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The study’s goal was to look at the relationship between employee productivity and mentoring in Nigerian federal universities, with a particular emphasis on the moderating role that a mentor’s attributes play in federal universities in the country’s South-South area. For the investigation, a quantitative approach using a descriptive survey was used. A measuring instrument in the form of a questionnaire was created and administered to a sample of 1920 participants in the designated Federal Universities. To collect data for the study, copies of the questionnaire measuring instrument were easily given to staff members of the Federal Universities involved. Utilising exploratory factor analysis (FFA), the measuring instrument’s components were validated. The structural link between mentorship components and employee productivity was estimated using the Structural Equation Model (SEM). The findings demonstrated the strong favourable impact of supervisory mentorship on the provision of high-quality services. Employee productivity is significantly improved by career development coaching. Employee commitment is significantly improved by peer review coaching. The traits of a mentor have a strong positive moderating influence on the link between employee productivity and mentoring, and role models have a large favourable impact on work satisfaction. Based on the results, the management of Nigerian universities was advised to make sure that there was adequate supervisory mentoring in place. This would allow them to monitor staff actions and provide guidance to improve the quality of services provided by the schools. It was also suggested that, to improve staff productivity and career growth, university administration in Nigeria implement sufficient mentorship initiatives in every department. Furthermore, it was suggested that senior and more experienced staff members at Nigerian universities serve as role models for newer and younger staff members, encouraging them to imitate their work habits and attitudes in order to boost output and job satisfaction in the organisations.

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Mentoring and Employee Productivity in Federal Universities in Nigeria: An Examination of the Moderating Effect of Mentor’s Qualities

  • 章节

  • 发表日期：

    2025年

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  • Tanvir Mahmoud Hussein,
  • Chris U. A. Ukaidi,
  • Anumolu Goparaju,
  • Hammed Musiliu Kola,
  • Ukaidi Evelyn Ugonna,
  • Mugume Tom,
  • Mulegi Tom

摘要

The study’s goal was to look at the relationship between employee productivity and mentoring in Nigerian federal universities, with a particular emphasis on the moderating role that a mentor’s attributes play in federal universities in the country’s South-South area. For the investigation, a quantitative approach using a descriptive survey was used. A measuring instrument in the form of a questionnaire was created and administered to a sample of 1920 participants in the designated Federal Universities. To collect data for the study, copies of the questionnaire measuring instrument were easily given to staff members of the Federal Universities involved. Utilising exploratory factor analysis (FFA), the measuring instrument’s components were validated. The structural link between mentorship components and employee productivity was estimated using the Structural Equation Model (SEM). The findings demonstrated the strong favourable impact of supervisory mentorship on the provision of high-quality services. Employee productivity is significantly improved by career development coaching. Employee commitment is significantly improved by peer review coaching. The traits of a mentor have a strong positive moderating influence on the link between employee productivity and mentoring, and role models have a large favourable impact on work satisfaction. Based on the results, the management of Nigerian universities was advised to make sure that there was adequate supervisory mentoring in place. This would allow them to monitor staff actions and provide guidance to improve the quality of services provided by the schools. It was also suggested that, to improve staff productivity and career growth, university administration in Nigeria implement sufficient mentorship initiatives in every department. Furthermore, it was suggested that senior and more experienced staff members at Nigerian universities serve as role models for newer and younger staff members, encouraging them to imitate their work habits and attitudes in order to boost output and job satisfaction in the organisations.