Journal of Research Administration

Dr. Oruk Ohon Egbai; Akim Ogar Okang; Dr. Oham Sunday Bassey; Dr. Prince-Charles O Itu; Dr. Ochiche. Christopher Abua; Osibu, Daniel O.; James Effiong Edide; Ajom Simon. Kanong-Osowo; Edwin Onuaha PDF

Soil degradation remains a pressing challenge to agricultural productivity and food security in sub-Saharan Africa, particularly in Nigeria where rural farming communities depend heavily on land for livelihood. The study attempted an empirical assessment of farmers’ adoption of sustainable agricultural practices in the mitigation of soil degradation and restoring soil health in Ogoja Local Government Area (LGA), Cross River State, Nigeria.  A cross-sectional survey design was adopted, and 331 questionnaires were distributed and retrieved from respondents drawn from six (6) major farming communities: Mbube, Ekajuk, Ishibori, Igoli, Okuku, and Urban Ogoja. Key Informant Interviews (KII), and Focus Group Discussions (FGDs) were also used to elicit information from respondents. Descriptive and inferential statistics were used for the analyses; Chi-square was used to test the hypotheses. Findings revealed that the major causes of soil degradation in Ogoja include continuous cropping, bush burning, deforestation, and erosion, with community-specific variations depending on dominant crops such as yam in Mbube, rice in Ekajuk, cassava in Ishibori, maize in Okuku, and vegetables in Urban Ogoja. Sustainable agricultural practices adopted across the communities included crop rotation, organic manure application, mulching, drainage, and limited adoption of capital-intensive methods like terracing and contour farming. The study showed that although farmers demonstrated awareness of soil conservation, adoption levels varied due to financial constraints, inadequate extension support, and weak institutional frameworks. The study concludes that while sustainable agricultural practices significantly mitigate soil degradation and improves soil health in Ogoja, their full potential is yet to be realized due to systemic barriers. It recommends increased government support, strengthened farmer cooperatives, and community-based demonstration projects to promote large-scale adoption of sustainable practices.  

Dr. Oruk Ohon Egbai; Dr. Oham Sunday Bassey; Akim Ogar Okang; Dr. Prince-Charles O Itu; Udousoro Idorenyin; James Effiong Edide; Dr. Chinasa Uttah; Dr. Uquetan, Uquetan Ibor; Ajom Simon. Kanong-Osowo; Edwin Onuaha; Osibu, Daniel O. PDF

This study on the integration of smart city technologies in the monitoring and management of air pollution in Calabar metropolis was framed to address the infrastructural, financial, and technical requirements for real-time air pollution monitoring and assessing its influence on urban governance and environmental sustainability. A mixed-methods research approach was employed, integrating both qualitative and quantitative techniques. Data were collected through structured questionnaires administered to 300 respondents, with findings analyzed using multiple regression analysis. The result showed that key infrastructural requirements for effective air quality monitoring involved IoT-enabled sensors (21.7%), high-speed internet connectivity (15.7%), smart data platforms (18.3%), and a reliable power supply (24.3%). Financial barriers such as high initial investment costs (23.0%) and operational expenses (25.0%) were identified as significant challenges. In terms of impact, real-time data provision for traffic and zoning regulations (23.7%) and guiding green infrastructure planning (21.0%) were notable contributions. The statistical analysis revealed a strong positive correlation (R = 0.812, R² = 0.659), with urban planning (β = 0.447, p = 0.000*), environmental policy enforcement (β = 0.362, p = 0.000*), and public health management (β = 0.527, p = 0.000*) that significantly influenced air quality outcomes. Based on these findings, it is recommended that government agencies and policymakers invest in smart monitoring infrastructure, secure sustainable funding sources, and strategically place sensors in pollution-prone areas. By integrating smart technologies, cities can improve air quality management, mitigate environmental hazards, and enhance public health outcomes.  

Muneerah Mohammed AL-Mutiri; Abeer Mohamed Zakaria; Asmaa Mostafa Abd Elghany PDF

