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1
Oruh, Emeka Smart, and Chianu Dibia. "Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain." Employee Relations: The International Journal 42, no. 6 (2020): 1381–400. http://dx.doi.org/10.1108/er-11-2019-0425.
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PurposeThis paper explores the link between employee stress and the high-power distance (HPD) culture in Nigeria. The study context is the banking and manufacturing sectors in Nigeria, which have a history of exploitation, unconducive work environments to productivity, work-life imbalance, work overload, burnout and employee stress.Design/methodology/approachUsing a qualitative, interpretive methodology, this article adopts a thematic analysis of data drawn from semi-structured interviews with 24 managerial and non-managerial workers to explore the process by which Nigerian manufacturing and banking sectors' work (mal)practices go unchallenged, thereby triggering and exacerbating employees' stress levels.FindingsThe study found that the high power distance culture promotes a servant-master relationship type, making it impossible for employees to challenge employers on issues relating to stressors such as work overload, unconducive work environments, work-life imbalance and burnout, thereby exacerbating their stress levels in a country in which stress has become a way of life.Research limitations/implicationsResearch on the relationship between employee stress and HPD culture is relatively underdeveloped. This article sheds light on issues associated with stressors in Nigeria's human resource management (HRM) and employment relations practices. The link between the inability of employees to challenge these stressors (which are consequences of an HPD culture) and increased employee stress has substantial implications for employment and work-related policies and practices in general. The study is constrained by the limited sample size, which inhibits the generalisation of its findings.Originality/valueThe article adds to the scarcity of studies underscoring the relationship between high-power distance and the inability of employees to challenge work-related stressors as a predictor of employee stress and a mediator between workplace practices and employee stress, particularly in the emerging economies.
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Oloke, Olayinka C., Abiodun S. Oni, Daniel O. Babalola, and Raphael A. Ojelabi. "Incentive Package, Employee’s Productivity and Performance of Real Estate Firms in Nigeria." European Scientific Journal, ESJ 13, no. 11 (2017): 246. http://dx.doi.org/10.19044/esj.2017.v13n11p246.
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The level of motivation received by an employee as reflected in the satisfaction with the base pay package and other incentives goes a long way to influencing the employees’ attitude to work, loyalty, performance and job satisfaction. Employee’s motivation and organization performance has been investigated across different fields and economic sectors. This study takes it further by examining incentive package, employees and organization productivity in real estate firms in Nigeria. Panel survey approach was adopted and three questionnaires administered in each of the one hundred and seventeen (117) estate firms in Ikeja, Victoria Island and Lekki Area of Lagos State. Respondents were two employees and one other in employers’/management capacity. Descriptive tools such as frequency and percentage were used to identify and determine the proportion of firms that make use of incentive package/option while a 5-point Likert scale and ranking were used to determine and rank the options in order of importance among these firms. Panel data regression model was used to determine the strength of relationship between firms’ performance/productivity and incentives whilst holding other factors constant. Findings showed amongst others that there is strong positive correlation between incentive and employee productivity, employees are largely dissatisfied with the incentives offered by majority of estate firms and that incentive package is not the most important determinants of performance in real estate firms. The study therefore concludes that employers in real estate firms pay attention to other factors identified and review remuneration and incentive package to boost the morale of their employees for better performance.
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Joseph Ekhayemhe, Aigboje, and Susan Oguzie. "Assessing the Relationship between Rewards and Employees’ Motivation in Some Selected Non-Profit Organizations in Abuja, Nigeria." International Journal of Business Ethics and Governance 1, no. 1 (2018): 1–14. http://dx.doi.org/10.51325/ijbeg.v1i1.7.
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This study examines the relationship between rewards and employee’s motivation in four selected non-profit organizations in Abuja, Nigeria. The employees of the four organizations (Action Aid Nigeria, African Development Foundation (ADF), African Youth Growth Foundation (AYGF) and Think Nigeria First Initiative) were taken as sample of the study. The objectives of this study were to find out the relationship between rewards and employees’ performance in the non-profit organizations in Abuja, Nigeria and also to ascertain the extent to which both intrinsic and extrinsic rewards impact on employees' performance. Self-designed questionnaire was used for data collection.180 questionnaires were distributed and 154 were returned, hence the response rate was 83.2%. The data was analyzed using the techniques of rank correlation coefficient and multiple regression analysis. All the findings were tested at 0.01 and 0.05 level of significance. The result concludes that there is a direct relationship between extrinsic rewards and employee’s motivation. However, intrinsic rewards found an insignificant impact on employee motivation.
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Afolayan, Oluyinka Titilope, and Yemisi Tomilola Babalola. "Knowledge Sharing Behavior, Mentoring and Motivation as Determinants of Employee Performance in Selected New Generation Banks, Lagos, Nigeria." International Journal of Knowledge-Based Organizations 10, no. 2 (2020): 57–68. http://dx.doi.org/10.4018/ijkbo.2020040105.
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Employee performance plays a pivotal role in the attainment of organizational success, especially, in the Nigerian banking industry, due to its high level of dynamism and competition. However, the joint effect between knowledge sharing behavior, mentoring, and motivation on employee performance seems not to have been given attention in the literature. In view of this, this study investigated the interaction between knowledge sharing behavior, mentoring and motivation on employee performance in new generation banks in Lagos, Nigeria. The population comprised 8,334 employees from six new generation banks that are listed on the Nigerian Stock Exchange (NSE). Stratified sampling technique was used to select 1,628 employees. Findings revealed that knowledge sharing behavior, mentoring and motivation jointly influenced employee performance in the selected new generation banks in Lagos, Nigeria. However, in terms of relative contribution to employee performance, motivation made a higher contribution than knowledge sharing behavior while mentoring made no significant contribution to employee performance.
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Ebunoluwa, Esther Ilori, and Grace Kehinde Ojo. "Factors Influencing Quantity Surveying Services Performance in Nigeria." Built Environment Journal 17, no. 2 (2020): 49. http://dx.doi.org/10.24191/bej.v17i2.10116.
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Quantity surveying profession is faced with great challengesconcerning recognition and survival in Nigeria. Usually, thiscould be overcome by being proactive in dealing with factors that could influence theirservices performance. Quiet numbers of factors are affecting the performance of quantitysurveying firms in Nigeria; which makes their survival to be a matter of concern to theresearchers. Therefore, this paper evaluated the extent to which the performance of quantitysurveying firms is being influenced by internal and environmental factors with a view toincreasing the recognition and survival of the firm in the competitive business environment.Employee quantity surveyors assessed internal factors while employers of quantity surveyingfirms assessed external factors. One hundred and thirty-one (131) respondents comprisingeighty-five (85) employees and forty-six (46) employers of registered quantity surveying firmswere sampled randomly. Data were collected through administration of questionnaire oninfluencing factors; the collected data were subjected to mean analysis and analysis ofvariance (ANOVA). The findings showed that lack of recognition of the employees by themanagement influenced the performance of employees mostly; the employees agreed on theinfluence of this factor on the overall performance of firm. On external factors, findingsrevealed that technological changes and tough competition have high level of influence onthe performance of quantity surveying firms in the built environment. In addition, theemployers have similar view on the influence of these factors @ p>0.05. The study concludedthat lack of recognizing the employees by the firm, technological changes and toughcompetition influenced the performance of quantity surveying services in Nigeria; thesefactors had affected the recognition of quantity surveying profession in the competitiveenvironment. Therefore, the factors should be given adequate and prompt consideration so asto minimize their adverse effects on the survival of Quantity Surveying Firms in Nigeria.
Keyword: Employee Quantity Surveyors, Employers, Quantity Surveying Firms, ServicesPerformance, Influencing Factors.
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Emuwa, Amara, and Dail Fields. "Authentic leadership as a contemporary leadership model applied in Nigeria." African Journal of Economic and Management Studies 8, no. 3 (2017): 296–313. http://dx.doi.org/10.1108/ajems-06-2016-0092.
