Performance Management System in Nigerian Higher Educational Institutions: Proffering a Double Mediation Model
DOI:
https://doi.org/10.25255/jss.2015.4.2.828.840Abstract
The most important upbeat facet for any organization in the present day regardless of motive, is Human Resource. This is conceivably so because, it is the starting place of achieving competitive plus. The management of this valuable resource in higher educational institutions (HEI’s) in Nigeria remains even more tasking and challenging than managing other material resources such as finance, technology and etc. To be able to effectively manage human resource, adequate, appropriate and sound human resource management practices need not to only be institutionalized but also interceded. This paper proffered a model that captures this relationship and ensures effective performance management system in Nigerian HEI’s.
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References
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Allen, D., Mahto, R., & Otondo, R. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction . Journal of Applied Psychology, 92(6) , 1696–1708.
Angadi, A.B., Naik, M.D.(2011).Impact of Employee’s Behavior and Culture on Organizations Productivity in Pharmaceutical Industries of Bangaluru. Science and Technology, 3(7) 55-57.
Ankili, R.E. (1999). Michael Porter’s Competitive Advantage and Business History. Ontario: University of Guelph.
Aurélie, G., & Fallery, B.(2010).e-Recruitment: From Transaction-Based Practices to Relationship-Based Approaches. Advanced Series in Management, 8, 143-158.
Bani-Hani, J.S., & AlHawary, F.A.(2009). The Impact of Core Competencies on Competitive Advantage: Strategic Challenge. International Bulletin of Business Administration, 6.
Barney, J. (1986). Strategic Factor Markets: Expectations, Luck and Business Strategy. Management Science, 32(10), 1231-1241.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management 17 , 91-120.
Berry, A., Broadbent, J., & Otley, D. (2005). Management Control: Theories, Issues and Performance,. Basingstoke, England: Palgrave Macmillan.
Bernthal, P., & Wellins, R. (2001). The Leadership Forecast: A benchmarking study. Pittsburgh, P.A.: Development Practices International.
Brewster, C. (2004). European Perspectives on Human Resource Management. Human Resource Management Review, 14 (4) , 365–382.
Broadbent, J., & Laughlin, R. (2003). Control and Legitimation in Government Accountability Processes: The Private Finance Initiative in the UK. Critical Perspectives on Accounting, 14, , 3-48
Brown, N. (2009). The implementation of succession planning in DOR. Colorado: Colorado Department of Revenue.
Çalişkan, E.N.(2010).The impact of Strategic Human Resource Management on organizational Performance. Journal of Naval Science and Engineering, 6, 2, 100-116.
Cascio, W. F. (2006). Managing Human Resources: productivity, Quality of Work Life, Profits (7th Edition). New York: McGraw-Hill companies, Inc.
Catano, V. M., Wiesner, W. H., Hackett, R. D., & Methot, L. L. (2009). Recruitment and Selection in Canada. New York: Cengage Learning Inc.
Choi, B., Poon, S.K., & Davis, J.G. (2008). Effects of Knowledge management strategy on organizational performance: A complimentarity theory based approach. OMEGA-The International Journal of Management Science, 36, 235-251.
Decramer, A., Christiaens, J., & Vanderstraeten, A. (2008). Implementation Dynamics of Performance Management in Higher Education. 21st EIASM Workshop on Strategic Human Resource Management. Ghent, Belgium: University College Ghent, Voskenslaan 270, 9000
Deephouse, D. (2000). Media reputation as a strategic source: An integration of mass communication and resource-based theories. Journal of Management, 26, 1091-1112.
Dess, G.G. & Shaw, J.D.(2001).Voluntary Turnover, Social Capital, and Organizational Performance. Academy of Management Journal, 26(3), 446–56.
Dyer, L.(1984).Linking human Resource to business strategy. Human resource planning, 7(2), 79-84
Dyer, L., & Holder, G.(1988). A Strategic Perspective of Human Resource Management. InLee Dyer (ed). Human Resource Management: Evolving Roles and Responsibilities Washington, DC: Bureau of National Affairs.
Dyer, L., & Kochan, T.(1994).Is There a New HRM? Contemporary Evidence and Future Directions. Conference of Managing Human Resources in the1990s and Beyond: Is the Workplace Being Transformed? Industrial Relations Centre, Queen's University, Kingston, Ontario.
