GPH-International Journal of Business Management

STATUS OF HOUSEKEEPING DEPARTMENT IN SELECTED HOTELS IN LEYTE

2026-01-09T12:04:38+00:00

This study assessed the status and challenges of housekeeping departments in selected hotels in Leyte, Philippines, as evaluated by their managers. Using a descriptive survey design, data were collected from 15 housekeeping managers regarding staff performance, tools and equipment, training and development, and recognition practices. Results indicate that the overall status of housekeeping departments was Highly Adequate (M = 3.54), with Housekeeping Staff scoring highest (M = 3.75) in teamwork, professionalism, safety awareness, and guest satisfaction. Tools and Equipment (M = 3.56) were generally sufficient and well-maintained, while Training and Development (M = 3.52) reflected adequate orientation, ethical training, and skill enhancement, although the use of Key Performance Indicators (KPIs) for performance monitoring was limited. Staff Recognition and Appreciation scored lowest (M = 3.35), highlighting the need for more structured incentive programs. Key challenges identified included maintaining operational efficiency, insufficient tools, high turnover, and limited management support. Statistical analysis revealed that respondent profiles, including age, civil status, and years of service, had no significant relationship with the assessed status of the departments, except for gender, which influenced perceptions of staff performance. The findings suggest that while housekeeping operations are generally effective, targeted improvements in performance monitoring, recognition systems, and management support could enhance staff motivation, service quality, and operational efficiency.

INFLUENCE OF TRAINING AND DEVELOPMENT ON EMPLOYEE’S PERFORMANCE AMONG ACADEMIC STAFF OF OSUN, STATE, UNIVERSITY, OSOGBO: MODERATING ROLE OF LEADERSHIP STYLE

2026-01-16T12:41:34+00:00

Most organizations are passing through the faces that endeared them to liquidity due to limited investment in human capital with implications on employee performance and productivity. In fact, literature revealed that the business world is experiencing systemic failures that have affected the job performance of the employees in workplaces (Etu-Menson, 2011). The study therefore, investigate the influence of training and development on employee job performance: moderating role of leadership style (transformational leadership, Transactional leadership), among academic staff in Osun State University, Osogbo, Osun State. The study employed a descriptive survey research design. The targeted population of the study comprises of 431 academic staff of Osun State University. The study made use of proportionate stratified sampling technique was used to select the respondents. Three research instrument, Training and Development Questionnaire (TDQ), the Employee’s job Performance Questionnaire (EJPQ) and Moderating Role of Leadership Style Questionnaire (MRLSQ), were validated, and there reliability was ascertained. Three research question were raised, and three hypotheses were formulated and analyzed with inferential statistics. The finding established that there was a significant combined contribution of training and development, relationship between Training and Development and leadership Style is statistically significant as P-value < 0.05, a very strong and positive relative contribution exist between training and development and leadership style. The study recommended that the employee training programmes need to be taken into consideration by given them opportunities to learn new ideas and skills, in other to have more productive outcomes. However, the study concluded that Osun state University Osogbo has invested in the training of its employees, however the management needs to look into the various training programmes which are yet to take into cognizance.

FACTORS INFLUENCING STUDENTS’ SPORTS PARTICIPATION HABITS: A CASE STUDY OF BADMINTON

2026-01-24T08:26:52+00:00

The study “Factors Influencing Students’ Sports Participation Habits – The Case of Badminton” aims to identify and analyze the extent to which various factors affect the formation and maintenance of badminton-playing habits among university students. Based on the Theory of Planned Behavior (TPB), the research examines the influence of three factors: Attitude toward badminton, Subjective norms, and Perceived behavioral control on badminton-playing habits. Using a mixed-method approach that combines qualitative and quantitative analysis, the findings reveal with 95% confidence that: Perceived behavioral control (PBC) has a significant impact of 0.737 on badminton-playing habits (BPH); while Subjective norms (SN) exert an influence of 0.151. The factor Attitude toward badminton (ATB) does not reach statistical significance to conclude its effect on the dependent variable “Badminton-playing habits” (BPH). Based on these results, the research team proposes several solutions to enhance students’ badminton-playing habits.

