17 research outputs found
Privatisation: The Strategic Options as Pathway to Nigerian’s Sustainable Economic Development
No full textGlobal economic meltdown and its effects on human capital development in Nigeria: Lessons and way forward
No full textAssessing relationship between personal value and customer satisfaction: Evidence from Nigerian banking industry
No full textThis study investigated personal value and its relationship with customer satisfaction in the Nigerian banking industry. Results implicated self-transcendence as having positive relationship with customer satisfaction while selfenhancement has negative relationship with customer satisfaction. It was also established that the overall personal value has significant effect on customer satisfaction. The research measures showed encouraging psychometric values. These findings were discussed and situated within the Nigerian banking industry. It was recommended that the banking industry should place more emphasis on target marketing practices thereby enhancing the quality delivery of services to customers. Areas of further studies were also suggested
Succession Planning and Job Commitment: Moderating Role of Employees’ Satisfaction in Selected Beverages Companies in Lagos Metropolis
No full textPurpose of the article: Succession planning has become a misconstrued phenomenon in a global environment where organisations largely depend on their human resources for achievement, continuity and effectiveness. Methodology/methods: Data for this research were collected from three Beverages companies in Lagos, Nigeria, with 244 administered questionnaires, retrieved and analysed using the regression analysis. Scientific aim: This paper examines the Moderating Role of Employees’ Satisfaction on Succession Planning and Job Commitment in the manufacturing sector. Findings: The result showed that succession planning significantly impact on employees’ job commitment. The findings indicated a variance of 52% between mentoring and affective commitment, however when the moderating variable of employees’ satisfaction was established, the R-squared increased to 56.8% while the significance of the F-change assessed show significance at 0.0001. Conclusions: The study recommends that when organizational replacement is done, it should meet the present and future need as well as the corporate objectives of the organization and that management should handle the issue of Succession Planning with high sense of objectivity in order to achieve organizational efficiency, among others
Management Science Letters 1 (2011) *-* Management Science Letters Global economic meltdown and its effects on human capital development in Nigeria: Lessons and way forward
No full textGlobal economies around the world have experienced the most traumatic moments in the last one-decade. The crisis has been described by scholars, as perhaps been the worst financial crisis since the great economic depression of the 1930s. This paper lucidly examines the effects of global economic recession on the development of human capital with reference to Nigeria nation. The objectives of the paper among others are (i) To establish the level of the impact of global economic recession on development of skills of human capital in Nigeria (ii) To examine if there is any significant relationship between global economic recession and the motivation of human capital development in Nigeria among others. The paper uses survey method with two research hypotheses. Questionnaires were administered among academic staff of two Nigerian universities in the southwest part of Nigeria. Findings showed that the global economic recession has great impact on the development of skills of human capital in Nigeria. Findings also revealed that there exists a positive relationship between global economic recession and training and development of human capital in Nigeria. The paper offers useful policy recommendations, which include the need for government and appropriate agencies to put in place policies such as enabling environment that will lead to the growth and development of human capital in Nigeria. Government needs to put forward policies that minimize cost at all levels, maximize efficiency of output, training and retraining of goods hands; and that there is need to encourage better motivation of workers at every sector of the economy amongst others
Global economic meltdown and its effects on human capital development in Nigeria: Lessons and way forward
No full textGlobal economies around the world have experienced the most traumatic moments in the last one-decade. The crisis has been described by scholars, as perhaps been the worst financial crisis since the great economic depression of the 1930s. This paper lucidly examines the effects of global economic recession on the development of human capital with reference to Nigeria nation. The objectives of the paper among others are (i) To establish the level of the impact of global economic recession on development of skills of human capital in Nigeria (ii) To examine if there is any significant relationship between global economic recession and the motivation of human capital development in Nigeria among others. The paper uses survey method with two research hypotheses. Questionnaires were administered among academic staff of two Nigerian universities in the southwest part of Nigeria. Findings showed that the global economic recession has great impact on the development of skills of human capital in Nigeria. Findings also revealed that there exists a positive relationship between global economic recession and training and development of human capital in Nigeria. The paper offers useful policy recommendations, which include the need for government and appropriate agencies to put in place policies such as enabling environment that will lead to the growth and development of human capital in Nigeria. Government needs to put forward policies that minimize cost at all levels, maximize efficiency of output, training and retraining of goods hands; and that there is need to encourage better motivation of workers at every sector of the economy amongst others