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Purpose The purpose of this paper is to examine the extent to which each dimension of authentic leadership (AL) is related with employee organizational commitment (OC) and assessment of leadership effectiveness for employees in Nigeria and to investigate the moderating effects of contingent reward leadership behaviors on these relationships. By testing the dimensions of AL with employee outcomes, this study provides further validity and empirical evidence to the theoretical structure of AL theory across cultures. Design/methodology/approach This empirical study used cross-sectional survey data collected from a sample of 212 Nigerian employees from 16 organizations across various sectors. Findings The results of hierarchical regression analysis of this study showed a positive relationship between AL behaviors and the outcome variables of OC and perceived leader effectiveness (LE) among Nigerian employees. The moderation result shows that the leader’s contingent reward behaviors reduce the effects of the internal moral perspective dimension of AL. As authentic leaders interact with followers and followers experience high levels of moral and ethical behaviors, contingent rewards become less important to followers. Practical implications Leadership effectiveness and OC are desirable organizational outcomes across cultures. From a practical standpoint, the results indicate several authentic dimensions are related to OC and leadership effectiveness among Nigerian employees. This extends the applicability of AL into the African countries. Particularly, it provides additional insight into a contemporary leadership model that can positively impact the leadership development in Nigeria. While the interactive effects of contingent reward were limited, they do suggest that some combinations of behaviors should be considered to effectively meet situational needs. Originality/value This is the first study that examines the relationship of the components that constitute AL with OC and perceived LE in the context of Nigeria, a major African nation.
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Onyeizugbe, Chinedu Uzochukwu, Obiageli Lilian Orogbu, and Obiageli Blessing Chinwuko. "Self-Efficacy and Employee Commitment in Selected Breweries in South East Nigeria." Business Management and Strategy 9, no. 1 (2018): 1. http://dx.doi.org/10.5296/bms.v9i1.12790.
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In the present turbulent and unpredictable Nigerian business environment, the lack of self-esteem among employees selected breweries in South East Nigeria seems to make job satisfaction a major problem. The main objective of the study is to identify the extent to which self-efficacy enhances employee commitment in Breweries in South East Nigeria. Specifically, the study seeks to ascertain the extent to which self-esteem relates to job satisfaction of employees in selected brewing firms in South East. The research design adopted by the study was Survey type of design; One hundred and fifty six employees constituted the population which were selected from breweries located in the South East Zone of Nigeria. Questionnaire was used for the purpose of data collection. Pearson Product Moment Correlation was used to test the hypothesis. The results of the Study revealed that there is a significant positive relationship between self-esteem and job satisfaction of employees in the selected brewing firms in South East Geopolitical Zone of Nigeria. The Conclusion drawn was that employees in the selected brewing firms can function properly or remain task oriented, if sense of efficacy is imbibed. The study recommended that employees should ensure that they develop positive self-esteem at work to restore confidence in themselves, devote more time and effort in tackling difficult tasks and feel more relaxed at work.
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Yekini, Kemi, Paschal Ohalehi, Ifeyinwa Oguchi, and James Abiola. "Workplace fraud and theft in SMEs." Journal of Financial Crime 25, no. 4 (2018): 969–83. http://dx.doi.org/10.1108/jfc-03-2017-0025.
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PurposeThis paper aims to investigate employee fraud within small enterprises in the Nigerian mobile phone sector. It also seeks to understand the key factors that motivate employees to engage in fraudulent behaviours against their employers, and the consequences of these fraudulent behaviours on small businesses (SMEs) in Nigeria.Design/methodology/approachThe empirical study involves the use of quantitative research. Data were collected through structured questionnaires from 159 business owners, sales representatives, cashiers and suppliers. Frequency distribution, percentages, Pearson correlation and multiple regression analysis were used to analyse the collected data.FindingsThe findings from this research show a significant relationship between personal and organisational factors and employee theft. Particularly, organisational factors made the strongest positive contribution to employee theft. The research also revealed that employee theft had significant effects on employers but less significance on employees. In addition, the research revealed that many businesses did not have preventive measures against employee theft in their firms. The findings of this study were compared with existing literature.Originality/valueThis study shows the relationship between different factors that could cause an employee to engage in fraudulent behaviours, particularly in SMEs in Nigeria.
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Adeola, Mukarramah Modupe, and Sulaimon Olanrewaju Adebiyi. "Employee Motivation, Recruitment Practices and Banks Performance in Nigeria." International Journal of Entrepreneurial Knowledge 4, no. 2 (2016): 70–94. http://dx.doi.org/10.1515/ijek-2016-0015.
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Abstract Many organisations recognizes the use of human resource as a major influence to their success. And with today’s competitive environment, it is imperative for organisations to find ways to be more effective and efficient in utilizing their resources so as to improve their general performance. Hence, there is need to recruit and retain highly qualified and motivated employees in order to remain competitive in the unstable environment. This study evaluates the relationship between recruitment practices, employee motivation and their impact on organisational performance focusing on the Nigerian banking industry, with a view to investigating factors that motivate employees of Nigerian banks and the methods banks adopt to motivate their employees. The study also assesses recruitment and selection methods used by Nigerian banks to select effective employees. The study is a cross-sectional in time and the primary data collected from a conveniently selected sample of 60 employees each of the seven selected banks. Face-to-face survey and interview was carried out in order to achieve the research objectives and back up theoretical findings. Using correlation and thematic analysis, the results indicated that there was a strong positive relationship between employee motivation, recruitment practices and organisational performance. Findings from the analysis identified that bank employees are mostly extrinsically motivated; although intrinsic factors also motivate them, it is not as motivating as extrinsic factors. The banks also provide more of extrinsic motivators to increase the performance of their employees. The banks make use of various methods of employee selection, by dividing the methods into stages. In addition, recruiting is mostly undertaken through recruitment agencies or advert placements. The study provides future recommendations that banks in Nigeria should be firmer in their selection processes; this will allow them to identify unsuitable applicants and make room for effective employees who will improve the efficiency of the bank and be motivated. At the same time, this research also suggests that the bank should provide more accessible motivational incentives for its employees in order to boost their performance because unmotivated employees are of no use to any organisation.
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Adisa, Toyin Ajibade, Ellis L. C. Osabutey, and Gbolahan Gbadamosi. "Understanding the causes and consequences of work-family conflict." Employee Relations 38, no. 5 (2016): 770–88. http://dx.doi.org/10.1108/er-11-2015-0211.
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Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.
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Adisa, Toyin Ajibade, and Gbolahan Gbadamosi. "Regional crises and corruption: the eclipse of the quality of working life in Nigeria." Employee Relations: The International Journal 41, no. 3 (2019): 571–91. http://dx.doi.org/10.1108/er-02-2018-0043.
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Purpose In recent years, there has been a rapid decline in the quality of working life (QWL) of Nigerian workers at all levels. This phenomenon is cryptic and knowledge thereof is inadequate due to a dearth of compelling research on QWL in Nigeria. The purpose of this paper is to a deeper understanding of QWL among Nigerian workers by investigating the impact of corruption and regional crises on QWL in this non-western context. The study also examines what QWL means to Nigerian employees. Design/methodology/approach The study employs qualitative data gleaned from semi-structured interviews. Findings The research reveals that corruption has a strongly negative effect on employees’ QWL, which in turn affects their motivation, attitude towards their job and the psychological contract between them and their employers. Furthermore, the findings revealed that regional crises (such as the heinous activities of the Boko Haram sect in the north–east, the continuing agitation of the secessionists (e.g. the Indigenous People of Biafra), in the south–east, and the tumultuous activities of the Niger Delta Avengers in the south–south) have combined to reduce employees’ QWL. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the selected sample of the research (public sector employees). Originality/value These results and the practical implications thereof will be useful to the Nigerian Government, policymakers and organisations for creating and enhancing good QWL in Nigeria.
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Okunbanjo, Olajide Idowu, Noah Adewale Salami, and Wasiu Olusegun Kehinde. "Influence of Leadership Approach on Employee Empowerment: A Study of Selected Small-Scale Businesses in Nigeria." Management and Economics Research Journal 02 (2016): 13. http://dx.doi.org/10.18639/merj.2016.02.293919.
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Leadership determines the attitude of employees toward discharging the responsibilities in organizations. There have been few studies on leadership as it influences employee empowerment. Thus, the broad objective of this paper is to examine the relationship between leadership approach and employee empowerment in small businesses in Lagos State. The study administered 400 questionnaires to the employees of Small businesses in Lagos state; 377 were returned, but 372 were found usable. Pearson correlation matrix was employed to test the significant relationship between leadership approach and employee empowerment. The findings revealed that directive leadership approach significantly shows the positive relationship with employee training and delegation of authority to employees, and also participative leadership approach is insignificant and indicates the negative relationship with the delegation of authority at 5% significant level. Thus, this study recommends that owners or entrepreneurs of small businesses should adopt directive leadership approach due to the fact that it is significantly related to delegation of authority and training, unlike participative leadership. Also, employers of employees in small businesses in Nigeria should let their employee know the importance of following instructions given to them to complete the task assigned to them, and also owners of small businesses should entertain employees’ suggestions and ideas in order to be able to state well-defined business policy(ies) and instructions to be followed.
