Human Resource Management

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Prevalence and antibiotic resistance of bacteria isolated from ready-to-eat (RTE) food samples of highly patronized eateries in Ogbomoso-Oyo state, Nigeria
(Pelagia Research Library, 2011) Majolagbe, O.N.; Idowu, S.A.; Adebayo, E.; Ola, I.; Adewoyin, A.G; Oladipo, E.K.
The study was designed to determine the prevalence and antibiotic resistance of bacterial isolates of ready- to-eat-rice from four (4) of the major eateries in Ogbomoso, Oyo State, Nigeria. General purpose and non-selective media were used for isolation and a total of ten (10) bacteria were identified. Culture plates with less than 30 colonies and those with more than 300 colonies were removed and not included in the colony counts. The organisms obtained were subsequently sub-cultured and subjected to various biochemical characterization tests for identification. The organisms identified with their percentage of occurrence were Bacillus cereus (30.4%), B. marcescens (4.3%), B. subtilis (4.3%), Streptococcus faecalis (4.3%), S. faecium (13.0%), Staphylococcus aureus, (17.4%) Pseudomonas putida (4.3), Proteus vulgaris (4.3%), Micrococcus luteus (13.0%) and M. acidiophilus (4.3%). Bacteria isolated were tested against six (6) different antibiotics which are Ofloxacin OFL,(5μg); Erythromycin ERY, (10μg); Gentamicin GEN, (10μg); Ceftriaxone CEF, (30μg); Ciprofloxacin CIP, (5μg); and Cotrimoxazole COT, (50μg) in order to determine their susceptibility. Based on the overall effectiveness, Ceftriaxone and Ofloxacin were the least active, while Cotrimoxazole was the most active against the isolates.
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.
Realities of work life balance in Nigeria: perceptions of role conflict and coping beliefs
(Vilnius Gediminas Technical University, 2012) Akanji, Babatunde
The purpose of this study is to explore the perceptions of Work-Life Balance (WLB) practices in a developing nation of Nigeria. Evidently, on the threshold of widened globalization propensities, work-life research is beginning to spread outside the western context. Thus, a qualitative approach was employed by conducting 61 in-depth interviews with Nigerian employees (41 women and 20 men) working in frontline employments in the banking, telecommunications and insurance sectors about their perceptions of WLB. The findings showed that though conflict situations existed more than work-family enrichment, but under different circumstances due to the long legacy of national challenges facing Nigeria. The apparent role conflicts have generated various coping strategies adapted by participants of study to moderate their perceived work-life conflict and this paper seeks to add to the compendium of WLB discourse on a global scale by examining key barriers detected to hinder its workable practices in Nigeria.
Contribution of Some Identified Variables to Females’ Participation in Literacy Programme in Southwestern Nigeria
(School of Doctoral Studies European Union, Brussels, Belgium, 2012-01-30) ABOLADE, ADESUBOMI DUPE
Women seem to be fewer in social and political activities in Nigeria; this could be a function of literacy level which seems to be lower among females than it is among their male counterparts. The purpose of this study therefore, was to investigate the contribution of some identified variables that could determine females’ participation in literacy programme for their overall development. Women in the Southwest Nigeria were the target population, four out of six states in Southwestern Nigeria were selected for the study and 2,400 females in basic literacy class were selected out of 6,535 learners through a simple random sampling procedure. Data were collected using “Literacy Assessment Scale (LAS)” (Adepoju, 2001) ;( r=0.72). The results showed that each of the seven identified variables: age, marital status, occupation, number of children per family, cultural demands, socio-economic status and locality (t=2.8, significance of 0.005, p<0.05; t=2.3 significance of 0.02, p<0.05; t=-0.08, significance of 0.93, p>0.05; t=-4.5,significance of 0.00, p<0.05; t=4.36, significance 0.00, p<0.05; t=48.0 significance of 0.00, p<0.05; t=6.0 significance of 0.00, p<0.05) contributed differentially and that occupation, one of the variables, did not contribute significantly. Socio-economic status with: (β=0.705, t=48.0, p<0.05) was the most important of all the variables. It was concluded that some factors would motivate females to participate in literacy programmes, it was therefore recommended that these identified variables(age, marital status, occupation, number of children per family, cultural demands, socio-economic status and locality) should be taken into consideration by planners and other stake holders when planning literacy programmes for females in any given community so that the target population might be able to participate maximally in the programmes to enhance the much needed development for the females and the community
The impact of work-life balance on the commitment and motivation of Nigerian women employees
(Human Resource Management Academic Research Society, 2012-03) Nwagbara, Uzoechi; Akanji, Babatunde
This study borders on motivating female employees in Nigerian organisations in order to widen possibilities for business growth, high performance and organisational commitment. It is also about the impacts of work-life balance (WLB) on the commitment and motivation of women employees in Nigeria. Thus, the main thrust of this paper is to articulate how WLB affects these variables: women’s commitment and motivation in bringing about better organisational performance particularly at the turn of the millennium when organisations are in a constant flux of competition and change precipitated largely by the pressures of ascendancy of women’s involvement in work-related activities, the descent of patriarchy and above all postmodernist pressure. The realities of African (Nigerian) patriarchal society have brought about serious challenges for women employees both at home and in organisations causing them to be pressured, which is largely responsible for the nature of motivation and commitment they bring to work. To this end, this paper will be exploring how to enhance (Nigerian) women employees’ motivation to bring about commitment for better organisational performance, given their perceived interests to get paid employment as precipitated by pressures of work-life imbalance as well as postmodernist burden to be part of providing for their families.