Emma, P.(2011).An examination of e-HRM as a means to increase the value of the HR function. International Journal of Human Resource Management, 22, 5
Erdil, O. & Günsel, A.(2009).Relationships between Human Resource Management Practices, Business Strategy Fit and Firm Performance. Istanbul: Gebze Institute of Technology.
Fahy, J. (2000). The resource-based view of the firm: some stumbling-blocks on the road to understanding sustainable competitive advantage. Journal of European Industrial Training, 24 No. 2/3/4, 94-104
Fahy, J., & Smithee, A. (2000). Strategic Marketing and the Resource Based View of the Firm. Alloa: Alloa Metropolitian University.
Ferreira, A., & Otley, D. (2009). The design and use of performance management systems: An extended framework for analysis. Management Accounting Research, 20(4) , 263-82.
Friedmann, C.B., Holtbrügge, D., & Puck, J.F.(2008).HRM in Foreign Firms In India: A Resource-Based View. Nuremberg: Labour and Socio-Economic Research Centre.Prasad, L. (2005). Human Resource Management. New Delhi: Sultan Chand & Sons.
Hedum, K. (2010). Succession Planning: The critical challenge for Law enforcement ofr Developing Leadership Capital in the 21st Century . USA: University of Central Florida.
Hood, C., & Heald, D. (2006). Transparency: the key to better governance? Oxford: Oxford University Press.
Hoopes, D.G., Madsen, T.L. & Walker, G.(2003). Why is there a Resource-Based View? Toward a Theory of Competitive Heterogeneity. Strategic Management Journal 24(10), 889-902. DOI: 10.1002/smj.356
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38 , 635-672.
Katou, A. (2012). Investigating reverse causality between human resource management policies and organizational performance in small firms. Management Research Review, 35 (2) , 134 - 156.
Khan, R. A., Khan, F. A., & Khan, M. A. (2011). Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11, 7.
Khavul, S., Bruton, G.D., & Wood, E.(2009).Informal family business in Africa. Entrepreneurship Theory & Practice, 33, 1219-1238.
Kobozeva, A. (2007, December 10). New Employee Integration: A Basic Necessity. Retrieved February 19, 2012, from HR Solutions, Alinga Consulting Group: http://www. consult@acg.ru
King, A.W., & Zeithaml, C.P.(2001). Competence and firm performance: Examining the causal ambiguity paradox. Strategic Management Executive, 19, 2, 96-106
Lado, A. A., & Wilson, M. C.(1994). Human resource systems and sustained competitive advantage: A competency based perspective. Academy of Management Review, 19, 699–727.
Lau, C.M. & Ngo, H.Y.(2004).The HR system, organizational culture and product innovation. International Business Review, 13, 685-703
Lepak, D., Bartol, K.M. & Erhardt, N.L. (2005). A contingency framework for the delivery of HR practices. Human Resource Management Review, 15, 2, 139-159
Levitt, T. (1960). Marketing Myopia. Harvard Business Review, 38(4), 24-47.
Manu, J. S. (2004). Training and Development Techniques for Improving Organizational Performance for Ghanian Firms. United States: University of Wisconsin Stout Menomonie, WI 54751.
Marler, J. (2009). Making Human Resources strategic by going to the Net: reality or myth? . The international Journal of Human Resource Management, 20, (3) , 515-527.
McMahan, G. C., Virick, M., & Wright, P. M. (1999).Alternative theoretical perspective for strategic human resource management revisited: progress, problems, and prospects. In P. M. Wright, L. D. Dyer, J. W. Boudreau, & G. T. Milkovich (Eds.), Research in personnel and human resources management. Greenwich, CT: JAI Press, Inc.
Morris, S.S., Snell, S.A. & Wright, P.M. (2006).A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities. In: G.K. Stahl & I.Björkman (eds.): Handbook of Research in International Human Resource Management, Cheltenham– Northampton: Edward Elgar.
Naidu, S. K. (2008). Succession Planning and Management Practices Among Private Sector Firms in Malaysia. Malaysia: University of Malaya
Najib, M., & Kiminami,A. (2011).Innovation, cooperation and business performance. Journal of Agribusiness in Developing and Emerging Economies, 1(1), 75-96.