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Emelifeonwu, Jude Chukwuemeka, and Reimara Valk. "Employee voice and silence in multinational corporations in the mobile telecommunications industry in Nigeria." Employee Relations 41, no. 1 (2019): 228–52. http://dx.doi.org/10.1108/er-04-2017-0073.
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PurposeThe purpose of this paper is to explore employee voice and silence in the mobile telecommunication industry in Nigeria.Design/methodology/approachAn exploratory qualitative case study methodology was employed in this study. Participant selection was done through a purposeful intensity sampling technique, which resulted in 30 employees from two different multinational organizations and an indigenous organization taking part in in-depth interviews.FindingsFindings show the presence of fear of victimization in the Nigerian workplace embellished by the Sub-Saharan culture and the state of the labor market, which resulted in employee silence. The study revealed that the implementation of culturally adapted employee voice mechanisms within organizations in the mobile telecommunication industry in Nigeria promotes employee voice and organizational performance, whereas a lack thereof results in organizational failure.Research limitations/implicationsA limitation is that the purposive sample of employees from three organizations in the mobile telecommunications industry only permits theoretical and analytic generalization.Practical implicationsA focus on the co-creation of a high-performance work environment and the development of a powerful employee value proposition would foster employee voice.Social implicationsIt will enable multinationals operating in Nigeria understand better how to operate employee voice in order to obtain optimal performance from workers in Sub-Sahara Africa.Originality/valueThis paper contributes to the literature on employee/industrial relations by showing that a high-power-distance national culture and a high unemployment rate affect employee voice and silence, which brings to the fore the importance of adequate employee voice mechanisms through which employees express their voice in order to arrive at beneficial individual and organizational outcomes.
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Okolie, Ugo Chuks, and James Ogwugwua Ochei. "EMPLOYEE EMPOWERMENT AND CONTINUENCE COMMITMENT IN THE NIGERIAN MANUFACTURING INDUSTRY." International Journal of New Economics and Social Sciences 11, no. 1 (2020): 209–22. http://dx.doi.org/10.5604/01.3001.0014.3542.
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Employee empowerment and continuance commitment are two concepts that are of significance to all modern corporate entities. A robust appreciation and application of employee empowerment will contribute in measurable respects to the growth and sustainability of various organizations and continuance commitment of their employ-ees. This study is an assessment of the relationship and the effect of employee empow-erment on continuance commitment in the Nigerian manufacturing industry. A cross-sectional survey design method was adopted and data was collected via a survey of three hundred and three (303) respondents randomly selected from a population of 1243 employees of 25 manufacturing companies in Delta State, Nigeria. Data collect-ed were analyzed using Spearman’s Rank Correlation and linear regression analysis with the aid of Statistical Package for Social Science (SPSS) version 23. The results of the study showed that there is significant relationship between employee empowerment and continuance commitment. As predicted, the study also revealed that employee empowerment exerts a positive and statistically significant effect on continuance commitment in manufacturing companies in Delta State, Nigeria. Based on these find-ings, we conclude that employee empowerment has significant influence on continu-ance commitment. The study therefore recommends among others that management of manufacturing companies in Nigeria should grant their employees power to initiate change, thereby encouraging them to take charge of their work tasks.
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Aduku, Danlami Joseph, John Olatunji Alabi, and Juwon Johnson Orugun. "An Exploration of Organizational Change and Employees’ Performance in Nigeria." Economic Insights – Trends and Challenges 2021, no. 2 (2021): 19–34. http://dx.doi.org/10.51865/eitc.2021.02.03.
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This study focused on Organizational Change (OC) and employees’ performance in banks in North Central of Nigeria. The study ascertained the effects of tolerance to change and the activities of fraud, and strategy change, organizational structuring, attitude of employees towards change and organizational culture on the performance of banks employee in North Central of Nigeria. The study adopted survey research design. The population of the study for Benue State is 168 and Kogi State is 202. The sample size of the study was 189. Multistage random sampling technique was adopted. Data were analyzed using Multiple Regression. Findings showed that tolerance to change, activities of fraudsters, organizational structuring, strategy change and organizational culture have effect on the performance of banks employee. Finding shows that complexity, attitude of employees towards change and tolerance to change have significant and negative influence, and that perceived advantage and employee motivation has positive and significant influence on the change acceptance of bank employees. The study concluded that OC is pivot to banking practices. The study recommended that bank leaders should sustain change tolerance level, devise better strategic approach to dealing with fraudsters and their activities; this may facilitate employees’ improved performance in North Central of Nigeria.
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Okolie, Ugo Chuks. "Employees’ Post-service Plans and Options in Nigeria." RUDN Journal of Public Administration 8, no. 1 (2021): 89–106. http://dx.doi.org/10.22363/2312-8313-2021-8-1-89-106.
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One of the greatest challenges that faced typical employees throughout their working life is life after retirement. Despite government roles at providing social security, retirement epoch has been a tension provoking and overwhelming phenomenon in Nigeria and other emerging economies of Africa, Asia and Latin America. A close observation of many retirees in Nigeria society and the problems they are facing draw the attention of all and sundry. These problems seem to range from sudden death, dwindling status, lack of occupation, loss of the usual monthly salary, decreased strength and deteriorated health condition, physical disabilities, aging and anxiety about a residential home. In Nigeria, the regular non-payment of pensions and gratuities benefits has brought untold hardship and sudden death to many retirees, thereby making retirement something that is dreaded by workers. This problem is further compounded to lack of planning and management of post-service epoch and conditions. It is against this backdrop that this paper seeks to identify and discusses strategies available for managing post-service condition in Nigeria. The paper calls on Nigerian workers to embrace one of the options to remain moderately productive and healthy after retirement. The paper suggests, among others, that both employers and government should undertake regular pre-retirement training for their workers in order to save the country the embarrassment of seeing their retirees going to early graves or turning into destitute on the streets.
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Emmanuel Chijioke, Dibua, Nwanmuoh Emmanuel Ejiofo, and Chitom Racheal John-Akamelu. "Locus of control: an employee job embeddedness implication for bankers in Nigeria." Annals of Management and Organization Research 1, no. 3 (2021): 251–60. http://dx.doi.org/10.35912/amor.v1i3.454.
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Purpose: This study examined the relationship between Locus of Control (LOC) and Employee Embeddedness (EE) in Nigeria's selected commercial banks. Research Methodology: The study adopted a survey research design with a population of 400 employees. The sample size was 190 was determined using Krejcie and Morgan formula. A questionnaire was the instrument for data collection, while the analysis was carried out using descriptive and inferential statistics. The hypothesis was tested at a 5% level of significance, Results: Internal LOC has a statistically significant effect on sacrifice (R = .976; R-Square = .952; p-value < 0.05). Internal LOC makes it possible for employees to be more entangled in the organization, thereby making exiting the firms more difficult. Limitations: Data was not collected from different regions in Nigeria, hence limiting the study's generalizability. Contribution: This study represents the most recent LOC work, and it is novel in relating LOC to EE in Nigeria. Keywords: Locus of Control, Internal LOC, Employee job embeddedness, Sacrifice
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Usman, Mohammed. "Impact of Employee Involvement in Trade Unions on Employee Well Being in Federal University Kashere Gombe State, Nigeria." Scholedge International Journal of Business Policy & Governance ISSN 2394-3351 5, no. 9 (2019): 83. http://dx.doi.org/10.19085/journal.sijbpg050901.
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<p>Effective trade unions in Nigeria play crucial roles in protecting the interest of their members. Without employee unions in Nigerian organization’s workers would be turned to slaves. Therefore, there is a need for employees to form unions for their welfare and well being. The paper aimed at examining the impact of employee involvement in trade unions on employee well being in Federal University Kashere of Gombe State Nigeria. Data were collected through interview and observation. The respondents of the study were the employees of Federal University Kashere who are members and some executives of ASUU, NASUU, SSANU and NAAT. Literature was reviewed through journal articles, bulletins, internet and prior knowledge on text books. The study found that the four trade unions in Federal University Kashere played significant roles in protecting the interest of their members which leads to the well being of the employees. The study recommended that the trade unions should seek for full certification from the national body to progress from an observer’s status in order to function fully. By pioneering research on staff unions in Federal University Kashere and adding on existing literature on trade unions, the paper contributes to knowledge.</p>
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Ogala S. C. "Effect of Employees’ Commitment on Organizational Performance in Selected Firms." Randwick International of Social Science Journal 1, no. 1 (2020): 108–20. http://dx.doi.org/10.47175/rissj.v1i1.14.