IMPACT OF ORGANISATIONAL JUSTICE ON EMPLOYEES’ BURNOUT AND WORKPLACE CYNICISM IN DHL INTERNATIONAL LTD IN SOUTH-WEST, NIGERIA

2026-02-01T08:56:48+00:00

The current research determined the pattern(s) of organizational justice (distributive, procedural and interactional) being practiced in DHL International LTD in South-West, Nigeria. This study determined the combined contribution of organizational justice (distributive, procedural and interactional) to employees’ burnout (emotional exhaustion, depersonalization and personal accomplishment); and ascertained the relative contribution of organizational justice (distributive, procedural and interactional) to workplace cynicism (cognitive, affective and behavioural); This study also examined the relationship between organizational justice (distributive, procedural and interactional) and employees’ burnout (emotional exhaustion, depersonalization and personal accomplishment);and determined the gender differences in the perception of employees’ burnout (emotional exhaustion, depersonalization and personal accomplishment) based on organizational justice (distributive, procedural and interactional).

The study relied on primary data gathered using standard questionnaire that were self-administered to 212; The stratified sampling method was used to select respondents to reflect the strata of DHL Office in different states namely Lagos, Ekiti, Ogun, Ondo, Osun and Oyo and gender (male and female). Both primary and secondary methods of data collection were used to gather information on the research; Descriptive statistics were used to analyze the data gathered in the study. The demographic information of the respondents was analyzed using descriptive statistics. While the hypothesis were tested using inferential statistics such as regression analysis, Pearson Product Moment Correlation, T-Test, and Chi-Square Analysis at the 0.05 level of significance.

The results revealed that there was a significant combined contribution of organizational justice (distributive, procedural and interactional) to employees’ burnout (emotional exhaustion, depersonalization and personal accomplishment) at (R) value of .895; this indicates strong positive interaction; Furthermore, it also concluded that, there is significant combined contribution of organizational justice (distributive, procedural and interactional) to workplace cynicism (cognitive, affective and behavioural) at (R) value of .635;The study summarizes that organizational justice negatively impact organizational cynicism, where organizational cynicism may reduce if organizational justice is high. The research therefore confirms that organizational justice is one of the most important factors that may overcome organizational cynicism. The empirical results indicated that employees perceive procedural-interactional justice as good practice and is more effective when all their concerns are heard before final decisions are made and employees are allowed to challenge or appeal job decisions made by their supervisors. The study provided useful and practical guidelines to organisations as to ensure effective strategising and management of organisational justice that could enhance their local and global competitiveness and long-term survival.

EFFECTS OF LOWER CALL RATES ON CUSTOMER LOYALTY OF THE GLOBAL SYSTEM OF MOBILE COMMUNICATION IN THE SOUTH EASTERN STATES – NIGERIA; A case of Mobile Telephone Network (MTN)

2026-02-01T10:13:38+00:00

The main objective of the study was to investigate the effects of lower call rates on customer loyalty of the Global system of mobile communication in the south Eastern States of Nigeria, but specifically, the objectives was to determine the relationship existing between MTN TruTalk, MTN XtraPro, MTN mPulse and MTN Xtraspecial Postpaid/Prepaid on customer loyalty of the Global system of the mobile communication. The study was a survey research design. The population of the study consisted of the subscribers of MTN network provider in the South Eastern States of Nigeria. The sample size for the study was 400. The questionnaire used for the study was designed in 5 likert scale and was administered to the respondents through face to face contact. Out of the 400 questionnaires, 351 questionnaires were properly filled and returned. The hypotheses were tested using the Spearman Product Moment Correlation Coefficient (SPMCC) statistical tool. This was facilitated through the use of statistical package for social sciences (SPSS) version 20. The findings of the study revealed that high level significant relationship existed between MTN TruTalk, MTN XtraPro, MTN Xtraspecial Postpaid/Prepaid on customer loyalty of the Global system of mobile communication. This implied that subscribers will stay with the network provider as long as the network provider has the ability to satisfy subscribers’ various needs and meet customer requirements. The study recommended that the network provider should continue to use the various sub-variables of the independent variable in this study to attract subscribers who uses price to make choice in service delivery. They should make their pricing strategies known to the subscribers for repeat purchase. They should also, regularly carryout research to identify when the needs of their subscribers changed and the different pricing strategies of other competitors to remain competitive in satisfying them.