Newbert, S. L. (2008). Value, rareness, competitive advantage, and performance: A conceptual-level empirical investigation of the resource-based view of the firm. Strategic Management Journal, 29(7), 745–768.
Niazi, A. S. (2011). Training and Development Strategy and Its Role in Organizational Performance. Journal of Public Administration and Governance 1, 2 .
Offstein, E.H., Gynawali, D.R. & Cobb, A., T.(2005).A Strategic Human Resource Perspective of Firm Competitive Behavior. Human Resource Management Review, 305-318.
Okereke, C. I., & Daniel, A. (2010). Staff welfare and productivity in Patani local government council, Delta State Nigeria. Journal of Economics and International Finance, 2(12), 313-320.
Owusu-Acheaw, M. (2008). Staff Development and Employee Welfare Practices and their effect on Productivity in three Special Libraries in Ghana. Ghana: Koforidua Polytechnic.
Patrick M. Wright, P.M., Dunford, B. Snell, S.A. (2001). Human resources and the resource based view of the firm. Journal of Management, 27, 701–721.
Peretti, J.M. (2004). Ressources Humaines. Paris: Vuibert.
Peteraf, M. A. & Barney, J. B.(2003).Unraveling the resource-based tangle. Managerial and Decision Economics, 24(4), 309-323.
Pradhan, S.K. & Chaudhury, S.K. (2012).A survey on Employee Performance Management and its Implication to their Retention in OCL India Ltd. Asian Journal of Research in Social Science & Humanities, 2(4), 249-262
Powell, T. H., Thomas, H., & McGee, J. (2004). Dynamic knowledge creation. Guildford: University of Surrey.
Purcell, J. & Kinnie, N.(2007).HRM and business performance. In: P. Boxall, J. Purcell, & P. Wright (Eds.).The oxford handbook of human resource management. New York: Oxford University Press.
Ramayah, T., Sulaiman, M., Jantan, M.,Ng, F.C.(2004).organizational learning, Proprietary Technology and Manufacturing Performance: A Glimpse from the Malaysian Manufacturing Firms. International journal of innovation and incubation 1(1), 63-90
Ruel, H., Bondarouk, T., & Looise, J. ( 2004). E-ERM: Innnovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Review, 15(3), 364-380.
Schaufeli, W., Bakker, A., & Salanova, M. (2006). The Measurement of Work Engagement with a short questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66, 701-716.
Schaup, L.C, Carter, L., McBride, M.E.(2010). E-file adoption: a study of U.S. taxpayers’s intention. Comp. Hum. Beh. 26(4), 636 - 644.Schroeder, R.G. (2004). Operations management: Contemporary concepts and cases (2nd ed.). New York: McGraw-Hill/Irwin
Schuler, R.S., & Jackson, S.E.(1987). Linking competitive strategies with human resource management practices. The Aacademy of Management Executive, 7(3)207-219.
Shah, N., & Irani, Z. (2010).Examining employee attitudes and behaviors towards organizational change using supervisor and peer relations. Proceedings of the European and Mediterranean Conference on Information Systems, Abu Dhabi, UAE, 12-13 April 2010.
Stiles,P., & Kulvisaechana, S.(2009). Human capital and performance: A literature review. Cambridge: Judge Institute of Management, University of Cambridge.
Teece, D.J., Pisano, G. & Shuen, A (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18 (7), 509-33.
Thang, N. N., & Buyens, D. (2008). Training, organizational strategy, and firm performance. the 2008 Economics & International Business Research Conference. Miami, U.S.: The Business Review.
Venkatesh, V. (2000). Determinants of perceived ease of use: integrating control, intrinsic Motivation, and Emotion into the Technology Acceptance Model. Info. Syst. Res. 11(4), 342–365.
Ward, A. (2005). Wither Performance Management? Brighton: IES Research Networks
Wiklund, J., & Shepherd, D.(2003).Knowledge-based Resources, Entrepreneurial Orientation and the Performance of Small and Medium-sized Businesses. Strategic Management Journal, 24, 1307-1314.
Zhu, K. & Kraemer, K. L.(2002).e-Commerce Metrics for Net-Enhanced Organizations: Assessing the Value of e-Commerce to Firm Performance in the Manufacturing Sector. Information Systems Research, 13(3), 275-295.