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This study investigated the effect of employee’s commitment on organizational performance in selected brewing firms. Two objectives which are ;To examine the impact of employee commitment on organizational profitability in brewing industry in Nigeria To examine the dimensions of employee commitment on performance in brewing industry in Nigeria guided the study. Also two research questions and hypotheses were drawn along that line. A survey design was adopted with a sample population size of 216 drawn using Taro Yamani. Data were presented and analyzed using tables and simple percentages. Also, hypotheses were tested using parametric statistics. Findings revealed that Organizational profitability had a positive influence on employees performance in the area studied (Zc=4.226 > Zt =1.645) and Inadequate employees development programmes had a positive influence on employees commitment in the area studied (Zc=4.531 > Zt =1.645). It was recommended that Organizations should regularly embark on performance appraisals because; it will go a long way to know whether the human capital development is producing the needed result and that there should be a systematic view towards employees’ commitment development in organizations. That is to say all levels, sections should be given equal opportunity to develop. As generally stated, if you fail to plan, then you are planning to fail
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Victoria O., Akpa, Egbuta Olive U., Akinlabi Babatunde H., and Magaji Nanle. "Work-Life Balance and Employee Performance: A Study of Selected Deposit Money Banks in Lagos State, Nigeria." Journal of Social Sciences Research, no. 512 (December 20, 2019): 1787–95. http://dx.doi.org/10.32861/jssr.512.1787.1795.
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Work-life balance is one of the prevailing issues in many organizations. Inability of workers to balance work and family could lead to increased rates of absenteeism, stress, employee turnover, job dissatisfaction and poor work performance. It is therefore essential for employees to maintain stability between work and their private lives. This research examined the effect of work-life balance on employee performance of selected deposit money banks in Lagos State, Nigeria. Survey research design was adopted. The target population was 54,028 employees, which consisted of all employees of the six selected Deposit Money Banks in Lagos State, Nigeria. A sample size comprising 520 employees were selected using random sampling technique. Primary data were collected using a structured questionnaire. Data were analysed using descriptive statistics and simple regression analysis. The findings revealed that job stress significantly affects quality of work of employees (F= 33.500, p< 0.05); and long working hours significantly affects motivation of employees in the selected deposit money banks in Lagos State (F= 8.716, p< 0.05). However, the study reveals that role overload has no significant effect on job satisfaction of employees in selected deposit money banks in Lagos State (F= 0.011, p> 0.05). This study concludes that work-life balance has significant effect on employee performance in the selected deposit money banks in Lagos State, Nigeria.
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O., Adigun, A., Rotimi, I. A, and Hamzat, B. S. "Influence of Job Satisfaction on Employees’performance in MTN Nigeria." International Journal of Emerging Research in Management and Technology 6, no. 7 (2018): 138. http://dx.doi.org/10.23956/ijermt.v6i7.200.
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Organization usually sees an average worker as the source of quality and productivity gains. Any organization that does not put the welfare of its employee first such organization is endangering its performance and productivity. The study examines the relationship between job satisfaction and employees’ performance and the relationship between job satisfaction and employees’ commitment. The sample size used for the study was drawn from the staff of MTN Nigeria. A structured questionnaires were then used to elicit data from these staff.The chi-square was used to analyse the elicited data and the study findings revealed that job satisfaction has significance influence on both employee performance andemployees’ commitment. Thus, the study recommends that organisations should intensify efforts in the area of non-financial rewards as a mean of influencing greater performance from the employees as well as getting the employees to be committed the organisation.
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Omoghie, E. S., A. A. Banjo, A. S. Adeleye, U. F. Aliboh, and V. B. Simpson. "Assessment of Occupational Satisfaction on Performance among Employees of a Forest Resources Management Institution in Nigeria." Journal of Applied Sciences and Environmental Management 25, no. 2 (2021): 209–12. http://dx.doi.org/10.4314/jasem.v25i2.11.
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An organization usually sees an average worker as the source of quality and productivity gains. The study examined the impact of occupational satisfaction on performance among employees of a Forest Resources Management institution in Nigeria using a structured questionnaire for data collection. The data analysis from the study revealed that employee’s level of education enhanced job satisfaction. Furthermore, chi-square results showed that there was no significant relationship (p>0.05) between personal characteristics and their satisfaction level. In addition, correlation results showed that there was a significant relationship between job satisfaction and employee performance. Thus, the study recommends that organizations should intensify efforts in the area of non-financial rewards as a means of influencing greater performance from the employees as well as getting more employee commitment to the organization.
Keywords: Assessment, Employee Performance, Occupational Satisfaction, Organization
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Oladokun, Sunday Olarinre, and Job Taiwo Gbadegesin. "Adequacy of core knowledge and soft skills in the performance of professional employees of real estate firms in Nigeria." Property Management 35, no. 2 (2017): 132–49. http://dx.doi.org/10.1108/pm-02-2016-0008.
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Purpose Real estate professionals are a vital resource to the property firms and the industry at large. Employees’ skills, knowledge and competence contribute in great measure to organization’s business performance. The purpose of this paper is to examine the adequacy of core knowledge and soft skills possessed by professional employees within the Nigerian real estate practicing firms. It also assesses the performance of the employees and establishes the correlation among the soft skills possessed by employees. Design/methodology/approach Data for this study were elicited through the administration of questionnaires on principal partners/branch managers (the employers) of the practicing estate surveying and valuation firms in Lagos metropolis. Data collected were analyzed using descriptive statistics, one-sample t-test and correlation analysis. Findings The result indicates that employees of estate firms in Nigeria demonstrate adequate knowledge in ten out of 21 core areas of real estate practice, while real estate agency has the highest mean, and inadequate knowledge in six others with least mean score in environmental impact assessment. The study also revealed that employees possess good listening and communication skills but are deficient in courteousness and writing skill, among others. It was also found that real estate employees were performing the best in inspection functions but below average in report writing and handling of transaction. The study also established a significant relationship among all the soft skills except communication skill and courteousness. Research limitations/implications Further study that looks at the performance of real estate graduates working in other sectors/organizations other than estate companies is required to establish their competence level in global employment market. Further study is also needed to cover the views of the employees in Nigerian market as this study focuses on the views of the employers. Originality/value This study provides an important feedback for the policy makers in the design/review of curriculum for real estate education towards enhancing employability of the graduates. This study also serves as the research blueprint in giving attention to assessment of soft skills among real estate employees in Nigerian real estate industry.
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R., Samuel, and Ajibose K.A. "An Assessment of the Impacts of the Pension System Reforms on Employees’ Performance and Retention in Nigeria Distilleries Limited, Lagos Nigeria." British Journal of Management and Marketing Studies 4, no. 3 (2021): 73–86. http://dx.doi.org/10.52589/bjmms-d9pmgxpy.
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Consequently, upon many decades of inefficient and corrupt pension management system in Nigeria, public servants in Nigeria dreaded retirement because of the reported plight of retirees who were seen dying on queues or living under the bridges at the Federal Capital City of Abuja. While an average worker in other parts of the world looks forward to a decent and enjoyable post-work life, Nigerians lived in fear of ageing and retirement resulting in several malpractices such as multiple declarations of age with intent to keep them at work far past the official retirement age. Factors arising from pension inadequacies, poor funding, embezzlements and long arrears especially in the public sector led to the initiatives for restructuring of the country’s pension system and the enactment of the Pension Reform Act of 2004 and its review Act of 2014. The reforms aimed at making pension administration more effective, efficient, to make and improve on the question of adequacy and fund security. However, key problems in the management of the new pension system involve the perception of the degree and significance of its impact and whether key objectives are satisfied according to the intent of the reforms. This study was designed to examine whether the reforms have contributed significantly to addressing employees' post-work-life concerns and how such assessments impact their performance. Specifically, the paper examines if a relationship exists between the new pension reform act and employee retention, as well as organizational performance using a sample of employees of Nigerian Distilleries Ltd. Three hypotheses were tested at a 0.05 level of significance, using the inferential statistics of Regression Analysis with the aid of Statistical Package for Social Sciences (SPSS version 20). The findings show that there is a significant relationship between the New Pension Reform Act and employee’s performance. Also, the New Pension Reform Act has a positive effect on employee retention, compensation design must reflect this option in order to attract, motivate and retain employees. With further evidence that the pension system has the propensity to align the individual and corporate goals by increasing their job commitment, performance and motivation, the paper concludes that proper implementation of the provisions of the pension reform act is a prerequisite for achieving its objectives.
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Ayodele, Timothy Oluwafemi, Timothy Tunde Oladokun, and Kahilu Kajimo-Shakantu. "Employability skills of real estate graduates in Nigeria: a skill gap analysis." Journal of Facilities Management 18, no. 3 (2020): 297–323. http://dx.doi.org/10.1108/jfm-04-2020-0027.
