Research Articles in Human Resource Management

Permanent URI for this collectionhttps://repository.elizadeuniversity.edu.ng/handle/20.500.12398/30

Browse

Now showing 1 - 20 of 50

A case analysis on the adequacy of work-life balance practices in UK small-and medium-sized enterprises
(Uniwersytet Ekonomiczny w Krakowie, 2017) Akanji, Babatunde
The purpose of this study is to examine whether work-life balance (WLB) practices are satisfactorily provided in UK small and medium-sized enterprises (SMEs) and the impact of the availability of these work-life policies on turnover intentions. A review of extant literature reveals scarce knowledge in this area of research and this study presents a rudimentary effort to fill this gap.Research Design & Methods: Using qualitative design, the data set comprised of in-depth interviews with thirty-six employees working in small and medium-sized UK convenience stores and supermarkets with less than ninety employees.Findings: Informal nature of human resource management policies emerged from the findings as one of the constraining forces impeding work-life agendas in SMEs and causing low staff retention in UK. Although other themes were found to contribute to retention challenges, however, these additional reasons were not independent, but all considered integrated.Implications & Recommendations: Consequently, the practical implication of devising ways to overcome WLB and retention deficiencies in this context were also explored.Contribution & Value Added: The originality of this work lies in studying the importance of WLB practices to some of these grass root businesses that make up a large proportion of the economy in the UK. As the limitation of this study is that it is wholly qualitative in nature, it is suggested that future research should rely on quantitative designs that provides more internally valid tests via computational techniques.
A case study on occupational stressors and effective stress management interventions from a call center perspective
(International Journal of Research Studies in Management, 2016-10) Akanji, Babatunde Oluwatoyin
This case study explores the realities of work stress in the Nigerian call center context and employees’ views on how effective stress management practices can improve workplace well-being. A total of 30 participants (20 call center agents and 10 team managers) employed in two different call centers took part in the study. Semi-structured interviews were conducted about the impact of call center working conditions on employee well-being while thematic content analysis was used to analyze the data. The findings unveiled various interpretations of how participants perceived call center stressors and the various coping strategies used in managing job stress. Furthermore, recommendations were made for call center organizations within this context to implement organizational-levelled stress management practices rather making employees indulge in individual coping abilities. Thus, the implication of study is to create a scholarly awareness on how occupational stress is perceived and interventions conceptualized in service jobs within a non-Western context where literature is rare.
A critical discourse analysis of the link between professional culture and organisational culture
(Employee Relations: The International Journal, 2020-02) Adisa, Toyin Ajibade; Oruh, Emeka Smart; Akanji, Babatunde
Purpose – Despite the fundamental role of culture in an organisational setting, little is known of how organisational culture can be sometime determined/influenced by professional culture, particularly in the global south. Using Nigeria as a research focus, this article uses critical discuss analysis to examine the link between professional and organisational culture. Design/Methodology/Approach – This study uses qualitative research approach to establish the significance of professional culture as a determinant of organisational culture among healthcare organisations. Findings – We found that the medical profession, in Nigeria, is replete with professional duties and responsibilities, such as professional values and beliefs, professional rules and regulations, professional ethics, eagerness to fulfil the Hippocratic Oath, professional language, professional symbols, medicine codes of practice, and societal expectations, all of which conflate to form medical professionals’ values, beliefs, assumptions, and the shared perceptions and practices upon which the medical professional culture is strongly built. Thus, making the medical professional culture stronger and more dominant over the healthcare organisational culture. Research Limitations/Implications – The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research. Practical Implications – The primacy of professional culture over organisational culture may have dysfunctional consequences for HRM, as medical practitioners are obliged to stick to medical professional culture over human resources practices. Hence, human resources departments may struggle to cope with the behavioural issues that arise due to the dominant position taken by the medical practitioners. This is because the cultural system (professional culture), which is the configuration of beliefs, perceived values, code of ethics, practices, etc. shared by medical doctors, subverts the operating system. Therefore, in the case of healthcare organisations, HRM should support and enhance the cultural system (the medical professional culture) by offering compatible operating strategies and practices. Originality/Value – This article provides valuable insights into the link between professional culture and organisational culture. It also enriches debates on organisational culture and professional culture. We therefore contend that a strong professional culture can overwhelm and eventually become an organisational culture.
A study on the relationship between cash-flow and financial performance of insurance companies: Evidence from a developing economy
(Revista de Management Comparat International, 2017-05) Ogbeide, Sunday; Akanji, Babatunde