Akrani, G. (2009, December 27). Human Resource Management and Development. Retrieved March 16, 2011, from Kalyan City Life: HYPERLINK "http://www.kalyan-city.blog.com
Allen, D., Mahto, R., & Otondo, R. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a web site on applicant attraction . Journal of Applied Psychology, 92(6) , 1696–1708.
Angadi, A.B., Naik, M.D.(2011).Impact of Employee’s Behavior and Culture on Organizations Productivity in Pharmaceutical Industries of Bangaluru. Science and Technology, 3(7) 55-57.
Ankili, R.E. (1999). Michael Porter’s Competitive Advantage and Business History. Ontario: University of Guelph.
Aurélie, G., & Fallery, B.(2010).e-Recruitment: From Transaction-Based Practices to Relationship-Based Approaches. Advanced Series in Management, 8, 143-158.
Bani-Hani, J.S., & AlHawary, F.A.(2009). The Impact of Core Competencies on Competitive Advantage: Strategic Challenge. International Bulletin of Business Administration, 6.
Barney, J. (1986). Strategic Factor Markets: Expectations, Luck and Business Strategy. Management Science, 32(10), 1231-1241.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management 17 , 91-120.
Berry, A., Broadbent, J., & Otley, D. (2005). Management Control: Theories, Issues and Performance,. Basingstoke, England: Palgrave Macmillan.
Bernthal, P., & Wellins, R. (2001). The Leadership Forecast: A benchmarking study. Pittsburgh, P.A.: Development Practices International.
Brewster, C. (2004). European Perspectives on Human Resource Management. Human Resource Management Review, 14 (4) , 365–382.
Broadbent, J., & Laughlin, R. (2003). Control and Legitimation in Government Accountability Processes: The Private Finance Initiative in the UK. Critical Perspectives on Accounting, 14, , 3-48
Brown, N. (2009). The implementation of succession planning in DOR. Colorado: Colorado Department of Revenue.
Çalişkan, E.N.(2010).The impact of Strategic Human Resource Management on organizational Performance. Journal of Naval Science and Engineering, 6, 2, 100-116.
Cascio, W. F. (2006). Managing Human Resources: productivity, Quality of Work Life, Profits (7th Edition). New York: McGraw-Hill companies, Inc.
Catano, V. M., Wiesner, W. H., Hackett, R. D., & Methot, L. L. (2009). Recruitment and Selection in Canada. New York: Cengage Learning Inc.
Choi, B., Poon, S.K., & Davis, J.G. (2008). Effects of Knowledge management strategy on organizational performance: A complimentarity theory based approach. OMEGA-The International Journal of Management Science, 36, 235-251.
Decramer, A., Christiaens, J., & Vanderstraeten, A. (2008). Implementation Dynamics of Performance Management in Higher Education. 21st EIASM Workshop on Strategic Human Resource Management. Ghent, Belgium: University College Ghent, Voskenslaan 270, 9000
Deephouse, D. (2000). Media reputation as a strategic source: An integration of mass communication and resource-based theories. Journal of Management, 26, 1091-1112.
Dess, G.G. & Shaw, J.D.(2001).Voluntary Turnover, Social Capital, and Organizational Performance. Academy of Management Journal, 26(3), 446–56.
Dyer, L.(1984).Linking human Resource to business strategy. Human resource planning, 7(2), 79-84
Dyer, L., & Holder, G.(1988). A Strategic Perspective of Human Resource Management. InLee Dyer (ed). Human Resource Management: Evolving Roles and Responsibilities Washington, DC: Bureau of National Affairs.
Dyer, L., & Kochan, T.(1994).Is There a New HRM? Contemporary Evidence and Future Directions. Conference of Managing Human Resources in the1990s and Beyond: Is the Workplace Being Transformed? Industrial Relations Centre, Queen's University, Kingston, Ontario.
Emma, P.(2011).An examination of e-HRM as a means to increase the value of the HR function. International Journal of Human Resource Management, 22, 5
Erdil, O. & Günsel, A.(2009).Relationships between Human Resource Management Practices, Business Strategy Fit and Firm Performance. Istanbul: Gebze Institute of Technology.