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Purpose The global shift in the traditional skills required of real estate graduates has led to an increased demand for employees who have the required skills and competencies. The purpose of this study is to evaluate employment considerations of real estate firms and analyse employers’ skill expectations and the observed skills possessed by the graduate employees. This study also analysed the self-assessed soft skill levels of the graduate employees, thereby establishing the skill gap. Design/methodology/approach Data were sought from real estate employers in the two dominant real estate markets of Nigeria: Lagos and Abuja, and real estate graduate employees who have had a minimum of six months working experience in real estate firms. Data collected were analysed using statistical techniques such as frequency, percentages, mean, correlation, multivariate analysis of variance, paired-samples t-test and independent samples t-test. Findings The findings of this study revealed that employers’ soft skills expectations were high with skills such as responsibility, administrative, listening, communication, business negotiation and work ethics. Based on employers' observed skills, there were significant skill gaps with respect to soft skills such as responsibility, business negotiation, logical thinking, marketing and dispute resolution. An analysis of the core skills reveals employers' preference for technical competencies in valuation, agency, property management, marketing, report writing and landlord and tenant laws. However, graduate employees possessed significant skill gaps with regards to technical skills such as valuation, property investment analysis, feasibility and viability appraisal, market research methods and facility management. Practical implications An understanding of the skill gaps will provide useful feedback to professional bodies, regulatory boards, institutions of higher learning, faculty members and other stakeholders regarding deficient skill areas, especially for curriculum review, development and training in the real estate sector. Originality/value There is a paucity of information about employers' skill preferences and the skill gaps in the real estate sector.
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Clifford Tizhe Oaya, Zirra, James Ogbu, and Grace Remilekun. "Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 3, no. 3 (2017): 32–43. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.33.2003.
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Employee performance is vital to all business enterprises in both developed and developing economies. The increase in the rate of business failure, closure and employees poor performance in terms of productivity in Nigeria is alarming. For organization to be sustained, employees have crucial roles to play in order to ensure that organizations attain competitive advantage over the competitors across the globe. The study examined the recruitment and selection strategy on the employee performance in the real sector using descriptive survey research design. The inferential statistics used is the “one sample T-test” to find the level of relationship between recruitment/selection strategy and employee performance. The study revealed that the use of recruitment agency and internal employee recommendation in the recruitment/selection process enables organization to recruit committed and productive employees while the recruitment through the influence of host community leads to organizational inefficiency. The study therefore, recommends that Organizations can make use of employment agencies in the act of recruitment and selection but should be open to disclose the job description and responsibility to them. Acceptance of referred candidates from committed and active employees for employment was also recommended as it enhances mentoring, monitoring, obedience and coaching among employees. It was also advised that recruitment/selection should be based on the capability of the candidates to perform the job responsibilities than consideration based on host community influences.
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Adisa, Toyin Ajibade, Olatunji David Adekoya, and Kareem Folohunso Sani. "Stigma hurts: exploring employer and employee perceptions of tattoos and body piercings in Nigeria." Career Development International 26, no. 2 (2021): 217–37. http://dx.doi.org/10.1108/cdi-09-2020-0239.
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PurposeThis study draws on social stigma and prejudice to examine the perceptions and beliefs of managers and employees regarding visible tattoos and body piercings, as well as the impact they have on potential employment and human resource management in the global South, using Nigeria as the research context.Design/methodology/approachThe study uses a qualitative research approach, drawing on data from 43 semi-structured interviews with employees and managers in Nigeria.FindingsContrary to the popular opinion that tattoos and body piercings are becoming more accepted and mainstream in society, this study finds that some Nigerian employers and employees may stigmatise and discriminate against people with visible tattoos and body piercings. The findings of this study suggest that beliefs about tattoos are predicated on ideologies as well as religious and sociocultural values, which then influence corporate values.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.Practical implicationsReligious and sociocultural preconceptions about people with visible tattoos and body piercings have negative implications for the recruitment and employment of such people and could prevent organisations from hiring and keeping talented employees. This implies that talented employees might experience prejudice at job interviews, preventing them from gaining employment. Furthermore, stigmatising and discriminating against people with visible tattoos and body piercings may lead to the termination of employment of talented employees, which could negatively affect organisational productivity and growth.Originality/valueThis study provides an insight into the employment relations regarding tattoos and body piercing in Nigeria. The study highlights the need for mild beliefs and positive perceptions about people with visible tattoos and unconventional body piercings. There should be a general tolerance of the individual preference for body art and physical appearance, and this tolerance should be incorporated in organisational policies, which are enactments of corporate culture.
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Mande, Bashir. "Board Effectiveness and Employee Engagement: Nigeria Stakeholder Perceptions." Issues In Social And Environmental Accounting 7, no. 1 (2013): 55. http://dx.doi.org/10.22164/isea.v7i1.75.
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The objective of this study is to determine whether employee participation yields effective board performance. To stimulatedebates inthe stakeholder theoretical perspective in an attempt to offer more inclusive approach to strengthen the existing governance structure in Nigeria.This research intends to investigate the suitability of employees participating in board’s decision-making hierarchy because of their contractual importance as wealth creators of the firm. A conceptual model is proposed and tested on public listed companies in Nigeria based on survey perception of sampled 154 respondents. The study employs in-depth confirmatory factory analysis in a structural equation modeling approach. Building upon constructs such as union relations, productivity, and skilled-labor turnover, the study found the indicator variables measure employee participation, which focused more on the board’s control, operational decisions, and strategy in monitoring, service, and networking roles. Hence, we conclude that employees as important contractual company stakeholders affect board performance. Builds on the limited research agenda for boards and corporate governance that focus on coordinating, exploring and distribution of stakes using adventurous research designs and statistical tools, especially in Nigerian emerging economy. This paper exposes the firm’s potentials as provider of sustainable and longer-term benefits not only limited to equityholders, but also to employees as wealth creators, which will improve mutual trust, harmony and confidence for more stable and productive outputs that could give visibility to income inequality. The paper provides valid measures that link corporate governance debates to broader stakeholder perspective.
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Aremo, Michael, and Adekunle Binuyo. "EMPLOYEE RETENTION STRATEGIES AND NORMATIVE COMMITMENT OF ACADEMICS IN SELECTED PRIVATE UNIVERSITIES IN OGUN STATE, NIGERIA." International Journal of Innovative Research in Social Sciences and Strategic Management Techniques 7, no. 1 (2020): 194–210. http://dx.doi.org/10.48028/iiprds/ijirsssmt.v7.i1.15.
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Tertiary educational institutions are facing a huge challenge in terms of retaining skilled human resource capacity, which has a debilitating effect on its ability to make strides in the areas of socio-economic and political development. The need for qualified academic staff in Nigerian tertiary institutions of learning is on the increase, while, majority of the tertiary institutions in Nigeria are experiencing dearth of teaching personnel due to poor remuneration, low motivation, low job satisfaction and lack of organisational commitment amongst the lecturers, which have created negative job attitudes and poor organisational commitment. This study therefore investigated the influence of employee retention strategies on normative commitment of academics in selected private universities in Ogun state, Nigeria. Survey research design was adopted for the study. The population comprised 1,842 academics in the private universities (Covenant, McPherson, Babcock, Bells, Crawford and Crescent universities). Through a multiple sampling technique, 589 out of 1842 were sampled for the study. Data were analyzed using both descriptive, as well as inferential statistics. Findings revealed that employee retention strategies had a significant effect on the normative commitment of academics in selected private universities in Ogun state, Nigeria (R2 = 0.638, t = 169.039, p<.05). The study recommends among others that private universities should take into consideration the retention factors which impact on the employees’ commitment to the institution and improve on them so as to curb employees’ desires to leave the organisation.
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Yaya, Japheth Abdulazeez. "The Essentiality of Motivation on Librarians Productivity in Nigerian Public Universities." Asian Journal of Contemporary Education 2, no. 1 (2021): 19–35. http://dx.doi.org/10.18488/journal.137.2018.21.19.35.
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The study examined the essentiality of motivation in enhancing the effectiveness of librarians in Nigerian public universities. It adopted correlation survey research design. Its population consisted of 1,254 librarians in public university libraries in Nigeria, from which 923 were selected using simple random sampling. The research instrument used was a self-developed questionnaire. The study revealed that motivation is necessary in enhancing job performance of librarians in public university libraries in Nigeria. It concluded that contrary to general belief, motivation level of librarians in university libraries was high. It was recommended that university library management should continue to promote values such as improved employee recognition, good leadership style and improved employees’ motivational programmes that would increase productivity of its workforce.
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Chiedu, Chiemeke Kingsley, Choi Sang Long, and Hapriza BT Ashar. "The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria." European Journal of Multidisciplinary Studies 5, no. 1 (2017): 370. http://dx.doi.org/10.26417/ejms.v5i1.p370-383.
