Theory Of Human Relations Research Articles

The impact of employee satisfaction on company's labour investment efficiency

This study examines the impact of employee satisfaction on company's labour investment efficiency (CLIE) using a sample of 2,333 company-year observations associated with 302 companies listed in the UK between 2008 and 2020. Arguments based on human relations theory suggest that satisfied employees are likely to be motived to exert greater efforts and exhibit lower turnover, thereby reducing employer's exposure to labour market frictions. In contrast, agency theory argues that satisfied employees may become entrenched and thus harm organisational outcomes, including CLIE. We measure satisfaction with employers across our sample companies using 164,341 employees' ratings posted on Glassdoor UK. We observe a positive impact of employee satisfaction on CLIE, demonstrating the validity of underlying human relations theory for the present business context characterised by labour shortages. We also find the positive impact of employee satisfaction on CLIE to be stronger for companies with higher labour intensity, more reliance on skilled labour, and more competitive industry environments. Our study contributes to research investigating the determinants of efficient investment in workforce. We also demonstrate the informational value of employee' online reviews for understanding a company's performance, particularly in assessing the efficiency of its employment decisions.

The Influence of Organiztional Communication Culture and Organizational Communication Climate on Professional Performance and Work Motivation of Teachers at MA Ura El-Mumtaz Education Foundation in Binjai City

Communication within an organization plays a crucial role in determining the professionalism and work motivation of teachers. This study aims to examine the impact of organizational communication culture and organizational communication climate on the professional performance and work motivation of teachers at Maura El-Mumtaz Education Foundation. Using a quantitative approach, this research involved 36 teachers as respondents, selected through a total santpling method. Data were collected through a structured questionnaire designed to measure four main variables: organizational communication culture, organizational communication climate, professional performance, and work motivation. Data analysis was conducted using multiple linear regression techniques to determine the extent to which organizational communication culture and climate influence teachers' professional performance and work motivation. This study supports the Transitional Theory, which posits thatpositive changes in organizational communication culture and climate can enhance performance and work motivation. Additionally, the findings reinforce the Human Relations Theory, which emphasizes the importance of social interaction and effective communication in improvingjob satisfaction and productivity. The results of the study indicate that organizational communication culture has a positive and significant influence on teachers' professional performance

Administrative Management, Internal Control and Organizational Culture in a Public Hospital Institution in San Juan de Lurigancho, 2023

Introduction: In the 2023 study, we sought to determine the relationship between administrative management (GA), internal control, and organizational culture in the health staff of a public hospital in San Juan de Lurigancho. It was theoretically grounded in the Theory of Human Relations and the theory of organizations as social systems. Methods: A non-experimental basic research study was carried out with a quantitative approach, using a cross-sectional correlational descriptive design. The sample included 278 healthcare workers from a population of 1000, to whom surveys validated by expert judgement were applied. Results: It was found that 61.2% of the staff perceived a regular level in GA, while 30.9% considered it efficient and 7.9% inefficient. Regarding internal control, 57.9% perceived a medium level, followed by 34.9% who considered it high and 7.2% low. Regarding organizational culture, 59.0% perceived it at a medium level, 34.5% considered it high and 6.5% low. Conclusions: It was concluded that administrative management is influenced by several factors, and the importance of maintaining a solid administrative planning, based on the mission and vision of the organization, as well as promoting transparent processes for institutional growth, was highlighted.

The Sociology of Managerial Communication in the Era of Artificial Intelligence

Managerial communication has undergone concurrent evolution with organizational theories, starting from the twentieth century. Technological progress, evidenced by the emergence of computers and the expansion of networks, has diversified communication methods in the digital era. Subsequent research has focused on sociological theories such as the classical management theory by Fayol and Weber, the Human Relations Theory, and McGregor's X and Y theory. Currently, Artificial Intelligence (AI) fundamentally alters managerial communication, bringing increased efficiency, predictive analytics, and automation. A study at MASPEX Romania highlights the positive impact of AI on reporting and collaboration processes. However, ethical dilemmas arise, including those related to privacy and social impact, necessitating regulation and heightened attention. The objective of this study is to investigate the impact and implications of Artificial Intelligence in the context of managerial communication in organizations.