Fahy, J. (2000). The resource-based view of the firm: some stumbling-blocks on the road to understanding sustainable competitive advantage. Journal of European Industrial Training, 24 No. 2/3/4, 94-104
Fahy, J., & Smithee, A. (2000). Strategic Marketing and the Resource Based View of the Firm. Alloa: Alloa Metropolitian University.
Ferreira, A., & Otley, D. (2009). The design and use of performance management systems: An extended framework for analysis. Management Accounting Research, 20(4) , 263-82.
Friedmann, C.B., Holtbrügge, D., & Puck, J.F.(2008).HRM in Foreign Firms In India: A Resource-Based View. Nuremberg: Labour and Socio-Economic Research Centre.Prasad, L. (2005). Human Resource Management. New Delhi: Sultan Chand & Sons.
Hedum, K. (2010). Succession Planning: The critical challenge for Law enforcement ofr Developing Leadership Capital in the 21st Century . USA: University of Central Florida.
Hood, C., & Heald, D. (2006). Transparency: the key to better governance? Oxford: Oxford University Press.
Hoopes, D.G., Madsen, T.L. & Walker, G.(2003). Why is there a Resource-Based View? Toward a Theory of Competitive Heterogeneity. Strategic Management Journal 24(10), 889-902. DOI: 10.1002/smj.356
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38 , 635-672.
Katou, A. (2012). Investigating reverse causality between human resource management policies and organizational performance in small firms. Management Research Review, 35 (2) , 134 - 156.
Khan, R. A., Khan, F. A., & Khan, M. A. (2011). Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11, 7.
Khavul, S., Bruton, G.D., & Wood, E.(2009).Informal family business in Africa. Entrepreneurship Theory & Practice, 33, 1219-1238.
Kobozeva, A. (2007, December 10). New Employee Integration: A Basic Necessity. Retrieved February 19, 2012, from HR Solutions, Alinga Consulting Group: http://www. consult@acg.ru
King, A.W., & Zeithaml, C.P.(2001). Competence and firm performance: Examining the causal ambiguity paradox. Strategic Management Executive, 19, 2, 96-106
Lado, A. A., & Wilson, M. C.(1994). Human resource systems and sustained competitive advantage: A competency based perspective. Academy of Management Review, 19, 699–727.
Lau, C.M. & Ngo, H.Y.(2004).The HR system, organizational culture and product innovation. International Business Review, 13, 685-703
Lepak, D., Bartol, K.M. & Erhardt, N.L. (2005). A contingency framework for the delivery of HR practices. Human Resource Management Review, 15, 2, 139-159
Levitt, T. (1960). Marketing Myopia. Harvard Business Review, 38(4), 24-47.
Manu, J. S. (2004). Training and Development Techniques for Improving Organizational Performance for Ghanian Firms. United States: University of Wisconsin Stout Menomonie, WI 54751.
Marler, J. (2009). Making Human Resources strategic by going to the Net: reality or myth? . The international Journal of Human Resource Management, 20, (3) , 515-527.
McMahan, G. C., Virick, M., & Wright, P. M. (1999).Alternative theoretical perspective for strategic human resource management revisited: progress, problems, and prospects. In P. M. Wright, L. D. Dyer, J. W. Boudreau, & G. T. Milkovich (Eds.), Research in personnel and human resources management. Greenwich, CT: JAI Press, Inc.
Morris, S.S., Snell, S.A. & Wright, P.M. (2006).A Resource-Based View of International Human Resources: Toward a Framework of Integrative and Creative Capabilities. In: G.K. Stahl & I.Björkman (eds.): Handbook of Research in International Human Resource Management, Cheltenham– Northampton: Edward Elgar.
Naidu, S. K. (2008). Succession Planning and Management Practices Among Private Sector Firms in Malaysia. Malaysia: University of Malaya
Najib, M., & Kiminami,A. (2011).Innovation, cooperation and business performance. Journal of Agribusiness in Developing and Emerging Economies, 1(1), 75-96.
Newbert, S. L. (2008). Value, rareness, competitive advantage, and performance: A conceptual-level empirical investigation of the resource-based view of the firm. Strategic Management Journal, 29(7), 745–768.
Niazi, A. S. (2011). Training and Development Strategy and Its Role in Organizational Performance. Journal of Public Administration and Governance 1, 2 .
