dept. of Economics, 1986.

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Commission, Nigeria National Universities. Appraisal of chief executives: A test case : analysis of staff assessment of the performance of the Executive Secretary, National Universities Commission, Professor Idris Abdulkadir. Abuja, Nigeria: The Commission, 1995.

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Child, Rights and Development (2002 Lahore Pakistan). Child rights and development: Papers presented in conference held at Pakistan Administrative Staff College in collaboration with UNICEF. [Lahore: Pakistan Administrative Staff College, 2003.

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Child Rights and Development (2002 Lahore, Pakistan). Child rights and development: Papers presented in conference held at Pakistan Administrative Staff College in collaboration with UNICEF. [Lahore: Pakistan Administrative Staff College, 2003.

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S, Tang'an B. N., ed. Coping with global trends through education: Proceedings of the 3rd National Conference of Colleges of Education Academic Staff Union (COEASU), College of Education, Gindiri Chapter : held at College of Education, Gindiri, Plateau State, Nigeria, 21st - 24th October, 2008. Gindiri, Nigeria: College of Education Academic Staff Union (COEASU, Gindiri Chapter, 2008.

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Falana, Femi. ASUU law reports: A.L.R (Pt. 1). Edited by Academic Staff Union of Universities (Nigeria). Lagos: Legaltext Publishing Company Limited, 2010.

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National Workshop on the Role of NGOs in Irrigation Development and Management in Nepal (1992 Nepal Administrative Staff College). Role of NGOs in irrigation development and management in Nepal: Proceedings of the National Workshop on the Role of NGOs in Irrigation Development and Management in Nepal, Nepal Administrative Staff College, Jawalakhel, Lalitpur, Nepal, 29-30, September 1992 = Nepālako sincāī vikāsa tathā vyavasthāpanamā gaira sarakārī saṃsthāharu (NGOs) ko bhūmikā. Edited by Pradhan Ujjwal, Valera Alfredo, Rana Sujata, International Irrigation Management Institute, and Agricultural Development Bank of Nepal. Kathmandu, Nepal: IIMI-Nepal Field Operations and Udaya-Himalaya Network, 1992.

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Tologbonshe, Biola Bola Emily. Computerisation of the administrative staff college of Nigeria's library. 1993.

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Book chapters on the topic "Administrative Staff College of Nigeria"

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"Learning Cycle 2: an Administrative Staff College." In Learning with Information Systems, 113–32. Routledge, 2013. http://dx.doi.org/10.4324/9780203426357-17.

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Ogunyemi, Kemi. "Workforce Diversity at the Lagos Business School, Pan-African University, Nigeria." In Handbook of Research on Workforce Diversity in a Global Society, 73–87. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-1812-1.ch005.

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The School has a fair distribution of people from different ethnic groups. It also has a mission that identifies expressly with the Christian view of human nature and yet is open to people of all religious inclinations. As an academic environment, there is also the inevitable risk of distance between academic staff and administrative staff and between lecturers and students. The purpose of this chapter is to highlight the positive practices at the LBS that help them leverage workforce diversity and to make a few suggestions for improvement. This chapter will also highlight how the school reflects the importance of leveraging diversity in its academic curriculum.
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Schulman, Mark H. ""To Be in Occasional Touch"." In Information Technology and Constructivism in Higher Education, 288–302. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-654-9.ch019.

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The challenges for Goddard College posed by 21st Century information technologies are their incorporation into, and reflection of, the foundational principles of the College’s low residency delivery model. This learning model is complex; the many aspects of this complexity forces the College (and other progressive institutions) to insist on a values base that helps determine attitudes to and uses of technology. If administrative staff and faculty have a deep commitment to those values, when done well, information technology can enhance the progressive model.
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Reilly, Rosemary C., and Linda Kay. "Getting Back to a “New Normal”." In Advances in Educational Marketing, Administration, and Leadership, 113–39. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-5200-1.ch007.

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Violence in educational institutions compounds and accumulates in our collective memory, as school shootings have become a ubiquitous phenomenon. When a young man carrying three guns entered Dawson College in Montréal, the downtown core came to a standstill. As bullets sprayed and ricocheted, one young woman was killed, 19 others wounded, and a community of 10,000 students, teachers, and staff were traumatized. This research employed a qualitative methodology, interviewing 10 senior administrators and managers in-depth. Findings document the salient role grief leadership played in restoring balance and an educational focus in the wake of a shooting on campus and served to reshape the community into one of learning, resilience, and courage. It details specific actions taken by administrators, which promoted healing and re-established equilibrium at a site of grief, loss, and terror. Administrative responses proved essential in helping to re-establish thriving at Dawson College.
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Ginsberg, Benjamin. "What Administrators Do." In The Fall of the Faculty. Oxford University Press, 2011. http://dx.doi.org/10.1093/oso/9780199782444.003.0005.

