This work examined the impact of telecommuting on employees’ performance. The dynamic nature of the environment in which our organizations operate and customers need made this investigation very necessary. The objectives of the study were; to find out if arrangement that enables employee to work at home has a positive relationship with better quality of work and to ascertain whether an arrangement that allows employee to work at agreed location has significant relationship with speedy service delivery. To achieve the objectives, a survey research design was adopted. The techniques employed in analyzing the data were descriptive statistics and spearman rank correlation coefficient. The results indicated that the arrangement that enables employee to work at home has a weak and positive relationship with better quality of work. It was also found that arrangement that allows employee to work at agreed location has a significant relationship with speedy service delivery. Based on the findings, the researcher concluded that telecommuting has impact on employee performance. It was recommended that managers of telecommunication out-fits should continue with the arrangement that allows employees to work at agreed location since it was found to have significant relationship with speedy service delivery but also ensure that, there is a strong mechanism on ground to monitor the activities of the telecommuters.

This work focused on performance appraisal and employee commitment in Abia State Civil Service. The dynamic nature of employees' commitment to their Ministries made this investigation very necessary. The objectives of the study were; to find out whether objective evaluation of employee performance has a positive relationship with employee affective commitment, to ascertain whether subjective evaluation of employee performance has relationship with employee continuance commitment. To achieve this objective, a survey research design was adopted. The techniques employed in analyzing the data were descriptive statistics and Pearson Correlation Coefficient. The results indicated that objective evaluation of employee performance has positive relationship with employee affective commitment. It was also found that subjective evaluation of employee performance has a weak and in significant relationship with employee continuance commitment. The study concluded that objective evaluation of employee performance has a positive relationship with employee affective commitment and subjective evaluation of employee performance has a weak relationship with employee continuance commitment in Ministries of Education and Works Umuahia. It was recommended that Directors/managers of public sector should ensure that performance criteria are clearly spelt against which employees at any level of management is appraised to ensure objectivity in the assessment.

Objective - This article aims to examine the relationship between learning resources toward online learning experiences. This is an attempt to examine the impact of personal persistence, collaborative learning, and digital lecture skills on e-satisfaction as well as on learning engagement Methodology/Technique - This article has collected and analysed perceptual responses from 106 students of selected private universities in Nigeria. Data were collected with a purposive sampling approach. The data was calculated by using the Smart PLS application. The second-order construction was applied to the research model and hypothesizes testing. Findings – The results showed that learning engagement was strongly influenced by e-satisfaction and indirectly by collaborative learning. Collaborative learning is influenced by personal persistence directly and digital teaching skills Novelty - This article has found empirical facts of digital lecturing skills as an influential institutional resource that influences other resources – such as grit as a personal resource and collaborative learning as a social resource. Type of Paper: Empirical JEL Classification: M12, M15 Keywords: Engagement, Satisfaction, Digital Lecturing Skill Reference to this paper should be made as follows: Saputra, N; Onyemaechi, U; Sutanto, H. (2022). Synergizing Learning Resources and Online Experience: The Pivotal Role of Digital Lecturing Skill in Higher Education, J. Mgt. Mkt. Review, 7(2), 54 – 65. https://doi.org/10.35609/jmmr.2022.7.2(1)

Introduction Life ordinarily is lived in multiple but related domains such as work, family, recreation, religion and leisure. However, of these domains, work and life (family) are seen as the dominant and most active domains of an adult. As noted by Grywacz and Bass (2003), how work and family intersect in a person's life, or rather how they fit, have been reported to have important ramifications for individuals and families. In other words, giving more attention to one domain will affect the others and the effect may be positive leading to work-life facilitation or negative which manifests as work-life conflict. As a result, work-life conflict has in recent times become a source of concern to both management practitioners and scholars. Work Life Conflict (WLC) exists when time and energy demand to satisfy one role make it difficult to participate in others (Duxbury, and Higgins, 2001). Lockwood (2003) described WLC as push and pull between family and work responsibilities. Kahn, Wolfe, Quinn, Snoek & Rosenthal (1964), defined work family conflict as a form of inter-role conflict in which the role pressures from work and family domains are mutually incompatible in some respect. That is, participation in the work (family) role is made more difficult by virtue of participation in the family (work) role. A number of factors have been isolated as being responsible for the worsening problem of work-life conflict. Engram (2011) identified the following factors: Economic changes such as globalization, knowledge-based economy, deregulation and labour shortages, emerging employment relationships that include part-time and contingent workers, self-employed and subcontracting , restructuring of organizations which increases workload, flexibility, multitasking and tele-work, family and demographic changes which lead to dual earner and single-parent families, sandwich generation and aging workforce, social and institutional changes that cause de-institutionalization of health care, increased demand on families, difficulty to care for children and the elderly. Obviously, work-life conflict is inevitable in life. As a result, both workers and organizations make effort to either reduce it or eliminate it. The absence of conflict between work and family leads to work-life balance (WLB) that is the extent to which individuals are equally engaged in and equally satisfied with work and family roles. Greenhaus and Powell (2006) defined work-family balance as the degree to which an individual's effectiveness and satisfaction in the roles of work and family domains are well-matched with the individual's life priorities.

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