Komunikasi Interpersonal Dan Budaya Kerja Dalam Meningkatkan Hubungan Dengan Pegawai Di Klinik Pelangi Bunda Medika

Internal communication can be understood as the foundation and building blocks of an organizational culture. The existence of an organizational culture that is firmly adhered to by employees will greatly support the process of achieving the company's main goals (Agustini & Purnaningsih, 2018). This research was conducted using a qualitative approach, which is descriptive in nature and Human Relations Theory. The data collection method was carried out using in-depth interviews and observation methods. (Isniyunisyafna, & Isfiantie S, 2020). For employees, the role of effective internal communication in improving good and sustainable relationships is very important. Because good internal communication can strengthen social relationships, increase collaboration, solve problems, develop leadership skills.This research explores the urgency of internal communication in building a strong organizational culture, strengthening social relationships, and improving company performance. Carried out using a qualitative approach and Human Relations Theory, with in-depth interview and observation methods.The importance of internal communication in building a strong organizational culture and supporting the achievement of company goals. The role of internal communications in improving social relationships, collaboration, and leadership skills. A qualitative approach and Human Relations Theory are used to understand the role of internal communication in organizational culture. Data collection methods through in-depth interviews and observation.Analyze the urgency and role of internal communication in building a strong organizational culture. Investigate the impact of internal communications on social relationships, collaboration, and leadership skills. Enrich understanding of the importance of internal communication in the context of organizational culture. Provides insight into effective internal communication practices in improving company performance. Provides a framework for the development of more effective internal communications strategies.

Recreational Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya

Employee welfare practices in organizations, which involve offering various recreational programs in the workplace, are crucial for enhancing motivation and increasing performance among staff members. Therefore, the primary aim of this research was to determine the relationship between recreational activities and employee performance in Kenya while also considering the moderating influence of top management commitment on employee performance. The study utilized a cross-sectional survey approach that incorporated both qualitative and quantitative methods. The research population consisted of 14,323 NGO employees in Nairobi County, Kenya, with 403 participants, including top managers, middle-level managers, and lower-level managers. The selection of respondents was done through stratified, simple random, and purposive sampling techniques. Primary data were collected through questionnaires, while secondary data were obtained from peer-reviewed books, articles, and journals. The study was grounded in relevant theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and Human Relations Theory. A pilot study was conducted to ensure the reliability and validity of the research tools. Data analysis was carried out using the Statistical Packages for Social Sciences, version 25, with inferential and descriptive statistics, including frequencies, means, correlations, and multiple linear regression. The findings of the study were presented through pie charts, graphs, and tables. The results indicated a positive and significant relationship between recreational practices like staff parties, team building, and sports events and employee performance. Moreover, it was found that top management's communication, policy development, and budget allocation significantly moderated the relationship between recreational practices and employee performance. Additionally, a linear relationship was observed between the independent and dependent variables. In conclusion, the study emphasized the importance of recreational practices in enhancing employee performance, especially when supported by top management commitment.

The Islamic foundation of the theory of human relations and its educational applications

هدف البحث الحالي إلى تأصيل نظرية العلاقات الإنسانية ومبادئها وفقاً لارتباطها بالقرآن الكريم والسنة النبوية ومقاصد الشريعة الإسلامية، والتعرف على أبرز تطبيقاتها في الميدان التربوي، واستخدم الباحث المنهج الاستقرائي، والمنهج الاستنباطي، وتوصل البحث إلى نتائج من أبرزها: أن القرآن الكريم والسنة النبوية الشريفة تُعد معيناً لا ينضب، وخير مرجع لقيم ومبادئ الإدارة الحديثة بمختلف مجالاتها، وأن تراث الامة الإسلامية حافل بالشواهد التي تدلّ على عظمة الدين الإسلامي وتنظيمه للحياة البشرية في تعاملاتها وخططها وأهدافها وغاياتها، وأن الفكر الإداري الإسلامي كان له الفضل والسبق في ترسيخ مبادئ العلاقات الإنسانية، وترسيخ أبعاد ومضامين النظريات الإدارية الحديثة بمختلف اتجاهاتها وأهدافها، وأن مبادئ نظرية العلاقات الإنسانية الحديثة انطلقت من نتائج العلوم السلوكية ومن تأملات وأفكار الفلاسفة أو نظريات غير ثابته، بينما مبادئ العلاقات الإنسانية في الفكر الإسلامي مستمدة من القرآن الكريم والسنة النبوية المطهّرة والتي تُعد أصلاً ثابتاً وصالح لكل زمان ومكان، وخرج البحث بعدد من التوصيات من أبرزها: زيادة العناية والاهتمام بالقرآن الكريم والسنة النبوية المطهّرة وما تحويه من أصول شرعية ثابتة تعتبر منهج حياة متكاملاً وصالحاً لكل زمان وكان، والعناية بتأصيل النظريات الإدارية الحديثة في ضوء أسس ومبادئ الفكر الإسلامي، و المحافظة على الإرث الإسلامي والاعتزاز والافتخار به، و الاعتزاز بإسهامات علماء المسلمين في تأسيس العلوم بمختلف أنواعها والنهوض بها قديماً وحديثاً.