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The Number of administrators and staffers on university campuses has increased so rapidly in recent years that often there is simply not enough work to keep all of them busy. I have spent time in university administrative suites and in the corridors of public agencies. In both settings I am always struck by the fact that so many well-paid individuals have so little to do. To fill their time, administrators engage in a number of make-work activities. They attend meetings and conferences, they organize and attend administrative and staff retreats, and they participate in the strategic planning processes that have become commonplace on many campuses. While these activities are time consuming, their actual contribution to the core research and teaching missions of the university is questionable. Little would be lost if all pending administrative retreats and conferences, as well as four of every five staff meetings (these could be selected at random), were canceled tomorrow. And, as to the ubiquitous campus planning exercises, as we shall see below, the planning process functions mainly to enhance the power of senior managers. The actual plans produced after the investment of thousands of hours of staff time are usually filed away and quickly forgotten. There is, to be sure, one realm in which administrators as-a-class have proven extraordinarily adept. This is the general domain of fund-raising. College and university administrators have built a massive fund-raising apparatus that, every year, collects hundreds of millions of dollars in gifts and bequests mainly, though not exclusively, from alumni whose sense of nostalgia or obligation make them easy marks for fund-raisers’ finely-honed tactics. Even during the depths of the recession in 2009, schools were able to raise money. On the one hand, the donors who give selflessly to their schools deserve to be commended for their beneficence. At the same time, it should still be noted that, as is so often the case in the not-for-profit world, university administrators appropriate much of this money to support—what else?— more administration.
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Serban, Andreea M., and Gregory A. Malone. "Implementing Relational Database Systems." In Cases on Information Technology Series, 104–24. IGI Global, 2006. http://dx.doi.org/10.4018/978-1-59904-399-9.ch006.

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Traditionally, administrative computing has been the main, or often only, unit in a campus developing and maintaining the basic operating systems of an institution (McKinney et al., 1987). Information resources have been confined to an infrastructure, such as a mainframe computer or minicomputers, which processes registration, financial aid, and other services (Van Dusen, 1997). The advent of increasingly sophisticated software and hardware tools has challenged the centralization of the control and manipulation of information resources. Crow and Rariden (1993) describe an ideal information resource management model as follows: Powerful software tools are available that can essentially eliminate the technical expertise necessary to process either university-wide data or off-campus research databases. … Students, faculty, and administrators will be able to ask and answer their own data-related questions from their desks without the assistance or intervention of a computer center’s staff. (p. 467) To date, no institution has achieved this ideal (Van Dusen, 1997). However, colleges and universities are making progress toward it. This chapter describes the experiences of two institutions, University of Redlands and Cabrillo College, as they implement similar relational database systems. It describes the effects of the implementation process on the institutional administrative cultures, and the implications for information resource management.
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Vat, Kam Hou. "Measuring Student Learning Responsibly." In Advances in Data Mining and Database Management, 230–59. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-4078-8.ch011.

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This chapter investigates an ethical mechanism of organizational measurement for student learning that is based on the learning analytics gathered from various learning-related activities over an extended period of time. In the context of today’s Web 2.0, such learning analytics are often collected from an electronic learning environment, such as a Web-based course management system (CMS), providing various tools of interest in scaffolding student learning: blogs, wikis, online forums, RSS, and many other innovative resources to facilitate learning online. This mechanism, intended to be ethically sound, could be considered as an instance of an accountability system typically installed in institutions of higher education and/or secondary schools, serving to gather evidence of student learning in a virtual learning environment involving electronic presence from both teachers and students in the context of learning development. It is understood that today’s university as a higher education institution (HEI) must put in place such an accountability system to measure student college experience, as her sustained commitment to continuous improvement in the quality of student learning; yet, without the context of data analysis, the transformation of any existing accountability infrastructure in support of assessment for student learning could hardly be innovated effectively, especially regarding the productivity and coordination of its staff, both academic and administrative. The question is how innovatively a HEI could establish such an accountability system to measure and assess student learning responsibly by collecting, analyzing, and interpreting student learning analytics designed into their various learning activities.
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Keller, Morton, and Phyllis Keller. "Governing the Affluent University." In Making Harvard Modern. Oxford University Press, 2001. http://dx.doi.org/10.1093/oso/9780195144574.003.0015.