The study examines the relationship between cash flow and financial performance of insurance companies in a developing economy – Nigeria. Using time series data for the period 2009-2014, twenty seven listed insurance firms in Nigeria were selected as sample size. The study uses both descriptive and inferential statistics to determine the relationship among the variables. It also employs the series of diagnostic tests to ensure stability of the time series used as well as to ensure the model meets the assumption of ordinary list square. The findings reveal that cash flow was observed to determine insurance firms’ financial performance and is statistically significant. Cash flow from operating activities was observed to significantly increase financial performance of insurance companies in the period examined. Cash flow from financing activities was found to increase the financial performance of the sampled insurance firms, but was not statistically significant. The size of the insurance company did not increase the financial performance of the insurance firms and was also not statistically significant. The paper recommends that managers in insurance firm should regularly change the extent at which cash is spent to avoid negative cash flow position as well as financial crisis. Adequate investment appraisal is really a concern that insurance firms need to take into consideration when customers are taking up insurance coverage. The costs have to be weighed against the benefits accruable thereto.
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.
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.
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 Oluwatoyin
Career 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.
Confronting social dominance ideology: how professional women manage career stereotypes in male-dominated occupations
(Emerald Publishing Limited, 2024-07-09) Akanji, Babatunde; Mordi, Chima; Ajonbadi, Hakeem
Purpose – Using social dominance theory as a conceptual lens, this study explores how female managers and professionals strive to defy perceived career stereotypes in traditionally maledominated occupations. Design/methodology/approach – The dataset comprises 30 interviews with female bank managers and senior engineers in Nigeria – a non-Western location and work group – a sample that is considered under-researched. Findings – The qualitative analysis identifies how the interviewed women adopted three strategies in managing gender and career stereotypes, with some expressing concerns of experiencing emotional dissonance as they contend with occupational segregation based on gender. Research limitations/implications – The extent to which the findings can be generalised may be constrained by the study’s limited sample size. Nevertheless, the findings shed light on the underlying importance of disclosing how working women exert themselves in navigating the social dominance ideology in Nigeria that is notable for extreme gender role differentiation. This often results in an intensification of the efforts made by female professionals in confronting the endemic nature of male chauvinism in Nigerian organisations. Originality – Research on gender and career constraints has, in the main, restricted our understanding of the barriers that Nigerian women face in their careers as a result of the masculine hegemony perpetuated by social dominance. The present study aims to challenge however, proponents of social dominance by unveiling the mitigating strategies that women living in an inegalitarian society adopt to confront occupational male-group ascendency.
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
Corporate Social Responsibility and Maximisation of Consumers Benefits: Evidence From Nigerian Manufacturing Companies
(UNIOSUN: International Journal of Business Administration, 2018-12-30) Ojo, Olu; Abolade, Dupe Adesubomi
Effects of Family Demands on Job Performance and Intention to Quit of Female Employees in Selected Financial Institutions in Akure, Nigeria
(Economic Insights – Trends and Challenges, 2019-07-30) ABOLADE, Dupe Adesubomi
Female employees in the banking sector in Nigeria are burdened with societal imposed family demands and the demands of their job as competition in the sector makes employees struggle through the challenges posed by the demands. Poor economic situation in the nation is affecting most families negatively so the women try to cope with the demands to contribute to the economy of their families. Using two financial institutions in Akure, Nigeria as case study, this study examined the effects of family demands on job performance and intention to quit of female employees. One hundred and forty respondents were randomly selected as sample population. Structured questionnaire which was divided into two sections was used to elicit information from the respondents. Section one elicited information from the respondents on their demographic characteristics, section two elicited information from them on the relationships between family demands and employee job performance; family demands and employee’s intention to quit. One hundred and thirty five properly filled questionnaires were analysed. Frequencies and percentages were used to test listed items. Two hypotheses were generated and tested. Pearson Product Moment Correlation was used to test the significance of the relationship at 0.05 levels of significance. The results of the hypotheses tested established that family demands do not have significant relationship with female employees’ job performance; that family demands have significant relationship with female employees’ intention to quit their job. It is recommended that flexible working hours and supportive work environment be provided for female workers with family demands.
Empirical Assessment on Financial Regulations and Banking Sector Performance
(De Gruyter Open, 2017-09-26) Igbinosa, S.; Sunday, Ogbeide; Akanji, Babatunde
This study examines financial regulation and banking sector performance in Nigeria. Specifically, the study determines the impact of reforms on banking sector performance and also assesses the nexus between capital adequacy and banking sector performance. Time series data for the period 1993 to 2014 was used. As an analytical tool, the study uses unit root test to determine the stationary state of the variables. We also employed the Johansson co-integration and error correction model (ECM) statistical techniques to establish both short-run and long-run dynamic relationships between the endogenous and exogenous variables. The empirical findings indicate that financial regulation significantly impacts the banking sector performance while financial regulation has both short-run and long-run dynamic relationships with the banking sector performance in Nigeria. It was found that the four-period lag of capital adequacy negatively affects banking sector performance and is not statistically significant. The paper suggests that the Central Bank of Nigeria (CBN) should continually make public the impacts that the various financial regulations and reforms have on the performance of Nigerian banks. Majority of the policies on financial regulation by the apex bank (CBN) need to be long-run which can enable confidence of stakeholders, shareholders and the general public in the Nigerian banking industry when critically evaluated.
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.
