Human-Centric Leadership and Employee Outcomes: Task Autonomy and Perceived Career Advancement Among Central Stores Employees at Nnamdi Azikiwe University, Awka, Nigeria
DOI:
https://doi.org/10.19166/ff.v6i2.11387Trefwoorden:
Human-Centric Leadership, Growth-Mindset Orientation, Employee Guidance, Task Autonomy, Perceived Career Advancement, Higher Education, NigeriaSamenvatting
This study examined the relationship between growth mindset orientation, employee guidance, task autonomy, and perceived career advancement among employees of the Central Stores at Nnamdi Azikiwe University, Awka, Nigeria. The study adopted quantitative cross-sectional survey design. From a population of 159 employees, the study selected 112 respondents using the Krejcie-Morgan procedure and analysed 109 valid questionnaires. The researchers collected data using a structured 24-item questionnaire. Experts validated the instrument, and a pilot test produced Cronbach’s alpha of 0.891, indicating good reliability. Data was analysed using Pearson correlation and simple linear regression in SPSS version 25. The results showed a strong positive relationship between growth mindset orientation and task autonomy (r = 0.837, R² = 0.701, p < 0.001). Employee guidance also showed a strong positive relationship with perceived career advancement (r = 0.948, R² = 0.899, p < 0.001). The findings suggest that supportive leadership practices can strengthen employee autonomy and perceptions of career growth. The study recommends learning supportive supervision, structured mentoring, greater employee discretion, and transparent career development practices.
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