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The aim of this research is to examine the effects of total quality management on the performance of public universities in Nigeria. University education serves as a means of producing individuals who possess the academic and mental capability, which is expected to help in the production of high-level manpower to the various sectors of the economy. To answer the research questions, one hypothesis is formulated: (a) there is a significant relationship between total quality management and performance of public universities in Nigeria. Data were collected by means of self-administration of a questionnaire completed by academic leaders randomly selected. The questionnaires developed from the prior research were used to measure the total quality management, while performance measurement was based on subjective evaluation involving self-reported measures. The findings revealed that significant relationship exists between total quality management and performance of public universities in Nigeria. The finding of this study would be of relevance to policymakers, such the National Universities Commission (NUC) being the regulator of university education in Nigeria.University Vice Chancellors as administrators can benefit from the study’s outcome. The Tertiary Education Trust Fund (TETFUND) is also a beneficiary of the study finding as it will guide them in resource allocation across the universities. The study recommends that future studies should be conducted on other variables that can predict university performance.

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Employee Remuneration is an interesting topic in the field of human resource management to be researched. This study aims to determine the effect of remuneration on job satisfaction among library staff of Bayero University Kano, Nigeria through quantitative research technique. The population taken was 171 employees with a sample size of 119 employees, through simple random sampling technique. Data analysis technique employed was spearman correlation. The results indicate a positive relationship between remuneration and job satisfaction in nature with the goodness of fit measured at .0642. Additionally, job satisfaction has a significant effect on employee salary and recognition, nevertheless allowance and feedback were not found to be significant.

Given the lowering of trade barriers among nations, the internet revolution, and a resultant increase in the bargaining power of consumers, coupled with the economic impact of COVID-19 pandemic, firms are increasingly forced to make use of a high performing workforce. It is to raise the quality of their products and/or services as global competition for the consumer’s money severely punishes inefficiencies. As a result of this, it has become imperative for organizational researchers to determine the important antecedents of employee task performance. Hence, the purpose of this study is to examine the relationship between the domain-based self-efficacy and employee task performance. Drawing on the Social Cognitive Theory, we propose that there is a relationship between these two variables, and that the relationship is moderated by emotional intelligence, with the view of shedding light on the inconsistent nature of the results from previous studies. Through the descriptive survey research design, the multi-stage sampling technique was applied in eliciting data from a total of 342 employees of the Nigerian banking industry who are employed in the customer services sector. From the simple moderation analysis conducted after utilizing the Process macro, results indicate that there is a positive and significant relationship between domain-based self-efficacy and task performance. However, emotional intelligence moderates this relationship in such a way that the positive relationship between self-efficacy and task performance was weaker among subjects who reported a higher level of emotional intelligence. In the light of these findings, it was recommended for managers particularly in the banking industry to set up intervention strategies that have the potentials of promoting a desirable level of domain-based self-efficacy among their employees while also ensuring that an optimal mix of emotional intelligence both within and across components is promoted with the view of achieving a desirable moderating impact of this relationship.