Exploring cultural values in conflict management: a qualitative study of university heads of departments
(Emerald : Qualitative Research in Organizations and Management, 2021-05-21) Akanji, Babatunde; Mordi, Chima; Ajonbadi, Hakeem; Adekoya, Olatunji, David
Purpose In seeking to understand the impact of culture on conflict management (CM), extant organisational management research has, for the most part, confined itself to using the one-dimensional collectivism/individualism model of Hofstede's cultural theory. The purpose of this present study is to extend this knowledge area by adopting the more comprehensive analysis of Hofstede's fourfold dimensional typology – power distance, individualism/collectivism, uncertainty avoidance and masculinity/femininity – as a conceptual lens to investigate how national culture impacts the interpersonal CM of those in leadership positions in higher education institutions. Specifically, this article explores the extent to which cultural values influence the CM practices of university heads of departments (HODs). Design/methodology/approach Adopting a qualitative approach, 36 interviews were conducted with heads of different departments across a variety of disciplines in selected Nigerian universities. Findings The study's results conceptualise how underlying cultural norms – promoting paternalism, servility and social relations – influence the conflict-handling strategies adopted by university HODs. It consequently emerged from the thematic analysis that in Nigeria, conflict-handling decisions are shaped by status-based dictates, a normative emphasis on communality, masculine hegemony and religious motivation – as opposed to Western cultures, where these benevolent and integrative values play a far smaller role. Research limitations/implications The study focussed on a small group of research subjects. Although the sample is not a sample that enables generalisation, the findings provide theoretical insights into how cultural ascendancy could frame conflict resolutions. This research is especially relevant as it runs in a culture significantly different from the ones that originally were investigated and in which managerial books and mainstream practices emerged and, thus, can contribute to challenge and enhance theory. Originality/value The study seeks to advance knowledge of the interface between culture and CM in a sub-Saharan African context where literature is scarce
Exporing business management obscurities encountered by female entrepreenuers in Nigeria: Prospecting an agenda for social change
(Academia de Studii Economice din Bucuresti, Research Center in Public Administration and Public Management, 2016-12) Akanji, Babatunde
The purpose of this study is to examine difficulties facing Nigerian female entrepreneurs in developing their businesses. The paper addresses the gap in literature on the challenges confronting female entrepreneurs in a non-Western context that tends to obscure any meaningful contribution made by women in this area of work. Using a qualitative methodology, a thematic analysis design was used on the data obtained from semi-structured interviews conducted with 30 women engaged in entrepreneurship retail businesses in two states-Lagos and Oyo States located within the South-West regions of Nigeria. The findings revealed cultural biases, lack of acceptance, inadequate literacy as well as the challenges in accessing funding for their ventures as root causes of business failure. The study results further highlights agendas that are perceived solutions for entrepreneurship development in this context. The practical implication of the study is to draw the attention of policy-makers and scholars of genderthemed research of this nature to begin to focus on probing conditions marginalising industrious females wishing to actively participate at the mainstream.
Freedom and Flexibility: The Work-Family Balance of Single Female Entrepreneurs in Nigeria
(Employee Relations: The International Journal, 2021) Adisa, T. A.; Mordi, C; Akanji, B.
Purpose – Work-family research has mainly focused on nuclear families, neglecting other types of families, such as single self-employed parents. To what extent does the freedom and flexibility attached to being single and self-employed hinder or enhance single parents’ workfamily balance? Using role theory as a theoretical lens, this study examines single selfemployed parents’ work-family balance. Methodology – Drawing on the accounts of 25 single self-employed parents in Nigeria, the article uses semi-structured interviews to examine how this group achieves work-family balance. Findings – We found that the freedom and flexibility associated with being single and selfemployed form a double-edged sword that increases the spate of singlehood and intensifies commitments to work, altogether preventing the participants in the study from achieving workfamily balance. The findings also indicate that singlehood and a lack of spousal support cause and exacerbate work-family imbalance for this group. The findings further indicate that the reconstruction of functions, and the recreation of the traditional masculine gender role overwhelm single self-employed women in their entrepreneurial activities, thereby causing a lack of time and the energy required to function well in a family role, thus creating imbalance between the different spheres of life. Research limitations – The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research. Practical implications – While literature espouses freedom and flexibility as important ingredients needed to achieve work-family balance, this study shows that they enhance interrole role conflict. The study suggests creation of private or family time, devoid of work or entrepreneurial engagements, for single female entrepreneurs. This will ensure quality time and energy for the family and for fresh relationship – all of which will impact business positively. Originality/value – Rather than enhancing work-family balance, the freedom and flexibility attached to being single and self-employed remain the main source of work-family imbalance for Nigerian single self-employed parents.
Gender Attributes as Determinants of Organisational Efficiency
(Nigerian Journal of Clinical and Counselling Psychology, 2015-05-30) ABOLADE, Dupe
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.
IMPACT OF EMPLOYEES’ JOB INSECURITY AND EMPLOYEE TURNOVER ON ORGANISATIONAL PERFORMANCE IN PRIVATE AND PUBLIC SECTOR ORGANISATIONS
(Sciendo, 2018-08-01) ABOLADE, Dupe Adesubomi
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 Product- Moment 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

Browse

Browsing Research Articles in Human Resource Management by Title