Organisational and Administrative Factors as Predictors of Undergraduates Intramural Sports Participation: A Case Study of Adeleke University, Ede, Osun State
No full textThis study examined organisational and administrative factors as predictors of intramural sports participation among undergraduates of Adeleke University, Ede, Osun State. Previous studies paid little concentrations on intramural sports participation and predictive factors such as organisational and administrative in tertiary institutions. Descriptive survey research design was adapted in this study. Proportionate stratified and simple random sampling techniques were used to select 1166 respondents; while questionnaire was used for data collection. Descriptive statistics of frequency counts, percentages and inferential statistics of regression were used for the analyses. The result of the study revealed that the level of intramural sports participation among the undergraduates of Adeleke University, Ede was low. There was a significant joint prediction of organizational factors on intramural sports participation among undergraduates of Adeleke University, Ede (F(3,1165)=34.169, p<0.05). Sport funding (ß=0.263, t=9.037, p<0.05) and timetable scheduling (ß=0.098, t=3.486, p<0.05) had significant relative prediction on intermural sports participation among the respondents, while organizational policy (ß=-0.029, t=-0.999, p<0.05) did not. There was a significant joint prediction of administrative factors on intramural sports participation among undergraduates of Adeleke University, Ede (F(2,1165)=17.223, p<0.05). Availability of personnel (ß=0.165, t=5.582, p<0.05) and personnel competencies (ß=0.086, t=2.928, p<0.05) had significant relative prediction on intermural sports participation among the respondents. It was therefore recommended that Sports Council of Adeleke University, Ede, in collaboration with academic planning Unit, should ensure that undergraduates are enlightened on the benefits that are attached to intramural sports. 
Human Resource Management and Employee Job Satisfaction: Evidence from the Nigerian Banking Industry
No full textThe paper examines the effect of human resources management (factors) on employees’ job satisfaction using data collected from two banks in the Nigerian banking industry. The study attempts to determine the effect of training and development on employee job satisfaction; to determine the influence of working conditions on employee job satisfaction and to determine the impact of human resources factors on employee job satisfaction. The survey instrument used in the collection of data was the questionnaire. The population of the study covered the entire staff of Intercontinental and Ecobank and the sample size of 200 employees were selected, using the simple random sampling techniques. Correlation and Regression analysis was adopted and the data generated was in line with the objectives of the study. The hypotheses were tested, and valid result was achieved i.e. Human Resources Management has an effect on employee job satisfaction. This suggests that for organization to develop, it must invest more in the human capital. The business environment is dynamic and there is need for organizations to adopt strategies to motivate and equip their staff, so as to ensure their loyalty and be source of competitive advantage
Knowledge, practice and technique of facemask usage among healthcare workers in a tertiary hospital in Ado-Ekiti, Nigeria
No full textIntroduction: Infection prevention and control remains very key to safety in healthcare settings and community. The use of personal protective equipment is now more relevant especially with the advent of COVID-19 pandemic. This study aimed to assess the knowledge, attitude, practice and technique of wearing facemask among healthcare workers at Ekiti State University Teaching Hospital, Ado-Ekiti, Nigeria Methods: A descriptive cross-sectional questionnaire-based study explored knowledge, attitude and reported practice on the use of facemask. Also, a checklist was used to directly observe how participants put on and remove facemasks. Results: Of the 450 respondents, 316 (70.2%) had good knowledge score. Only 255 (56.7%) had good attitude and barely half of the respondents 229 (50.9%) had good practice. However, the majority of those who were observed had good technique of wearing facemask 387 (86.4%). Also, 188 (41.8%) of the healthcare workers believed that face shield alone offers adequate protection against transmission of COVID-19. Conclusions: Our finding suggests that knowledge does not translate to good practice. Furthermore, the fact that two out of every five healthcare workers held erroneous belief about face shield, and another one-third had poor knowledge points to the need for training and retraining of healthcare workers with the aim of reinforcing the need for consistent and correct use of facemasks. This should have a salubrious effect on the community knowledge of COVID-19 prevention as healthcare workers are believed to be the most common sources of health information to the lay publi
