Research Articles in Human Resource Management

Permanent URI for this collection

https://repository.elizadeuniversity.edu.ng/handle/20.500.12398/30

Browse

Now showing 1 - 20 of 47

Working with emotions: cultural employee perspectives to service management expectations
(Employee Relations, 2021-10) Akanji, Babatunde; Oruh, Emeka Smart; Mordi, Chima
Purpose Drawing on the emotional labour theory, the purpose of this paper is to explore the effects of cultural orientation on emotion regulation and display processes for service employees. Design/methodology/approach Based on a Nigerian study where literature is scarce, data were gathered from semi-structured interviews conducted with 40 call centre service agents. Findings The findings identified three key values around reinforcing social cohesion, anticipated self-curtailment, hierarchy and expressions of servility based on broader societal needs to promote relational harmony when managing customer relations during inbound calls into the call centre.Research limitations/implications The extent to which the findings can be generalised is constrained by the limited and selected sample size. However, the study makes contributions to the service work theory by identifying the extent to which communication of emotions is informed in large parts by local culture and seeks to incite scholarly awareness on the differences of emotional display rules from a developing country other than western contexts. Originality/value This paper is among the first to focus on the interface between culture and emotional labour from a Sub-Saharan African context.
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.
The Impact of COVID-19 on the Work-Life Balance of Working Mothers: Evidence from Nigerian Academics
(Personnel Review - Emerald Publishing Limited, 2022-03) Akanji, Babatunde; Mordi, Chima; Ajonbadi, Hakeem; Adekoya, Olatunji
Purpose – Given the limiting gender role conditions arising from the prevalence of patriarchy in Nigeria and the shift to workers staying at home due to the deadly spread of COVID-19, this article explores the impact of the COVID-19 pandemic on the work-life balance of professional mothers using the work-home resources model as a conceptual lens. Design/methodology/approach – The qualitative data is based on telephone interviews with 28 married female university academics with children. Findings – Our findings reveal that the confinement policies enforced due to the need to combat the spread of COVID-19 and patriarchal norms deeply embedded in the Nigerian culture have exacerbated stress among women, who have needed to perform significantly more housework and childcare demands alongside working remotely than they did prior to the pandemic. The thematic analysis showed a loss of personal resources (e.g. time, energy, and income) resulting in career stagnation, health concerns, and increased male chauvinism due to the abrupt and drastic changes shaping the ‘new normal’ lifestyle. Research limitations/implications – The study relies on a limited qualitative sample size, which makes the generalisation of findings difficult. However, the study contributes to the emerging global discourse on the profound negative consequences of COVID-19 on the lives and livelihoods of millions, with a focus on the stress and work-family challenges confronting women in a society that is not particularly egalitarian – unlike western cultures. Originality/value – The article provides valuable insights on how the COVID-19 pandemic has dramatically affected professional working mothers in the Sub-Saharan African context, where literature is scarce.
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.
ORGANIZATIONAL CONFLICT: A CONTEXTUAL EXPLORATION
(2020) Ojo, Olu; Idowu, Samuel Adebayo
This 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.
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.
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.
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 Adebayo
This 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.
Impact of Leadership Styles on Employees' Work Performance in Some South-Western Nigerian Private Universities
(Economic Insights – Trends and Challenges, 2020) Idowu, Samuel Adebayo
This 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.
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
ROLES OF INTERPERSONAL RELATIONSHIP IN NIGERIAN CONTEMPORARY ORGANISATIONS
(UNIOSUN: International Journal of Business Administration, 2018-04-30) ABOLADE, ADESUBOMI DUPE
Gender Attributes as Determinants of Organisational Efficiency
(Nigerian Journal of Clinical and Counselling Psychology, 2015-05-30) ABOLADE, Dupe
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 Adesubomi
This 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.
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.
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.
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
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
Impact of Selected Factors on Employees’ Satisfaction and Organisational Performance
(Faculty of Business and Management of Brno University of Technology, 2020-07-01) ABOLADE, ADESUBOMI DUPE
Purpose of the article: The general objective of this study was to examine the impact of working tools, training, organisation’s physical environment, organisational communication and organisational structure on employees’ job satisfaction and organisational performance. Methodology: The study adopted random sampling technique in selecting the participants. Self-structured questionnaires were used to elicit information from a sample size of one hundred and thirty-two respondents. One hundred and twenty-five instruments were properly completed and fit for analysis. Scientific aim: This study investigated the impact of some selected factors (working tools, training, organisation’s physical environment, organisational communication, and organisational structure) in determining job satisfaction of employees and organisational performance. Findings: The study found out that working tools, training, work environment, organisational communication and organisational structure significantly affected employees’ satisfaction and organisational performance. Conclusions: It was recommended that management and other decision makers in organisations should pay good attention to effective communication, conducive work environment, and appropriate organisational structure, provide appropriate tools for the employees, and give right training to the employees; these would enhance employees’ satisfaction and also improve the performance of 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.
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

Recent Submissions