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Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.
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A. T., Ogunkanmi. "Motivation Practices and Employee Discipline of Selected Federal Paramilitary Agencies in South West, Nigeria." International Journal of Business Administration 12, no. 3 (2021): 98. http://dx.doi.org/10.5430/ijba.v12n3p98.
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Motivation is imperative for employee discipline, as it is also critical to the success and survival of organisations. Some scholars are of the opinion that the most difficult factor, of all the factors of production in the organisation, is the human element. In the same vein human beings are considered as the most important assets of organization. Employee's behaviours, such as discipline and indiscipline affect the image of organisations both positively and negatively. The image of the organisation may be damaged by acts of indiscipline exhibited by employees. Such acts may include, lateness, laziness, leaking of official secrets, going against the rules and regulations of the organisation, brutality, corrupt practices and general misconducts.Indiscipline among employees is a common phenomenon and it contributes to the negative images of many organisations. The high level of indiscipline among paramilitary officers is also a global issue. The study adopted quantitative research technique, with a study population of 22,235 personnel of selected paramilitary agencies in South-West, Nigeria. One thousand copies of validated questionnaires were used for collection of responses from respondents. The response rate was 91%, and data collected were analyzed by employing both descriptive and inferential methods. The result of the study confirmed that motivation had positive effect on employee discipline of the selected Federal paramilitary agencies in South-West, Nigeria.
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Kayode, Ogunyemi Joseph, Adewole Joseph Adeyinka, and Akinde John Abiodun. "Employees’ Remuneration and Performance in Nigerian Breweries PLC." International Journal of Business and Management Future 3, no. 1 (2019): 1–18. http://dx.doi.org/10.46281/ijbmf.v3i1.263.
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This Study Aimed At Assessing The Effects Employees’ Remunerations On Productivity In The In Nigerian Breweries Plc. This Study Was Guided by three research objectives namely; to identify and discuss various forms of remuneration package in use, to examine the effects of remuneration packages on employees performance and to establish the relationship between improved remuneration and productivity in the Nigeria breweries. The study used descriptive research design. The population of this study consists of all staff working at the Nigerian Breweries PLC Ibadan. Sample of one hundred and twenty respondents were selected. A structured questionnaire was used to collect data from the respondents. The descriptive statistics employed include; frequencies and percentage and the relationship between independent and dependent variables were established using Pearson Product Moment Correlation coefficient with the use of (SPSS). The findings were presented using tables and figures. From the findings in the Hypothesis, the r= 0.509** was obtained. This is significant as the p-value greater than 0.05. This shows that there was a significant relationship between remuneration packages’ and employee performance. The findings also revealed that quick payment of remuneration has great influence on employees’ productivity. The study concluded that remuneration package such as overtime, constant remuneration payment, promotes morale and increase team cohesion. From this finding, it was recommended that, organization should continue providing security benefits to all employees, as it will positively influence employee productivity and raise overall performance in the all sectors. The study also recommends that the organization should continue providing health protection benefits to its employees since it will help them create a sense of loyalty and encourage their productivity in the economic sector. Organizations, especially Breweries PLC should review the current retirement package since a good retirement package will attract and retain employees in the organization and also improve their productivity.
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Jaja, Seth Accra, Gabriel, and Justin Odinioha. "Employees’ Altruism and Organisational Adaptation in Nigeria." Advances in Research 2, no. 12 (2014): 1054–64. http://dx.doi.org/10.9734/air/2014/12430.
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Abraham, Ehiorobo Osa. "Employee Fidelity and the Survival of Micro and Small Scale Businesses in Nigeria." Studia Commercialia Bratislavensia 13, no. 44 (2020): 87–101. http://dx.doi.org/10.2478/stcb-2020-0005.
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Abstract This research examines the impact of employee fidelity on the survival of micro and small scale enterprises in Nigeria. The mortality rate of small businesses in Nigeria is alarming. Most previous studies tend to concentrate on the managerial, technical, educational and even capital deficiencies of the entrepreneurs but this study focuses on the employees. Multi-stage sampling technique was used to identify suitable candidates for the study and discriminant function analysis was used for data analysis. Findings reveal that capital inadequacy and employee theft account for the failure small businesses in Nigeria. The study is significant to entrepreneurs to avert failure and for further research by academics.
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Agboola, Oluyemisi, Muideen Olawale Aremu, Benneth Uchenna Eze, and Nurudeen Opeyem Wahab. "Effect of Training and Career Development on Bank Employees’ Performance: Evidence from Selected Banks in Nigeria." EMAJ: Emerging Markets Journal 10, no. 2 (2021): 56–62. http://dx.doi.org/10.5195/emaj.2020.204.
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This study examines the effect of training and career development on banks employees’ performance, using survey research design, through the administration of structured questionnaire on some employees of some selected banks at Ijebu Ode, Ogun State, Nigeria. The findings reveal that, all the variables have positive individual significant effect on employees’ performance. The individual significance career development has the highest effect on Nigerian banks employees’ performance with t-stat = 6.256 *0.000. To further certify this, the multiple linear regression was used to test the combined effect of training and career development on employees’ performance to which only career development has positive and significant effect on employees’ performance (t-stat = 6.359 *0.000), where training has positive but insignificant effect (t-stat = 1.556 * 0.123). The adjusted R2 (0.398) indicated that, 39.8% variation in employees’ performance is accounted for by training and career development. The findings revealed that, an improvement in training and career development tends to enhance banks employees’ performance. It can therefore be concluded that, training and career development are important determinants of banks employees’ performance. Therefore, it is recommended that banks should enhance their training and career development activities towards the enhancement of their employees’ performance.
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Arogundade, K. K. "Intercultural Human Resource Management Practices And Employees’ Satisfaction In Quoted Food And Beverages Mncs In Nigeria." Archives of Business Research 9, no. 4 (2021): 67–82. http://dx.doi.org/10.14738/abr.94.9960.
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This study investigated the impact of intercultural human resource management practices (Training and development; Employee empowerment; and Compensation practices) on employees’ satisfaction in food and beverages MNCs in Nigeria. The study adopted descriptive survey research design. The target population comprises 6,356 staff of quoted food and beverages MNCs in Nigeria. Taro Yamane statistical formulae was used to determine the sample size of 1,568. Purposive sampling technique was used to determine the respondents which included Nigerians and Other Nationals working in the quoted food and beverages MNCs. A structured survey questionnaire was adapted, validated, and used for the construct ranged between 0.61 and 0.93. The response rate to the 1,568 copies of the questionnaire administered was 74%. Data were analysed using descriptive and inferential (Student T-test of multiple regression analysis) statistics. Hypotheses were tested at 0.05 level of significance using SPSS 20. Findings revealed that Training and Development practices, Employee empowerment practice, and Compensation practice had significant positive influence on employees’ satisfaction among Nigerians and Other Nationals in food and beverages MNCs in Nigeria (β = .064 - .526; P< .000 - .021; β = .107 - .312; P< .000) : (β = .168 - .299; P< .000: β = -.15; P> .566; - .225 -.246; P< .000) (β = -.144 -.421; P< .000; β = -.004; P> .886): (β = -.105 - .456; P< .000 -.001): respectively, except for collectivity and individuality that had negative and insignificant influences on employees’ satisfaction among Nigerians with respect to compensation and employee empowerment.
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Kappo-Abidemi, Christiana, Chux Gervase Iwu, and Charles O. K. Allen-Ile. "Employment Relations, Service Quality and Professionalism within the Nigerian Public Service." Journal of Economics and Behavioral Studies 10, no. 2(J) (2018): 155–64. http://dx.doi.org/10.22610/jebs.v10i2(j).2225.
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This paper was written with the following in mind: (1) to determine the effect of employee wellness on public servants’ professionalism, and (2) to establish the relationship between trade union activities and employee professionalism. Within organisations, employment relations are established to facilitate an interactive working relationship between an employer and an employee as well as determine how labour and social security law provisions addressed to employees are applied. We reviewed pertinent literature that guides employment relations and adopted the mixed methods to enable a rigorous study that will offer profound insight into the employment relations climate in Nigeria and how it affects professionalism. Subjects were drawn from the database of a public funded training provider, whichcaters exclusively for senior public servants. The data are presented in a graphical and narrative form owing to our use of themes in analysing the focus group interviews. Some interesting and at the same time confusing revelations emerge from this study. The distinct difference in the responses holds implications for research and practice. A future study that can clarify this confusion may start by identifying champions (trade unionists, managers at the coalface with unions and other employers) and then engaging them through indepth interviews to understand the real conditions which public servants are exposed. On a practical side, as confusing as the responses seem, they provide a serious opportunity for enhanced studies on Nigeria’s public service constitution. We make this call against the backdrop of what some social scientists have termed intense structural decay in the Nigerian public service.