An exploratory study of work-life balance in Nigeria: Employees’ perspectives of coping with the role conflicts
(International Journal of Research Studies in Management, 2013) Akanji, Babatunde
Using a phenomenological methodology, the purpose of this study is to examine the prevalence of work-life conflicts (WLC) in Nigeria. Evidently, work-life research is a social concept originating from the western societies but over the years, advanced management and business studies are beginning to emerge showcasing the relevance, significance and challenges of Work-Life Balance (WLB) practices in developing nations. Against this backdrop, 51 in-depth interviews were conducted with employees working in the Nigerian service industry (ie banks, call center, hotel services and insurance firms) about their cultural perceptions and knowledge of work-life balance. Study findings manifested views alleging the prominence of role conflict situations rather than desired expectations of available social incentives for appropriate management of employees’ work and family affairs. This were attributed to the adverse macro environmental conditions entrenched in so many social-economic upheavals found to be plaguing Nigeria as a whole. Thus, the antecedents of these national issues have necessitated personal coping strategies utilized by participants of current study as moderating buffers against role imbalances encountered. Thus, this paper provides a preliminary study that provides an academic platform for further research into circumstances instigating role conflicts in African societies by presenting major impediments detected to hinder workable WLB practices in Nigeria.
Occupational Stress: A Review on Conceptualisations, Causes and Cure.
(Economic Insights-Trends & Challenges, 2013-09-01) Akanji, Babatunde
Given the complex nature of the concept - occupational stress (also known as work or job stress), it appears a daunting task reaching a unified definition of work stress because of the acknowledged fact that a singular approach may not be able to encompass the breadth of the phenomenon. To this end, the purpose of this paper is to provide a general review of some of the challenges surrounding the conceptuality of occupational stress in literature. Subsequently, the established knowledge regarding the nature and causes of occupational stress were examined in light of the conceptual typology of Murphy (1995) and Michie (2002) that portrays various sources of workplace stress which has been categorized as emanating from the context and content of work. These stress sources are consequentially known to produce dire organisational and extra-organisational outcomes such as low morale, poor performance, career uncertainty, absenteeism, health problems, work-life conflict, turnover and other reverses that undermine competitive objectives of business. As solutions, stress curative measures are discussed to assist managers to understand the significance of providing effective stress management interventions that can enhance employee well-being and organisational productivity.
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.
IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES’ PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA
(Constantin Brancoveanu University, 2014) Olu, Ojo; Abolade, Dupe Adesubomi
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.
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.
The Nature and Outcomes of Emotion Work in Customer Service Management
(Petroleum-Gas University of Ploiesti Bulletin, Technical Series, 2015-01) Akanji, Babatunde; Mordi, Chima; Taylor, Agnes
The purpose of this paper is to explore views of call centre employees working in Nigeria on the nature and consequences of emotional labour management during customer service interactions. Literature reveals lack of knowledge of this research area in an African context while a significant number of similar studies exist in Anglo-Saxon countries. Thus, this study was conducted in one of the Nigerian call centres. Using a social constructivist paradigm for the research analysis, semi-structured interviews were carried out among 50 Nigerian call centre agents. Findings revealed differences in terms of how affective delivery experiences was conceptualised and also perceived as a predictor of work stress when emotions are excessively regulated. In addition, organisationally-based solutions that can extenuate the negative after-effects of affective delivery that impairs well-being were suggested. In essence, the implication of the study is to unveil how call centre organisations existing in non-Western regions can better target and improve emotion work intrinsic of these frontline jobs
Gender Attributes as Determinants of Organisational Efficiency
(Nigerian Journal of Clinical and Counselling Psychology, 2015-05-30) ABOLADE, Dupe
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.
Reviewing Gaps in Work-Life Research and Prospecting Conceptual Advancement.