Background: Transformational leadership inspires and empowers nurses, creating a supportive work environment that enhances motivation and engagement. Aim: This study evaluated the effect of a transformational leadership training program for head nurses on staff nurses’ work motivation and engagement at Zulfi General Hospital, Riyadh Region. Methods: A quasi-experimental one-group pretest–posttest design was conducted among 95 head nurses and 105 staff nurses using four instruments: the Transformational Leadership Knowledge Questionnaire, the Multifactor Leadership Questionnaire, the Work Motivation Questionnaire, and the Work Engagement Questionnaire. Results: Prior to the intervention, over half of the head nurses had low transformational leadership knowledge (55.8%) and low leadership levels (52.6%). Following the training, 92.6% achieved high knowledge levels, while transformational leadership scores improved significantly across all dimensions (P<0.001). Staff nurses also demonstrated substantial improvements. Low work motivation decreased from 67.6% at baseline to 16.2% post-training, while high motivation increased from 3.8% to 36.2%. Similarly, low work engagement declined from 52.4% to 3.8%, whereas high engagement increased from 7.6% to 69.5% after the intervention. Although engagement levels declined slightly at the three-month follow-up, more than half (53.3%) maintained high engagement, indicating sustained program effects. Significant positive correlations were consistently observed between work motivation and work engagement at pretest (r=0.302, P=0.002), posttest (r=0.261, P=0.007), and follow-up (r=0.273, P=0.005). Conclusion: The training program significantly enhanced transformational leadership knowledge and behaviors, as well as nurses’ work motivation and engagement. Positive relationships among these variables across all study phases highlight the importance of transformational leadership development as an effective strategy for fostering a motivated and engaged nursing workforce.  

Yousif Ghafel L Aldhaferri; Wafaa Fathi Sleem Eltahra El-Sayed Abo Habieb PDF

Background: Integrating green management into nursing practice can promote sustainable healthcare through waste reduction, efficient resource utilization, energy conservation, and environmentally responsible healthcare operations. In addition, organizational innovation is essential for improving healthcare quality, reducing errors, and enhancing organizational performance. Aim: This study aimed to determine the effect of a green management program for nurses on organizational innovation at Hafar Al-Batin Central Hospital, Saudi Arabia. Method: A quasi-experimental design with repeated measurements (before, immediate after, and three-month follow-up) was conducted among 100 nurses from different departments at Hafar Al-Batin Central Hospital. Data were collected using three tools: the Green Management Knowledge Questionnaire, Green Management Practices Questionnaire, and Siegel Scale of Support for Innovation. Results: The findings revealed significant improvements in nurses’ green management knowledge, practices, and perceptions of organizational innovation following the program's implementation. The proportion of nurses with high knowledge levels increased from 34.0% before training to 99.0% immediately after training and remained 92.0% after three months (χ²=138.271, p<0.0001). High-level green management practices increased from 17.0% before training to 60.0% immediately after training, then remained at 56.0% after three months. Furthermore, high perceptions of innovation support increased from 0% before training to 93.0% immediately after training and remained at 79.0% after three months (χ²=223.012, p<0.0001). Conclusion: The green management program was effective in improving nurses’ green management knowledge, practices, and perceptions of organizational innovation, with sustained improvements after three months at Hafar-Al-Batin Central Hospital. Recommendation: Healthcare organizations should implement continuous green management training programs and evaluate their impact on environmental outcomes, including healthcare waste reduction, energy conservation, and sustainable resource utilization.  

Mutar Awaid Aldhafeeeri, Hala Gabr Mahmoud, Asmaa Moustafa Abdel-Ghani PDF

Background: Authentic leadership is characterized by leaders who act consistently with their values and beliefs while fostering trust, empowerment, and psychological safety among employees. Such leadership creates a supportive work environment that promotes nurses’ innovative behavior and enhances work motivation. Aim: To determine the effect of an authentic leadership training program for head nurses on nurses’ innovative behavior and work motivation at Hafar Al-Batin Central Hospital, Saudi Arabia. Methods: A quasi-experimental design was conducted in all departments of Hafar Al-Batin Central Hospital. The study included 97 head nurses and 114 staff nurses. Data were collected using the Authentic Leadership Knowledge Questionnaire, Authentic Leadership Self-Assessment Questionnaire, Innovative Work Behavior Questionnaire, and Work Motivation Questionnaire. Results: The mean score of authentic leadership knowledge improved significantly from 11.39 ± 3.63 before the intervention to 14.34 ± 2.13 immediately after the program and 14.44 ± 2.02 at the three-month follow-up. Similarly, the mean authentic leadership perception score increased from 53.20 at baseline to 70.76 immediately post-intervention. Nurses’ innovative work behavior improved from 30.97 before the program to 39.25 immediately after the intervention, while work motivation increased from 42.39 to 65.32. These improvements were statistically significant across all program phases. Conclusion: The authentic leadership training program significantly improved head nurses’ authentic leadership knowledge and leadership practices, which were associated with enhanced nurses’ innovative work behavior and work motivation. Integrating authentic leadership training into nursing leadership development programs is recommended to foster innovation, motivation, and positive organizational outcomes in healthcare settings.