Journal of Reproducible Research

Effects of Monetary and Non –Monetary Factors on Employee Retention in the Nigerian Private Universities

2025-04-24T18:50:25+00:00

This study examines the determinants of employee retention within Nigerian private universities, with a particular focus on the roles of monetary and non-monetary incentives. The research delves into how salary structures, benefits packages, recognition and awards, professional development opportunities and work environment influence staff retention. A quantitative approach was adopted, analyzing survey responses from various faculty members across a selection of Nigerian private universities. The findings suggested that factors like salary structure, benefits package and opportunities for professional development have a more influential role in employee retention, compared to work environment or recognition and rewards. The study contributes to theoretical frameworks by applying Herzberg’s Two-Factor Theory offering insights into the nuanced effects of retention strategies. The practical implications suggest that Nigerian private universities should implement comprehensive HR strategies that go beyond financial rewards to include supportive work environments and recognition systems to improve retention. These findings serve as a guide for policy formulation and the development of retention programs in the higher education sector.

Employee Empowerment and Innovative Behavior: Analyzing the Role of Emotional Intelligence and Organizational Culture as Catalysts for High-Performance Work Systems

2025-06-29T07:56:36+00:00

This study investigates the relationship between employee empowerment and innovative behavior within the context of high-performance work systems (HPWS), with particular emphasis on the moderating and mediating roles of emotional intelligence and organizational culture. Drawing on the Ability–Motivation–Opportunity (AMO) framework and Social Exchange Theory (SET), the research examines how psychological and cultural dimensions interact with empowerment practices to foster innovation among employees in a public-sector setting. A quantitative, cross-sectional survey design was employed, collecting data from 216 employees in the Civil Registry Authority in Tripoli, Libya. Structural equation modeling (SEM) and moderation/mediation analyses were conducted to test hypothesized relationships. Findings reveal that employee empowerment significantly predicts innovative behavior, while emotional intelligence emerges as a powerful mediator and moderator in this relationship. Organizational culture further enhances the impact of empowerment on innovation when characterized by openness, support, and adaptability. The study contributes to the literature by contextualizing empowerment-driven innovation within resource-constrained public institutions and by integrating emotional and cultural constructs into the operational model of HPWS. Implications for managerial practice and organizational policy are discussed, emphasizing the importance of aligning HR strategies with psychological capabilities and cultural conditions to sustain innovation

Critical Success Factors of Smart Factory Adoption Among Malaysian Electrical and Electronics SMEs

2025-07-08T07:38:28+00:00

The Fourth Industrial Revolution (Industry 4.0) has led to the emergence of smart factories that integrate cyber-physical systems, IoT, AI, and big data to enhance production efficiency and flexibility. However, the adoption of smart factory technologies remains uneven, especially among small and medium enterprises (SMEs) in developing economies. This study investigates the critical success factors (CSFs) that influence the successful adoption of smart factory initiatives among Malaysian Electrical and Electronics (E&E) SMEs. Using a mixed-methods approach, data were collected through a structured survey of 150 SMEs and in-depth interviews with 10 industry experts. The results reveal that top management commitment, technological readiness, workforce competency, government support, and financial capacity are significant predictors of adoption success. The findings offer practical recommendations for policymakers and business leaders aiming to accelerate Industry 4.0 transformation in the Malaysian SME sector