(Petroleum-Gas University of Ploiesti Bulletin, Technical Series, 2015-07) Akanji, Babatunde; Mordi, Chima; Ojo, Stella
Within various organisational, behavioural and management studies, work-life balance is still a discursive subject. Focal themes and implications of most research findings on this social concept often discloses the need for working adults to consolidate efforts in finding the right balance between their work and non-work roles while organisations are scrutinised on implementing a variety of work-life practices and policies that can foster workplace well-being. However, gaps in accentuating its meaning, the dominance of role conflict realities and continuous emphasis on negative work-life outcomes still proliferates studies of this nature. Thus, the modest ambition of this paper is to assess trends in research evidencing gaps in work-life literature and what prospects are available to overcome such hiatus in work-life theory, practice and policy development. This review concludes by stimulating scholarly minds on potential collaborative solutions and proactive changes that human resource managers and employees’ alike can capitalise on for a more sustainable and fulfilling enactment of a win-win work-life situation.
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.
ORGANISATIONAL COMMUNICATION, THE PANACEA FOR IMPROVED LABOUR RELATIONS
(De Gruyter, 2015-08-01) ABOLADE, ADESUBOMI DUPE
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.
Organisational Stress: Theoretical Reflections and Proposed Directions for Management Research and Practice.
(Economic Insights-Trends & Challenges, 2015-10) Akanji, Babatunde
This article critiques the diverse theoretical sentiments accentuated in the field of work stress as well as incidences and impact of work stress within an organisational context. Thus, the purpose of this paper is threefold. First, it is to review the organisational factors increasing employee stress and further reflect on the contentious definition of work stress. Some main theoretical models that have been important in the field of stress research are also critically evaluated. Second, this study further focuses on unveiling promising areas of research that scrutinises stress management interventions that is a terrain where paucity of research is found to still exist. Third, this review concludes by presenting important research and practice implications.
The Bleak Nature Of Hrm Practices In Organisational Management Of Casual Labour Employments
(Faculty of Management, Academy of Economic Studies, Bucharest, Romania, 2016) Akanji, Babatunde
The purpose of this study is to investigate the morbid use of numerical labour flexibility with a specific focus on casual labour employment. Scholarly enquiries into labour casualization have often been assessed from a labourmarket flexibility perspective and/or managerial control of labour. In contrast, this research attempts to add to literature by unveiling the experiences facing these organisational cohort from narrative accounts of employees. In doing so, 20 interviews were conducted with casual staffs employed as security guards, cleaners and shelve stackers at one of the Shoprite supermarket subsidiary operating in Nigeria. The findings exposed ebbing HR practices regulating working conditions of these set of workers based on the low skill nature of their job roles. Consequently, practical implications of the study proposes demands for HR managers to reconceptualise HRM best practices that would accommodate and support casual labourers based on the rising need for firms to remain flexible in response to changing market vagaries.
Executive Remuneration and the Financial Performance of Quoted Firms: The Nigerian Experience
(Faculty of Management, Academy of Economic Studies, Bucharest, Romania, 2016) Ogbeide, Sunday; Akanji, Babatunde
This study examined executive remuneration and firms’ performance in Nigeria. Specifically, the study seeks to ascertain the nexus between executive remuneration, firm size and board size variables and the performance of quoted companies. The population of the study consists of all the quoted firms as at 31st December, 2014. A sample of sixty (60) companies excluding non- financial firms was selected for the period 2013 and 2014. Summary statistics such as descriptive, correlation and granger causality tests were used. Inferential statistics, using panel Generalized Least Square (EGLS) with fixed effect was used for the purpose of empirical validations. This was after the application of diagnostic test to enhance the study. The study ascertained that executive remuneration has a relationship with firm performance, but negatively impacted on it; though was not statistically significant. Firm size was ascertained not to have significant positive relationship with firms’ performance; though it has a causality relationship with the performance of the firms. Board size was found to negatively affect the performance of firms and is statistically not significant. Premised on this, the study suggests that executive remuneration of quote firms should be pegged constantly in a flexible manner. This will enable shareholders known the causality relationship between what is paid to the executive and how that influence performance.
An Organisational Study on the Effects of Intrinsic Customer Service Demands: A Perspective from Emotional Labour Theory
(De Gruyter Open, 2016-08-01) Akanji, Babatunde
The purpose of this research is to examine employees’ views on adverse consequences caused by strict compliance to display rules of intrinsic labour demands as against its appropriate necessities within a call centre context. Using an interpretative phenomenological methodology for the study analysis, 25 semi-structured interviews were conducted with telephone agents working in a call centre outlet in Lagos state, Nigeria. Based on the emotional labour theory, enquires were made about general outcomes experienced from conforming to organisational rules of emotional management during customer service encounters. Findings confirmed that the adversarial impact of affective conformity tends to threaten the positive intentions of these mandatory components of service work. Thus, a proposed theoretical model emerged from the study’s interpretive accounts Based on these significant research findings, detailed practical implications were discussed on ways in which call centre businesses operating in a non-Western context can extenuate poor affective deliveries arising from mismanagement of emotional labour.

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