Research Articles in Human Resource Management
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Browsing Research Articles in Human Resource Management by Author "Abolade, Dupe A."
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Item IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES'PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA.(Studies in Business & Economics, 2014-04-01) Ojo, Olu; Abolade, Dupe A.This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN). This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.Item IMPACT OF EMPLOYEES’ JOB INSECURITY AND EMPLOYEE TURNOVER ON ORGANISATIONAL PERFORMANCE IN PRIVATE AND PUBLIC SECTOR ORGANISATIONS(Sciendo, 2018-08) Abolade, Dupe A.Layoffs and alternative staffing seem to be a phenomenon in many workplaces, many employees seem uncertain of their continuing in their job as a result of threats that they face on the job which could lead to job loss, and these call for concern. This paper therefore examines some of the factors responsible for job insecurity and employee turnover and the attendant effects of job insecurity on organisation. The study investigates the relationship between job insecurity and organisation performance, as well as relationship between job insecurity and employee turnover. Self-developed structured questionnaire titled ‘Job Insecurity, Organisation Performance and Employee Turnover’ (JIOPET) was used as the instrument to collect data from one hundred and twenty randomly selected respondents from organised private sector (financial institutions) in Akure and public sector (state secretariat) in Ibadan, Nigeria. The data were analysed and the two hypotheses drawn up for the study were tested using Pearson ProductMoment Correlation. The findings establish that job insecurity negatively affect organisation performance and induce employee turnover. It is recommended that organisation policy makers should diligently address the factors that contribute to job insecurity, have training policy and train employees as work procedures are becoming more dynamic with new technologies.Item Impact of Unionisation and Non-Unionisation of Workers on Organisational Efficiency in Southwestern Nigeria(Economic Insights-Trends and Challenges, 2012) Abolade, Dupe A.This study investigates the influence of unionisation and non-unionisation of workers on the efficiency of workplaces in Southwestern Nigeria. A descriptive survey research design method was adopted for the study. Two hundred and ten (210) respondents from seven different organisations were selected using the 1978 World Health Organisations (WHO) 30 by 70 cluster survey technique. Questionnaire was used as the instrument of data collection. The questionnaire was titled: Impact of Unionisation and Nonunionisation of Workers on Organisational Efficiency Scale (IUNWOES). Collected data were analysed, summarised, and interpreted accordingly with the aid of descriptive statistical techniques such as total score and simple percentage. Analysis of variance, linear regression and t-test statistical methods were used to test all the hypotheses at 0.05 alpha levels. Findings revealed that there was a significant relationship between organisational efficiency and non-unionisation in both public and private sectors. There was no significant relationship between organisational efficiency and unionisation in public and private sectors. Organisational efficiency was less significantly linked to workers’ unionisation. The finding also showed that workers performed their tasks not because they were union members but because of their interests in their jobs and other factors like leadership style and reward systems. As a result of these findings, it is recommended that appropriate leadership styles should be used at all times and that workers should be beautifully rewarded to spur them to perform optimally for overall organisational efficiency. Howbeit, where the national labour policy allows unionisation, workers should be allowed to join unions. In organisations where unionisation is prohibited, workers should be well treated to enhance their welfare and promote organisational efficiency.Item Impacts of industrial democracy on organizational performance (case study of selected private and public sector organizations in Lagos State, Nigeria)(National University of Modern Languages Press, 2015-06) Abolade, Dupe A.This study investigated the impact of industrial democracy on organizational performance. A structured survey instrument was used to collect data from a sample of 815 workers randomly selected from purposively selected work organizations. Both male and female respondents who had spent between 3 to 10 years and above in their organizations were used as subjects for the study. Three hypotheses were tested at 0.05 level of significance. Data were analyzed using Statistical Analysis System (SAS 9.2). Regression Analysis and Pearson Correlation coefficient statistical were used in testing the hypotheses. Simple percentage was used to analyse the demographic information collected from the respondents. Findings revealed that industrial democracy had positive impact on organization performance with the degree of influence being 93.06%. The finding also showed that there was significant relationship between industrial democracy and employee behaviour; and that industrial democracy did not undermine management power but rather strengthened it, since it accounted for 53.60% of the total strength of management power: Fcal> Ftab (211.37> 3.8925). It is therefore recommended that management should make industrial democracy part of its policy and ensure that it is practiced to the letter for better performance of the organization and the satisfaction of the employees.Item Organisational Communication, The Panacea For Improved Labour Relations(De Gruyter Open, 2015-08) Abolade, Dupe A.This paper examined the importance of organisational communication to overall effective labour relations. It looked at organisational communication and its role in labour relations between the parties involved in Labour relations for better business procedures and relationships. It explained the importance of organisational communication in enhancing better labour relations within the organisation and with people outside the organisation. It enumerated the various groups that are involved in industrial relations and how they could use organisational communication for better industrial relations. It established the importance of organisational communication to the overall success of any organisation. Communication is vital to all human relations including labour relations but it seems to have been taken for granted or treated as inconsequential. When good organisational communication is not given its pride of place in organisation, it would affect labour relations negatively. This paper looked at the importance of organisational communication to labour relations, its effects on organisational performance, and negative effects of lack of good communication between stakeholders in labour relations and concluded that organisational communication should be properly used by all concerned in industrial relation matters for better performance of the organisation and improved labour relations both within and outside the organisation.Item Socio-Cultural Factor As Determinant of Female Leadership Quality; Implications for Human Resource Development(Ege Akademik Bakış Dergisi, 2014) Abolade, Dupe A.This study investigates the influence of socio-cultural factors on the leadership quality of male and female leaders in work organisations that could enhance organisational effectiveness. A descriptive survey research design method was adopted for the study. One hundred and fifty respondents from five purposefully selected work organisations were selected for the study, thirty randomly selected respondents from each workplace. 145 well filled questionnaires out of the 150 were used for data analysis. The questionnaire used as the instrument for data collection was titled: ‘Socio-Cultural Factors and Gender Leadership Quality Scale’ (SOCFGLQS). Collected data were analysed and interpreted accordingly with the aid of descriptive statistical techniques such as total scores, frequencies and percentages. The hypotheses were tested using chi-square method of data analysis at 0.05 alpha levels. Findings reveal that female mother’s instinct promotes organisational effectiveness and that female leader’s staffcenteredness positively affects organisational performance. Also, employees’ job performance is significantly influenced by male headship. This shows that right leadership quality which could be an off-shoot of society’s culture could promote organisational effectiveness, and socio-cultural factors play great role in the quality of the leader and by extension the effectiveness of the organisation. It is recommended that the socio-cultural beliefs and practices that inhibit good leadership in workplace should be discarded and with good leadership training and holistic re-orientation, male and female leaders would perform maximally to enhance better relationship in the workplace for effective organisation performance.