Healthcare Practices and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Employee welfare practices, such as health care practices, play a crucial role in employee performance. Therefore, this study aimed to determine the relationship between health care practices and employee performance in non-governmental organizations in Nairobi County, Kenya: moderating effect of top management commitment on the relationship. Both qualitative and quantitative methods were utilized in a cross-sectional survey involving 403 respondents, including top managers, middle-level managers, and lower-level managers selected through purposive, stratified, and simple random sampling procedures from a target population of 14,323 NGO employees in Nairobi County, Kenya. Questionnaires were used as primary data sources, while secondary data were gathered from reviewed journals, books, and articles. The study incorporated relevant theories such as Herzberg's two-factor theory, the Human Relations Theory, and Maslow's hierarchy of needs. A pilot study was conducted to ensure the validity and reliability of the tools used. Data analysis was performed using Version 25 of the Statistical Packages for Social Sciences software, employing frequencies, means, correlations, and multiple linear regression. Inferential and descriptive statistics were utilized as diagnostic tests, and the findings were presented using pie charts, graphs, and tables. The study revealed a positive and significant relationship between healthcare practices and employee performance when moderated by the top management commitment in NGOs in Nairobi County, Kenya, emphasizing the importance of top management support in enhancing employee health practices and performance within the organization. For collective mental programming, the non-governmental organizations (NGOs) in Kenya should develop staff health care policies. In order to decrease personal work stress and improve counselling facilities, frequency, and resources, it is necessary to increase employee access to healthcare practices. Access to counsellor outreach services and expert support can be acquired by forming relationships with colleges or institutions of counselling and psychology.

The Master of Business Administration (MBA) Advantage for Police Chiefs: A Case for Studying Business for Law Enforcement Leadership

Historically, two advanced degrees — the Master of Criminal Justice (MCJ) and the Master of Public Administration (MPA) — have been considered the preferred choices for those seeking the highest ranks of law enforcement leadership. However, in recent years, characterized by rapid social change, technological progress, and growing public attention, the role of the police chief has evolved into a multifaceted leadership position that goes far beyond the traditional responsibilities of law enforcement. It covers a broader set of duties related to leadership and management communications in police units, organizational effectiveness, strategic management, administration, and control, effective financial resources and budgeting management, communications and accountability in local communities, and ethical decision-making to overcome the multifaceted challenges of modern police activity. The article argues that the degree of Master of Business Administration (MBA), known for its adaptability and versatility, can become a powerful alternative to MCJ and MPA today, as it provides police leaders with a more universal educational base, a comprehensive set of business skills and specialized knowledge, becomes more extensive, practical and an actual form of education of capable and adaptive police management personnel, allows to best prepare them for dynamic changes and transformation of job roles. The article critically examines to what extent and when solving which tasks the heads of police departments need knowledge and skills according to the traditional attributes of an MBA: in the field of financial management, strategic planning, leadership, and human resources management, effective and crisis communication, negotiation, interaction with the public, business ethics. The specifics of the application of the main attributes of those theories that are traditionally studied within the MBA program for the role of heads of police departments are analyzed: the theory of servant leadership, the theory of situational leadership, the theory of managerial economics, PESTEL analysis, and the theory of human relations. As a conceptual inquiry, this article lays the groundwork for continued research in this area to explore the MBA and its content courses as a useful tool for developing the skills and abilities of law enforcement leaders.