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Pitan, Oluyomi Susan. "Graduate employees’ generic skills and training needs." Higher Education, Skills and Work-Based Learning 7, no. 3 (2017): 290–303. http://dx.doi.org/10.1108/heswbl-04-2017-0026.
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Purpose As a response to technological changes, globalization, sector reforms and changes in output demand, there is an increased demand for generic skills in the workplace. The purpose of this paper is to investigate through perceptions of graduate employees and their employers on the extent to which university education in Nigeria is responding to the increased skills requirements of employers. Design/methodology/approach Data were collected by the use of two sets of questionnaires and purposive sampling technique was adopted for sample selection. Past surveys of employers on skills requirements in Nigeria were used as a reference in the selection of the 11 generic skills used in the instrument. Data were analysed using simple percentages, descriptive statistics and χ2. Findings All the listed generic skills are regarded as important by graduate employers. The employed university graduates believed that in terms of generic skills, they were not adequately prepared to meet the requirements of their jobs. Moreover, employers believed that their graduate employees would require further training to a large extent to perform satisfactorily in their jobs. Originality/value Taking a divergent view, the study has established the perceptions of employed university graduates themselves on the extent to which university education has prepared them in meeting the skills requirements of their jobs. Furthermore, apart from confirming the extent of further training required, the study empirically affirms the relative training needs of graduates from different fields of study.
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Ukaegbu, Chikwendu Christian. "Working conditions and employee commitment in indigenous private manufacturing firms in Nigeria: managing business organisations for industrial development." Journal of Modern African Studies 38, no. 2 (2000): 295–324. http://dx.doi.org/10.1017/s0022278x00003360.
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Investment in medium and large-scale manufacturing enterprises by Nigerian entrepreneurs has continued to grow; but little is known about their organisation and management in general, or the nature of working conditions and employee commitment in particular. This study examines the relationship between working conditions and employee commitment in twenty indigenously owned private manufacturing firms in Igbo states of southeastern Nigeria. The findings show that these firms have the potential to contribute to the industrial future of the country. However, a substantial number of their workers were dissatisfied with the extrinsic and equity factors of their work, which are stronger predictors of employee commitment than the intrinsic/responsibility component. To build a viable workforce for enterprise success and industrial development, entrepreneurs should invest in the long-term goals of their workers, and learn to balance their own interests with those of their employees.
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Obiageli, Dr Orogbu Lilian, Dr Onyeizugbe Chinedu Uzochukwu, Dr Onwuzuligbo Leo, and Agu Ifeyinwa Angela. "Employee Engagement and Performance in Selected Ministries in Anambra State Civil Service of Nigeria." Journal of Economics and Public Finance 2, no. 2 (2016): 280. http://dx.doi.org/10.22158/jepf.v2n2p280.
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<p><em>This study was necessitated by the inefficiency that has trailed the performance of employees in the Civil Service in Anambra state. The objective of this study is to ascertain the extent to which employee involvement correlates with goal achievement in Anambra State Civil Service. The study employed correlational survey research design, with a population of 684 employees, and a sample size of 252 was determined with the use of Taro Yamane formula of finite population, the questionnaire allocation was determined using Bowley’s proportion allocation formula. The study obtained information from the data using mean and standard deviation. The hypothesis was tested using Pearson’s Product Moment Correlation Co-efficient on SPSS version 20, which establishes the extent of the relationship between the variables under consideration. The findings showed that employee involvement has a significant positive relationship with goal achievement in the selected ministries. The researcher recommended that the Civil Service should engage in induction training to specify work roles to each employee, encourage involvement of employees in decision making and feedback should be given on their performance with commensurate reward.</em></p>
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Abdulmaleek O., Abdulazeez. "Talent Management Strategies and Employees’ Retention in Chi Farms Ltd (Ajanla Farm), Oyo State, Nigeria." World Journal of Business and Management 6, no. 2 (2020): 1. http://dx.doi.org/10.5296/wjbm.v6i2.17609.
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This study examined the analysis of Talent management strategies and employees’ retention among workers of CHI Farms LTD. (Ajanla Farm), Ibadan. In carrying out the research, three hypotheses were generated and were tested using Multiple regression model, Pearson product moment correlation and T – test statistics respectively. The study adopted a descriptive survey design method. A structured questionnaire was used in obtaining data, which was classified into Employee Engagement Scale (EES), Employees’ Retention Scale (ERS), Performance Management Scale (PMS), Compensation Management Scale (CMS), and was administered on 108 respondents. Hypothesis one revealed that there was a contribution of talent management strategies (i.e performance management, compensation and engagement) to employees’ retention (F=43.68, p<.01, R2=.54). Hypothesis two findings showed a significant relationship between performance management and employees’ retention [r(.104)= .46**, p<.01]. Also, the result revealed a significant positive relationship between compensation strategies and employees retention [r(106)=.35**,p<.01]. The result also revealed that a significant positive relationship between engagement and employees’ retention {r(106)=.40**, p<.01} exist. Hypothesis three result revealed that there was a significant difference between male and female respondents on perception of employees’ retention. [t(106)=4.27, p<.01]. The study concluded that performance management, compensation strategy and employees’ engagement are of great importance to talent management and retention. The study therefore recommended that management should formulate and implement policies that promote talent management which will in turn promote employees’ retention, they should also recognize and appreciate employees for work well done and that management should have in – house career development programs to help develop their employees.
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Orji, Marcus Garvey, and Gloria Nankling Yakubu. "Effective Stress Management and Employee Productivity in the Nigerian Public Institutions; A Study of National Galary of Arts, Abuja, Nigeria." Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences 3, no. 2 (2020): 1303–15. http://dx.doi.org/10.33258/birci.v3i2.975.
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The objective of this study was to evaluate the effect of stress management on employee productivity in the Nigerian public institutions with particular emphasis on National Gallery of Arts, Abuja. The study is a survey research and the population of the study consists of employees of the institution with sample size of 171 determined using Taro Yamane’s formula. Primary data was used through the administration of questionnaire, and the formulated hypotheses tested by regression method. The findings revealed that there is a significant impact of physical stress management on employee productivity. Furthermore, the results also revealed that there is an insignificant impact of psychological stress management on the employee productivity. Equally there is a significant impact of emotional stress management; environmental stress management and economic stress management on employee productivity. The study concluded that effective stress management can mitigate the negative factors that distressed employees which also have a negative effect on their productivity; and recommended among others that adequate stress management should be incorporated into the fabric of Nigerian public institutions to improve the health of workers and intrapersonal relationships; ergonomic factor that reduces physical stress on a worker's body should be taken into consideration to which in turn can improve productivity; in addition, equity in compensation, feeling of been in control and meaningful task in the setting may help to reduce psychological and emotional stress to improve productivity, also providing some form of financial assistance especially in times of economic distress.
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Ajibola. O., Ogunyemi, Samuel S. Fasanmi, and Onunkun Olubunmi. "Mediating Roles of Corporate Goal-Setting, Goal-Orientation and Corporate Ethical Values on Work Attitudes of Bank Employees." Business and Management Research 7, no. 2 (2018): 1. http://dx.doi.org/10.5430/bmr.v7n2p1.
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The present study was conducted to examine the mediating roles of corporate goal setting and goal orientation in corporate ethical values and work attitudes of bank employees in Nigeria. Correlation coefficients and regression analysis were employed. Results showed, among other things, that there was a significant contribution of corporate ethical values to work attitudes of bank employees in Nigeria (t = 8.119, p < .05), significant mediating roles of both corporate goal setting and goal orientation in the contribution of corporate ethical values to work attitudes of bank employees in Nigeria. It was recommended, among other things, that organizations should set specific, attainable goals and foster performance goal orientation among employees.
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Charles, Effiong, Usoro Abosede Abimbola, and Udongwo Udeme Ibanga. "MULTIVARIATE ANALYSIS OF ORGANISATION’S INTERNAL ENVIRONMENT DRIVERS ON EMPLOYEES TURNOVER INTENTION IN SMALL AND MEDIUM SCALE ENTERPRISES IN CROSS RIVER STATE, NIGERIA." International Journal of Business Strategies 3, no. 1 (2018): 17. http://dx.doi.org/10.47672/ijbs.343.