Offstein, E.H., Gynawali, D.R. & Cobb, A., T.(2005).A Strategic Human Resource Perspective of Firm Competitive Behavior. Human Resource Management Review, 305-318.
Okereke, C. I., & Daniel, A. (2010). Staff welfare and productivity in Patani local government council, Delta State Nigeria. Journal of Economics and International Finance, 2(12), 313-320.
Owusu-Acheaw, M. (2008). Staff Development and Employee Welfare Practices and their effect on Productivity in three Special Libraries in Ghana. Ghana: Koforidua Polytechnic.
Patrick M. Wright, P.M., Dunford, B. Snell, S.A. (2001). Human resources and the resource based view of the firm. Journal of Management, 27, 701–721.
Peretti, J.M. (2004). Ressources Humaines. Paris: Vuibert.
Peteraf, M. A. & Barney, J. B.(2003).Unraveling the resource-based tangle. Managerial and Decision Economics, 24(4), 309-323.
Pradhan, S.K. & Chaudhury, S.K. (2012).A survey on Employee Performance Management and its Implication to their Retention in OCL India Ltd. Asian Journal of Research in Social Science & Humanities, 2(4), 249-262
Powell, T. H., Thomas, H., & McGee, J. (2004). Dynamic knowledge creation. Guildford: University of Surrey.
Purcell, J. & Kinnie, N.(2007).HRM and business performance. In: P. Boxall, J. Purcell, & P. Wright (Eds.).The oxford handbook of human resource management. New York: Oxford University Press.
Ramayah, T., Sulaiman, M., Jantan, M.,Ng, F.C.(2004).organizational learning, Proprietary Technology and Manufacturing Performance: A Glimpse from the Malaysian Manufacturing Firms. International journal of innovation and incubation 1(1), 63-90
Ruel, H., Bondarouk, T., & Looise, J. ( 2004). E-ERM: Innnovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Review, 15(3), 364-380.
Schaufeli, W., Bakker, A., & Salanova, M. (2006). The Measurement of Work Engagement with a short questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66, 701-716.
Schaup, L.C, Carter, L., McBride, M.E.(2010). E-file adoption: a study of U.S. taxpayers’s intention. Comp. Hum. Beh. 26(4), 636 - 644.Schroeder, R.G. (2004). Operations management: Contemporary concepts and cases (2nd ed.). New York: McGraw-Hill/Irwin
Schuler, R.S., & Jackson, S.E.(1987). Linking competitive strategies with human resource management practices. The Aacademy of Management Executive, 7(3)207-219.
Shah, N., & Irani, Z. (2010).Examining employee attitudes and behaviors towards organizational change using supervisor and peer relations. Proceedings of the European and Mediterranean Conference on Information Systems, Abu Dhabi, UAE, 12-13 April 2010.
Stiles,P., & Kulvisaechana, S.(2009). Human capital and performance: A literature review. Cambridge: Judge Institute of Management, University of Cambridge.
Teece, D.J., Pisano, G. & Shuen, A (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18 (7), 509-33.
Thang, N. N., & Buyens, D. (2008). Training, organizational strategy, and firm performance. the 2008 Economics & International Business Research Conference. Miami, U.S.: The Business Review.
Venkatesh, V. (2000). Determinants of perceived ease of use: integrating control, intrinsic Motivation, and Emotion into the Technology Acceptance Model. Info. Syst. Res. 11(4), 342–365.
Ward, A. (2005). Wither Performance Management? Brighton: IES Research Networks
Wiklund, J., & Shepherd, D.(2003).Knowledge-based Resources, Entrepreneurial Orientation and the Performance of Small and Medium-sized Businesses. Strategic Management Journal, 24, 1307-1314.
Zhu, K. & Kraemer, K. L.(2002).e-Commerce Metrics for Net-Enhanced Organizations: Assessing the Value of e-Commerce to Firm Performance in the Manufacturing Sector. Information Systems Research, 13(3), 275-295.
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Published
2015-04-01
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Allumi, N. A. (2015). Performance Management System in Nigerian Higher Educational Institutions: Proffering a Double Mediation Model. Journal of Social Sciences (COES&Amp;RJ-JSS), 4(2), 828–840. https://doi.org/10.25255/jss.2015.4.2.828.840
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