Principals’ Provision of Professional Development Strategies on Teacher Productivity in Public Secondary Schools in Machakos County, Kenya

There has been a worldwide concern on human relation strategies that are applied in schools by the principals to enable healthy teacher productivity. This research aimed at examining the influence of principals’ professional development strategies on teacher productivity in public secondary schools in Machakos County, Kenya. The study was guided by the human relations theory and the theory of educational productivity. The study adopted mixed methodology and the descriptive correlational designs with concurrent triangulation model. The target population was 4,369, consisting of 4,312 teachers, 291 principals, 18 Sub-County education officers and 10 Teachers’ Service Commission (TSC) officers. The sample size was 490 participants which comprised of 433 teachers and 29 principals that were randomly sampled, 18 Sub-County directors of education and 10 TSC officers who were purposively sampled. Questionnaires were used for teachers and principals. Interview schedules were used for SCDEs and TSC officers. The content validity was established through judgment by educational management experts. Reliability was established using the split-half method. A reliability index of r≥0.75 was obtained using Cronbach Alpha Method, indicating high internal reliability. Data triangulation through multiple analyses ascertained credibility, whereas dependability was established by detailed reporting of each data collection process. Quantitative data was analysed using descriptive statistics such as frequencies, percentages, tables and inferentially using linear regression with the help of Statistical Package for Social Sciences (Version 24). Qualitative data was analysed thematically and presented in narrative forms and verbatim citations. The findings established that principals were not significantly using professional development among the schools and thus, affecting teacher productivity in schools in Machakos County. It was recommended that stakeholders in education work together with the schools to improve on professional development in the schools so as to improve teacher productivity

Financial Support and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

Employee performance is key to the success of organizations in the competitive world. Employee welfare practices, such as employee financial support, must be put in place to improve employee performance, whether in public or private organizations. The main objective of this study was to determine the relationship between employee financial support and employee performance, as well as the moderating effect of the top management commitment in non-governmental organizations in Nairobi County, Kenya. The study used a cross-sectional survey research design. The target population was all the 14,323 employees in NGOs in Nairobi County, Kenya. The sample population was 391 who were stratified as top managers, middle-level managers, and Lower level managers. The sample was selected through the use of purposive, stratified, and simple random sampling procedures. While interviews and questionnaires were used as primary data sources, secondary data was obtained from reviewed journals, books, and articles. The study made use of relevant theories on the subject, including Human Relations Theory, Herzberg's two-factor theory, and Abraham Maslow's theory of the hierarchy of needs. To determine the validity and reliability of the tools, a pilot study was conducted. Version 25 of the Statistical Packages for Social Sciences software was used for data analysis. Frequencies, means, correlations, and multiple linear regression were employed in the analysis, along with inferential and descriptive statistics as diagnostic tests for the tools. Pie charts, graphs, and tables were used to present the study's findings. The research found that there exists a positive and significant relationship between employee financial support and employee performance when moderated by the top management commitment in non-governmental organizations in Nairobi County, Kenya. The research determined that, due to its importance in boosting morale and overall employee performance, the NGOs’ top management should put employee financial support policies in place, factor the financial support in their budget and plans, and enhance communication with the employees. The study recommended further research in other counties using similar variables.

Application of Management Theory and Practices in Home for the Aged in Cebu City

This research investigates the application of management theories and practices in homes for the aged in Cebu City, Philippines, with a unique focus on respondents displaying an exceptionally high level of knowledge in management theories and practical expertise. with a specific focus on participative decision-making, Theory X and Theory Y application, transformational leadership, human relations theory, and administrative management and employing the Likert Scale method Through a comprehensive survey, we gathered responses indicating not only a profound understanding of management theories but also a consistent implementation of these theories in the day-to-day operations of care facilities. Notably, the majority of respondents expressed a high level of satisfaction with the application of management theories, especially in addressing the challenges specific to homes for the aged.

Employee Pension Services and Employee Performance in Non-Governmental Organizations (NGOs) in Kenya: Moderating Effect of Top Management Commitment

