Browsing by Author "Idowu, Samuel Adebayo"
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Item Assessing the Career Conflict Options of Senior Secondary School Students of Ado-Odo Ota Local Government, Ogun State, Nigeria(Research in Social Sciences and Technology, 2020-07-17) Idowu, Samuel Adebayo; Ifedayo, Tolu Elizabeth; Idowu, Elizabeth OluwatoyinCareer choice is one of the most important decisions that students make, and this decision will affect them throughout their lives. This study adopts a descriptive research survey method for assessing career conflict options of senior secondary school students in Ado-Odo Ota Local Government, Ogun State, Nigeria. The data contains questionnaires administered to 373 male and female secondary school students from three private schools and three public schools in the Ado-Odo Ota Local Government. The data obtained from the questionnaires were categorized into a Demographic Data Inventory, Career Choice Scale, and Support, Interference, and Lack of Engagement Scale. Demographic information was analyzed using descriptive statistics, and simple linear regression analysis was used to test the three hypotheses generated for the study at 0.05 alpha levels of significance. The findings suggest that parental formal education has a significant effect on the choice of careers of students, and that the profession of parents has a minor influence on the choice of careers of students. The results also indicate that the socio-economic status of parents does not affect the career choice of secondary school students. Based on the findings, this study recommends that parents be trained in career counseling to help parents direct their children in their career choices. Counseling units in the Ministry of Education should also coordinate orientation activities and provide information on the broad variety of career opportunities open to students. Finally, future research should be carried out on the contradictory effect of teachers and school counselors on the career choices of secondary school students.Item Impact of Leadership Styles on Employees' Work Performance in Some South-Western Nigerian Private Universities(Economic Insights – Trends and Challenges, 2020) Idowu, Samuel AdebayoThis study examined the impact of leadership styles on employees’ work performance in some selected South-western Nigerian private Universities. For employees’ to perform at their utmost best, Universities need leaders who can adapt to different situations and possess various leadership styles that fit in every situation and at any given point in time. Purposive sampling technique was adopted in selecting 10 private universities majorly in Ondo, Ekiti and Osun state respectively out of the 36 private universities in south–west, Nigeria. To measure transformational, transactional and laissez-faire leadership styles, a subordinate’s perception of his/her superior’s leadership style was collected by reviewing Multi-factor leadership questionnaire (MLQ-Form 5X) by Bass and Avolio, (2000). The researchers personally designed questions to measure the impact of autocratic leadership style. Data collected were analysed based on descriptive analyses of demographic information. The four hypotheses presumed for this study were tested using linear regression and Pearson correlation. All the hypotheses are examined at 0.01 and 0.05 alpha levels of significance. The study concluded that Universities driven by the desire to achieve better performance from his/her employees should try to exhibit more of transformational and transactional leadership styles and less of laissez-faire and autocratic leadership styles. This study recommends that good and effective leadership style is what Universities need to survive in this competitive and hostile business environment. Therefore, Universities should implement leadership training and development programmes in order to meet the essential knowledge and skills necessary in developing the leadership capabilities of employees.Item Influence of Effective Communication and Compensation Management on Employees’ Engagement in Some Selected Financial Institutions in Lagos State, Nigeria(THE INTERNATIONAL JOURNAL OF BUSINESS & MANAGEMENT, 2018-10-30) Idowu, Samuel Adebayo; Abolade, Dupe AdesubomiThis study investigated the influence of effective communication and compensation management on employees’ engagement in some selected financial institutions in Lagos State, Nigeria. Employee Engagement is an important business approach for organisational success because high level of employee engagement in both private and public sector improve employees’ performance and organisational productivity. The survey research design method was adopted for the study and a total of 150 respondents were selected using random sampling techniques. Data were collected through the use of Gallup Q12 Employee Engagement Scale developed by Gallup (2013), effective communication scale adopted from the Institute for Employment Studies (IES) in Dilys, Sarah, and Sue, (2003) and Employee Satisfaction Scale in Crossley, Bennett, Jex, & Burnfield, (2007) to measure compensation management. The data collected were analyzed using statistical packages for social sciences (SPSS) which include descriptive analysis of demographic information using pie chart and simple percentage. Linear regression analysis and Pearson correlation were used to test the three hypotheses that were generated for the study at 0.01 alpha levels of significance. The study concluded that effective communication and compensation management have significant positive effect on employees’ engagement. Moreover, the findings also revealed that employees’ engagement is significantly related to organisational performance. Based on the findings of this study, it was recommended that organisations should increase employee engagement by going beyond downward communication and making sure that people are not just treated as employees; instead they should be treated as valued employees.Item ORGANIZATIONAL CONFLICT: A CONTEXTUAL EXPLORATION(2020) Ojo, Olu; Idowu, Samuel AdebayoThis paper examines the concept, causes, classes, consequences and control of organizational conflict. The study discovered that like many other areas of academic endeavor, conflict generates considerable ambivalence and leaves many managers and scholars quite uncertain about its meaning, sources or causes, typologies, effects and remedy. Thus, this study covers the definition of conflict, causes of conflicts in an organizational setting and classifications of organizational conflicts. Other issues discussed are positive and negative consequences of organizational conflicts and steps that are needed to be taken in order to manage, minimize and solve organizational conflicts. This will help in extending the frontier of knowledge in this area of academic discipline.Item Role of Flexible Working Hours’ Arrangement on Employee Job Performance and Retention in Manufacturing Industries in Agbara, Nigeria(Economic Insights – Trends and Challenges, 2020-08) Idowu, Samuel AdebayoThis study examined the role of flexible working hours’ arrangement on employee job performance and the retention of employees. Flexible working hours’ arrangements are preferable for employees across different cohorts, levels, gender, and are one of the most sought-after benefits. Purposive sampling technique was used to collect data from 227 permanent and contract employees from five manufacturing industries in Agbara, Ogun State. Data were collected through the use of a flexible working hour questionnaire developed by Hill, Hawkins, Ferris and Weitzman, (2001). An eight-item questionnaire of affective organisation commitment by Meyer and Allen (1991) was used to measure employee retention. Questionnaire designed by Rose (2005) was used to measure employee work stress. The data collected was analyzed based on descriptive analysis of demographic information using table. Linear Regression and Pearson Correlation were used to test the three hypotheses presumed for this study. This study found that flexible work-hour arrangements improved employee performance, increased retention of employees and reduced employee work stress. It is recommended that a proactive strategy be adopted by organisations to improve the alignment between flexible work-hour agreements and other human resource policies such as recruitment, promotion, training, rewards and performance assessment.