Commerce and Management
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Item Workplace Diversity and Organisational Performance in Selected Distilleries Firms in Southwest, Nigeria(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2023) Olanipekun, L. O.; Oderinde, M. A.; Sokefun, E. A.The increasing effect orchestrated by the advent of globalisation has necessitated more forms of interactions from individuals from different background, culture, and sexual orientations. On a broader term, corporate organisations globally now prioritises being more culturally diverse, and high level of multiculturalism in their workforces. This is due to the distinction reflected herein as compared to what was in vogue during the traditional era of work. In this regard, an investigation from the nigerian perspective become necessary; therefore, this study analysed workplace diversity from the paradigm of organisational performance using selected distilleries firms in ogun state, which is one of the long-standing commercial hubs in nigeria. The theories, which underpinned this study, were similarity/attraction theory and social identity theory. The study population was seven hundred and forty-two personnel from five (5) selected firms and a sampling frame of two hundred and forty-nine (249) employees was drawn using the multistage sampling approach. It was revealed in the findings that cultural diversity has an effect on adaptive performance (r2=0.931<0.5) and age diversity significantly share a nexus with task performance (r2 = 0.812, < 0.05). The study concluded that the practicing diversity is a catalyst for enhancing a strong relationship among employees within an organization. As it affords them become more proactive and improve their creativity and skills. Thus, study recommended that management of distilleries firms in south-western nigeria should develop structures that are supportive in the facilitation of managing diversity through the engagement of melting pot pattern.Item IMPACT OF PERCEIVED MANAGERIAL COACHING BEHAVIOR ON EMPLOYEES' JOB PERFORMANCE WITH THE MEDIATING EFFECT OF JOB SATISFACTION OF STAFF EMPLOYEES AT ABC COMPANY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Fernando, B. E. I.; Devadas, U.M.Employee performance is a core factor that determines the competitiveness of an organization. Identifying the key factors that influence performance can be very beneficial. Therefore, the aim of this study was to examine the impact of managerial coaching behavior on job performance with the mediating effect of job satisfaction of staff employees in the ABC Cable manufacturing company in Sri Lanka. Accordingly, this study achieved six research objectives; to assess the level of perceived managerial coaching behavior; to assess the level of job performance; to assess the level of job satisfaction; to assess the relationship between managerial coaching behavior and job performance; to assess the impact of managerial coaching behavior on employee job performance; and finally, to assess the mediating effect of job satisfaction on the relationship between managerial coaching behavior and job performance. This study followed the post positivistic research paradigm and considered all the staff employees of the ABC Company as the population. The sample was selected using simple random sampling techniques. Data was collected using a self-reported questionnaire from 136 staff employees of ABC Company. Correlation analysis, regression analysis, and the Sobel test were used to test hypotheses. The results of the survey revealed that managerial coaching behaviors have a significant effect on job performance. The researcher concluded that there is a strong positive correlation between managerial coaching behavior and job performance and that managerial coaching behaviors have a significant positive effect on job performance. Furthermore, it was concluded that job satisfaction partially mediates the relationship between managerial coaching behavior and job performance. It was further concluded that managerial coaching practices in the company are at a low level, and as a result, employee performance and job satisfaction are at a low level. These research findings guided the researcher to recommend that awareness programs and continuous training should be organized to update and improve managers' knowledge and skills regarding coaching and to implement a coaching-based performance management system in the organization.