DISCIPLINARY MEASURES AND IMPACT ON EMPLOYEE PERFORMANCE: A FOCUS ON THE NATIONAL OPEN UNIVERSITY OF NIGERIA (NOUN)

This study investigates the impact of disciplinary measures on employee performance, with a focus on the National Open University of Nigeria (NOUN). Utilizing a descriptive research design, the study systematically explored the relationship between key disciplinary actions, written reprimand, job transfer, and staff suspension on or employee performance. The study population consisted of 558 staff members categorized into academic, senior non-academic, and junior non-academic roles, ensuring diverse representation. A sample size of 233 respondents was determined using Taro Yamane’s formula, maintaining a 95% confidence level and a 5% margin of error. Data were collected through structured questionnaires and interviews, and analyzed using multiple linear regression via IBM SPSS. Findings revealed a strong positive correlation between disciplinary measures and employee performance, with an R value of 0.956 and an R² of 0.914, indicating that 91.4% of the variation in performance was explained by the independent variables. The ANOVA results confirmed the statistical significance of the model (F = 793.158, p < 0.001). Among the measures, written reprimand had the most significant positive impact (? = 0.485), followed by job transfer (? = 0.313) and staff suspension (? = 0.187). The study concludes that disciplinary actions, particularly when applied constructively, enhance organizational performance. Recommendations include prioritizing written reprimands for corrective feedback, using job transfers strategically for skill alignment, and applying suspensions cautiously to avoid employee demoralization.

0 18 May, 2025

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