An organization's employee welfare policies, including employee pension services, are critical and essential to promote employee engagement or increase productivity. As a result, the main objectives of this study were to determine the relationship between employee pension services and employee performance and the influence of top management commitment in non-governmental organizations in Nairobi County, Kenya. The study included a cross-sectional survey approach, including combined qualitative and quantitative methods. The study's target population consisted of 14,323 NGO employees in Nairobi County, Kenya, and 391 respondents, top managers, middle-level managers, and lower managers, were chosen through the use of stratified, simple random, and purposive sampling techniques. While surveys and interviews served as the primary data sources, secondary data came from peer-reviewed books, articles, and journals. The study drew on pertinent theories on the subject, such as Abraham Maslow's theory of the hierarchy of needs, Herzberg's two-factor theory, and Human relations theory. A pilot research was carried out to establish the tools' reliability and validity. The Statistical Packages for Social Sciences, version 25, was used to analyse the data. Inferential and descriptive statistics were used in the analysis as diagnostic tests for the tools, along with frequencies, means, correlations, and multiple linear regression. The results of the investigation were presented using pie charts, graphs, and tables. In non-governmental organizations in Nairobi County, Kenya, the study found a positive and substantial relationship between employee pension services and employee performance. According to the study's findings, managers should assess the pension services initiatives already in place in their organizations, reinforce them, and develop and put into place regulations that support employee engagement and productivity.

도구적 관계 사회에 대한 드라마 <나의 해방일지>의 성찰

This paper focuses on the three Yeom siblings, who are the main characters in My Haebang Ilji, who represent their 20s and 30s, and show the difficulty of establishing personal relationships by being hurt and frustrated in their relationships with others. The failure to establish relationships in My Haebang Ilji reminds us of the problematic reality that young people in Korean society are currently experiencing. Accordingly, this paper explores the causes of impersonal and instrumental relationships reproduced in My Haebang Ilji, analyzes the instrumentalization patterns centered on the characters, and examines the characters' reactions and ways of overcoming them. To this end, we examined how the main characters of My Haebang Iljil are objectified as tools or means, through the way objectification is realized based on the relational theory of Martin Buber, a philosopher of human relations theory. Next, we examined the main characters' reactions to the instrumental relationship society and how each of them changes in their own way.
 The instrumental relationships shown in My Haebang Ilji can be seen to be derived from the negativity of reality, such as individualism, centralism, poor bonds of unstable irregular workers, and performanceism and materialism of the younger generation who have internalized infinite competition under the neoliberal economic system. In this instrumental relational society, the three siblings are hurt and frustrated, but they find their own true way of relating to each other, and show the possibility of liberation from non-subjective objectification. In the drama My Haebang Ilji, it was also shown that true relationship can begin when we face each other not as a thing, but as an I-you, that is, a person and a person. In the course of this study, we were able to see that the ontological concern about 'what is human existence' is ultimately replaced by the relationship between the characters in My Haebang Ilji and leads to an opportunity for dramatic reflection. Above all, the search for the spiritual values that we need to recover and a better place in life through dramatic imagination can be evaluated as providing an opportunity for reflection through television dramas.

Ensuring organizational conflict resolution through human relations in the banking sector

Increasing uncertainty and complexity in the operating environment of organizations provide fertile ground for the beginning of conflict in the workplace. This study was conducted to examine the effect of human relations in resolving conflicts in an organization using deposit money banks in Delta State as a case study. The study, anchored on the human relations theory, adopted the survey research design hence data were collected through the use of questionnaires as research instruments. The findings of the study indicate that human resources management style, employee job description, and alternative dispute resolution strategies all have positive effects on organizational conflict resolution in surveyed deposit money banks in Nigeria. The study therefore concludes that positive human relations is important in resolving conflicts in an organisation and recommends amongst others the need for management to adopt the use of alternative dispute resolution strategies to avoid the attendant costs and manhour lost inherent in litigations.

Human Relations and Organizational Conflict Resolution; A Study of Manufacturing Firms in Nigeria

Increasing uncertainty and complexity in the operating environment of organizations provide fertile ground for the beginning of conflict in the workplace. This study was conducted to examine the effect of human relations in resolving conflicts in an organisation using manufacturing firms in Delta State as a case study. The study, anchored on the human relations theory, adopted the survey research design hence data were collected through the use of questionnaires as research instrument. Findings of the study indicate that human resources management style, employee’s job description and alternative dispute resolution strategies all have positive effect in organizational conflict resolution in surveyed manufacturing firms in Nigeria. The study therefore concludes that positive human relation is important in resolving conflicts in an organistion and recommends amongst others the need for management to adopt the use of alternative dispute resolution strategies to avoid the attendant costs and manhour lost inherent in litigations

The Concept of Tri Hita Karana in Kakawin Siwaratrikalpa as a Means to Interpret Life