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When Conant left the presidency in 1953, Harvard was still under the sway of its traditional soft-shoe, old boy administrative style. Pusey felt no great obligation to modernize governance. To the end of his presidential days, he relied on an almost ostentatiously small staff. When he came to work each morning, he opened his own mail. Here as elsewhere, older folkways stubbornly endured. Pusey’s closest associates in the 1950s were two very different breeds of cat. One was personal assistant William Bentinck-Smith ’37, an affable, cool-minded former journalist with a facile pen (something the president lacked). Bentinck-Smith was Pusey’s amanuensis and a close adviser on a variety of alumni and policy matters, very much as Calvert Smith had been for Conant in the 1940s. “I worked for him for eighteen extraordinary years, in a relationship of mutual trust and intimacy,” Bentinck-Smith recalled. Pusey’s (improbable) other close confidant was Faculty of Arts and Sciences dean McGeorge Bundy. If Pusey was as much a product of middle America as a Harvard president was likely to be, Bundy was as close to an aristocrat as America was likely to produce. He was a scion of the Boston Lowells, self-confident enough to have gone not to Harvard but to Yale. Rumor had it that the Corporation put pressure on Pusey to make Bundy dean of the Faculty of Arts and Sciences. Fellow Roger Lee told the president-elect in the summer of 1953: “only if a first-rate administrator is available and thoroughly briefed before the opening of college will you yourself be free to deal with the many policy questions which will naturally arise with a change in the presidency.” Pusey himself says that he was attracted by an acerbic Bundy review of William Buckley’s assault on the liberal university, God and Man at Yale. Only thirty-four when he became dean in 1953, associate professor of Government Bundy soon showed those who didn’t know it already that he had as sharp a mind as anybody in the University. A consummate meritocrat, he handled his faculty with effortless ease, and for the most part they loved it.
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Conference papers on the topic "Administrative Staff College of Nigeria"

1

Xing, Baoliang, Feng Xu, and Jing Zhao. "Notice of Retraction: Problems on College Administrative Staff Performance Appraisal and Its Countermeasures." In 2009 International Conference on Education Technology and Training (ETT 2009). IEEE, 2009. http://dx.doi.org/10.1109/ett.2009.88.

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Lustani, Samosir,. "Factors Affecting Work Motivation (Empirical Study on Administrative Staff of Tarutung State College of Christian)." In Proceedings of the 1st International Conference of Global Education and Society Science, ICOGESS 2019,14 March, Medan, North Sumatera, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.14-3-2019.2292018.

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Edem, Michael, Okechukwu Nwankwo, Jennifer Muku, Fatima Usman, and Chidi Ike. "Reducing Accidents Through the Implementation of the Minimum Industry Safety Training for Downstream Operations Mistdo in the Nigerian Oil and Gas Industry." In SPE Nigeria Annual International Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/207085-ms.

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Abstract The Department of Petroleum Resources (DPR), the Petroleum Regulatory agency of the Nigerian oil and gas industry is mandated by law to investigate accidents in the industry. Data obtained from the oil and gas accident database from the Department of Petroleum Resources shows that accidents in the downstream sector contribute about 70%, when compared to the upstream sector. One of the reoccurring root causes from investigations point to administrative barrier failure – which is a lack of training and re-training of staff in the downstream sector on workplace safety. Against this background, the DPR introduced the Minimum Industry Safety Training for Downstream Operations (MISTDO) as part of the Safety Audit Clearance policy launched to drive safety in the downstream sector. MISTDO is a basic safety training which must be undertaken by all personnel working in the downstream sector of the Nigerian oil and gas industry. This paper reviews the recorded accidents that have occurred in the downstream sector between 2014 – 2019; examines the MISTDO courses for the various workers in downstream facilities; analyses the MISTDO tripartite model (Training provider, Operator and DPR) adopted; the effects of implementation of MISTDO and concludes with the value additions of the MISTDO program to the industry.
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Reports on the topic "Administrative Staff College of Nigeria"

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Research Department - Central Bank - General - Bankers' Administrative Staff College - Kirribilli Staff Training College Papers - 1952 - 1966. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16279.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - Kirribilli Staff Training College Correspondence and Memoranda - 1950 - 1970. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16277.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 2 - Constructive Administration - 1955. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16171.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 2 - Constructive Administration - 1954. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16247.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 2 - Constructive Administration - 1958. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16268.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 2 - Constructive Administration - 1956. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16193.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 4 - Advanced Banking Problems - 1958. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16257.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - BASC Correspondence and Memoranda - 1955 - 1971. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16274.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 2 - The Australian Economy - 1954. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16226.

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Research Department - Central Bank - General - Bankers' Administrative Staff College - File 5 - Advanced Banking Problems - 1956. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_2006/16183.

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