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Purpose: The study examined the effect of firm’s internal environment drivers: managerial style; employee motivation; job security; organisational culture; organisational climate; remuneration/ compensation on employees’ turnover intention in Small and Medium Scale Enterprises Cross River State, Nigeria. Methodology: The study adopted the cross sectional survey research design, while the two-stage sampling procedure involving simple random and judgmental sampling techniques was used in selecting the element. The Ordinary Least Square regression statistical technique was utilised in the test of research hypotheses. Results: The study established that the firm’s internal environment drivers, all have an inverse significant influence on employee turnover intention in SMEs. Policy Recommendations: The study recommended that managers should espouse managerial styles that promote work freedom, autonomy, delegation and builds group team spirit in order to foster work harmony and employee commitment. Employment hires should be governed by formal contracts mutually agreed upon between the employer and employee. Management should provide incentives and opportunity where highly goal oriented employees could be co-opted as co-owner of the firm over the years and have the privilege/right to the share in the end of year contract bonus or profit, as this would build a strong sense of employee’s commitment and job security.
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Ali Yolah, Saidu,, Onyeaghala Obioma Hyginus*, and Gift J. Eke. "Effect of Workplace Physical Environment on the Productivity of Employees in Public Organization: A Study of the Central Bank of Nigeria, Jalingo Branch, Taraba State." Noble International Journal of Business and Management Research, no. 51 (January 21, 2021): 1–13. http://dx.doi.org/10.51550/nijbmr.51.1.13.
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This study sought to identify the effect of workplace physical environment on the productivity of employees. A case study approach was employed in this study and the Central Bank of Nigeria, Jalingo Branch served as the study area. The population of this study comprised of all the permanent staff of the Central Bank of Nigeria, Jalingo Branch which is made up of 70 employees; (executive’s staff cadre 10, senior staff 35 and Junior staff 25. The probability sampling technique was adopted to select elements from each cadre to give a sample frame of 60. Questionnaire that was validated and tested for reliability served as data collection instrument. Collected data were presented in frequency and percentage tables, and this formed the basis for data analysis. The null hypotheses were tested using Chi-Square statistical tool aided by SPSS version 23. Findings indicate that: Spacious physical work environment increases the productivity of employees. The productivity of employees increases in a work environment with availability of suitable equipment. Lastly, findings show that workplace environment with open communication increases employee productivity. Following the findings of this study, it is proposed that: organizations should provide spacious workplace physical environment for their employees because this substantially increases employees’ productivity. For the fact that the productivity of employees increases in a work environment with availability of suitable equipment, it means that organizations should act in accordance with this finding if they are to achieve employee productivity. Following the findings that work place environment with open communication increases productivity, it behooves on organizations to create work place environment charged with open communication and supportive to team spirit.
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Ehoro, Alex Joe, Dr A. O. Oparanma, and Dr K. T. Konya. "CONSCIENTIOUSNESS AND EMPLOYEE COMMITMENT IN MANUFACTURING COMPANIES IN PORT HARCOURT, NIGERIA." Journal of Strategic Management 4, no. 1 (2019): 16. http://dx.doi.org/10.47672/jsm.411.
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This study examines the relationship between conscientiousness and employee commitment in manufacturing firms in Port Harcourt, Nigeria. The study adopted the cross-sectional survey in its investigation of the variables. Primary source of data was generated through self- administered questionnaire. The population for the study was 400 employees of six (6) selected manufacturing companies in Port Harcourt. A sample size of 200 was determined using Taro Yamen’s formula. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics with the aid of Statistical Package for the Social Sciences (SPSS version 23.0). The result showed that there is a significant relationship between conscientiousness and employee commitment in manufacturing firms in Port Harcourt, Nigeria. The study therefore recommends that management of manufacturing companies in the process of recruiting, employers should look out for and give preference to people with conscientious traits, because, they do not just carry out their tasks well, but they also perform them well, reduce turnover and are committed to the goals of the organisation.
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Abasilim, U. D., D. E. Gberevbie, and O. A. Osibanjo. "Leadership Styles and Employees’ Commitment: Empirical Evidence From Nigeria." SAGE Open 9, no. 3 (2019): 215824401986628. http://dx.doi.org/10.1177/2158244019866287.
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Leadership style has often been considered as one of the vital factors that can enhance employees’ commitment and it is seen as the live wire for the attainment of organizational goals. Although research has focused on the nexus between leadership styles and employees’ commitment, little consideration has been paid to identify the influence of demographic variables on the nexus between leadership styles and employees’ commitment in Nigeria, thereby leaving a gap. It is based on the foregoing that this article examines the relationship between leadership styles (transformational, transactional, and laissez-faire leadership) and employees’ commitment and also identify the influence of demographic variables on the relationship between leadership styles and employees’ commitment in Lagos State Civil Service Commission of Nigeria. The survey data were collected from the employees of the organization, and the Statistical Package for Social Sciences (SPSS) version 22.0 was used for the statistical analysis. The results show that there is a significant medium positive relationship between transformational leadership style and employees’ commitment, whereas transactional leadership style shows an insignificant small negative relationship with employees’ commitment. In addition, laissez-faire leadership style has an insignificant small positive relationship with employees’ commitment in the study context. The study, therefore, recommends that employees’ commitment is more likely to be achieved when the appropriate leadership style is adopted and specific demographic variables like gender, age, marital status, academic qualification, and employment status are taken into account regarding the role they play in the relationship between leadership styles and employees’ commitment of Lagos State Civil Service Commission of Nigeria.
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OLAOLU, Dele, and Uchenna UWALEKE. "Training as Strategy for Effective Leadership Development in Business Organisations: Evidence from the Nigerian Banking Industry." Nile Journal of Business and Economics 2, no. 4 (2017): 29. http://dx.doi.org/10.20321/nilejbe.v2i4.76.
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<span>Training and Development (T&D) is one of the panaceas for developing sustainable leadership in both private and public enterprises. Such a disposition within the banking industry in Nigeria is akin to being pro-active for responsible managers in future. There is however some paucity of information on functional succession planning process in this sector of the economy which has to be documented. This study therefore examined the disposition of Training and Development (T&D) on the capacity for leadership enhancement in the banking industry of Nigeria. A descriptive survey research design was adopted. The population of study was 4,345 which were all employees in selected three commercial banks in Nigeria. A stratified random sampling technique was used while the sampling size was 165 employees. The findings revealed that there was a significant (P<0.05) relationship between coaching and Leadership Development (LD) with an r value of 0.74. A weak but significant relationship existed between Job Rotation (JR) and LD with an r value of 0.33 (P<0.05). There was a high and positive relationship between On-The-Job Training (OTJT) and LD. It was concluded that on-the-job training should be practiced as a deliberate policy in the Nigerian banking industry in order to enhance productivity and leadership development. The study recommended that deliberate efforts should be made to implement & practice Training & Development in the banking industry as it enhance productivity among employees as well as LD The study also recommended .that coaching as a variant of on-the –job training should be encouraged within the Nigerian banking industry as it addresses employees specific skill gaps required to enhance capacity building of future leaders within the industry.</span>
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Ayeni, Bartholomew. "Winning the Customers Over and Again: Investigating Discourse Features in Nigeria Banking Interactions." International Journal of English Language Studies 2, no. 3 (2020): 45–59. http://dx.doi.org/10.32996/ijels.2020.2.3.5.
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This paper explores the communication strategies employed by service providers in Nigeria banks to gain new and retain their old customers. This is done by looking at the discourse features inherent in banking interactions. The researcher was given the impetus to undertake this study because of the uniqueness exhibited in banking and business discourse. One could easily have drawn a conclusion that, as expected of every business interaction, the banking interaction would be without fuss because of the training employees receive on human relations, but these findings reveal that this is not always the case. However, the fact that employees have more successful interactions is one that cannot be denied, and this success can be attributed to the application of politeness strategies by bank staff. Brown and Levinson’s (1987) politeness theory serves as theoretical framework. Eleven texts from bank employee-customers interactions were purposively selected and subjected to content analysis in order to reveal linguistic strategies employed in them. It is realised that bank employees adopt features like inclusion, directness, informality, face saving features like avoidance of questions, politeness markers, hesitation and taciturnity when interacting with customers. It is also observed that bank employees use hesitation mostly to avoid making absolute statements which could affect customers’ negative face. Also, face saving strategies are the most used as employees do everything to save customer from embarrassment and make them feel good. Inclusion strategies by bank employees serve as vital retention device. This affects the choice of code and kinship terms used by bank employees when relating with customers. In the face of the heat with customers, bank employees resort to taciturnity as an avoidance strategy so that they are not held by their words. Politeness markers like ‘please’ are used even where they do not seem necessary and sorry is not commonly used. In all, bank employees’ attempt to treat their customers as kings in line with their training.