Old Javanese literature, especially Kakawin Siwaratrikalpa, has an essential role among the Hindu community in Bali, not only because of its captivating story elements but also because it is essential for human life as it contains artistic values, religious values, moral teachings (ethics), manners, character education, philosophy, law, and morals. Tri Hita Karana is a concept of balancing the relationship between humans and God, humans and others, and humans and their natural environment to achieve prosperity and harmony in life in the world. Human life has undergone significant changes due to the changing times. The demands of modern life have brought human behavior to problems that need attention. The advancement of science and technology has caused a shift in social values, which has led humans to promiscuity, moral decline, the conflict between religious communities, lifestyle changes, environmental degradation, exploitation of natural resources, and even environmental destruction. This research is qualitative descriptive research by applying the concept of Tri Hita Karana. The source of the data is scientific, meaning that apart from observing texts, researchers are trying to observe and understand empirical phenomena directly in people's lives. The theory used is the theory of Human Relations. The results of the discussion prove that the three parts of the Tri Hita Karana concept are always related and cannot be separated. Humans, as the main actors in life, must continue to seek and strive for a safe, peaceful, and happy life.

Difference between Classical & Human Relations Theory of Public Administration with Reference to the Impact of Foundational Political Theories

In this journal, a sincere attempt is being made by the author and co-author to highlight the similarities and some of the common characteristics of political theories like positivism–post-positivism, modernism–post-modernism, materialism–post-materialism as well as liberalism–conservatism, etc. with administrative theories like classical theory and human relations theory of public administration. Here the aim and objective of writing this journal are to put a question on readers’ minds to look into the matter of how political theories have a significant impact on the thinking process of administrative thinkers. Being a student of politics, we must be aware of a thinker’s mindset and understanding of political phenomena which makes things better and easier in giving conceptual clarity as well as many readers as milestones to guide a scholar in future research. When we read the core subjects of political science, we must have holistic thinking rather than only understanding a particular theory in a given period. This journal is designed briefly to avoid reader boredom and as per reader’s convenience to make readers believe that reading it is worthy for them. However, despite covering various points this journal as earlier discussed is just like a stepping stone to those students and scholars who try to think holistically on this topic.

Структура и социально-психологические особенности личной эффективности руководителей

The article considers the socio-psychological features of the personal effectiveness of the leader. The key role of the leader and the increase in the importance of this role in connection with the complication of living conditions are determined, as a result of which the requirements for the personality of the leader change. In this regard, the issues of personal effectiveness acquire both theoretical and practical significance. The theoretical review, compiled on the basis of a study of the works of domestic and foreign researchers, presents structural, theoretical-methodological, classification approaches, and also identifies directions for assessing the effectiveness of managers. The criteria for evaluating personal effectiveness are outlined within the framework of the mechanistic approach, the theory of human relations, the theory of hierarchical systems, competence and resource approaches. From the analysis of scientific literature, it is concluded that there is a difference in determining the personal effectiveness of different categories of employees. In the course of the study, the structure of the manager's personal effectiveness was determined (physiological, personal, socio-psychological, operational and meta levels were identified), its features were identified among managers of different levels of management and management experience, the relationship between the components of the efficiency structure was determined, with the identification of key characteristics that made up basis for the typology of leaders. The typology of managers was developed on the basis of cluster analysis. Four clusters were formed, the representatives of which do not differ in gender composition, management level, management experience and age. In each cluster, distinctive characteristics are defined for the considered and identified components of personal effectiveness. Based on the work done, key areas for improving the personal effectiveness of managers were formed: time management, goal-setting and self-presentation skills, highlighting key business tasks, and increasing the level of awareness of activities.

THE MEDIATING ROLE OF INCENTIVES IN THE RELATIONSHIP BETWEEN EMPLOYEE RELATIONSHIP AND PRODUCTIVITY OF POLYTECHNICS STAFF IN BAUCHI STATE:

This study examines the mediating role of incentive program on the relation between employee relationship and productivity of Bauchi State Polytechnics. We draw from human relations theory to justify the relationship. Copies of questionnaires were distributed to 360 polytechnic staff and 287 out of the retrieved were usable. The data collected was analysed using SMARTPLS 4.4.9. The findings established Employee relationship significantly influences productivity and an incentive mediates the relationship between employee relationship and productivity. This study results have some practical implications for managers and policy makers that are interested in getting the best out of the employees’ which will boost the employee motivation, commitment and productivity of their organizations