Exploring Technology Innovations for Improved Line Managers’ Job Engagement in a New World of Work: Empirical Evidence from Government Parastatals in Nigeria

This study examines the influence of technology innovations on line managers’ engagement in the world of work. Two hundred and thirty-four (234) line managers were surveyed, out of which two hundred and seventeen (217) copies of the questionnaire were returned and used for the analysis. Smart PLS (3.0) was used for the analysis. Findings show that telecommuting, work process automation, mobile collaboration, and gamification significantly influence line managers' job engagement. The study recommended that public parastatals should leverage technological innovations to improve line managers' job engagement. However, line managers must also understand their critical roles as professionals to take advantage of technological innovations for improved job engagemen

Impact of Strategic Orientation Dimensions on New Product Development in Agro-based Nigerian Firms

This study explores the impact of strategic orientation dimensions on new product development capability of firms in the agro-business industry. The study based on questionnaires administered to selected agro-based firms in Lagos and Ogun states (Nigeria) utilized descriptive statistics, Pearson’s correlation to analyze the data obtained for the study. Results of data analysis showed that there exist positive relationship between strategic orientation dimensions and new product development. However, aggressiveness, analysis and riskiness dimension were found not to have any effect on new product development. The study recommends that the adoption of appropriate strategic orientation by agro-based firms to enhance their intentions of developing new products can aid constant innovations and engagement in research and development that result in designing products that will satisfy customer needs

Induction and Staff Attitude towards Retention and Organizational Effectiveness

Abstract: Organizations continuously find themselves assessing what resources or tools that can be used to educate their employees. This may be due to the fact that organizations do not have clear ethics which can be communicated to employees. Therefore, this study examined how knowledgeable staffs are about the meaning and benefits of induction. It examined the main attitudes of workers towards induction/orientation to work and how induction programmes motivate staff to be committed to the organizational effectiveness. Descriptive research method was adopted for this study using two hundred and seventy one (271) valid questionnaires which were completed by academic and non-academic staff of Olabisi Onabanjo University, Ago Iwoye, Ogun State Nigeria. The data collected were carefully analyzed using descriptive statistics to represent the raw data in a meaningful manner. The findings revealed that induction significantly influences staff attitude and behaviour towards organizational effectiveness. This means that well packaged induction programme will positively influence staff attitude. It was recommended that induction programmes should be reviewed and improved upon from time to time to earn employees loyalty and positive attitudes towards work Keywords: Induction, Orientation, Effectiveness, Attitude, Values, Performance, Commitmen

Agro Business as a Remedy for Youth Unemployment towards the Acheivement of Sustainable Development in Nigeria: Comparative Perspectives from the Kwara State Agro Business Economy.

An efficient agricultural sector would in no doubt enable a country to generate employment opportunities. The dynamism of the agricultural sector is undoubtedly a springboard for youth empowerment towards a sustainable socio – economic development of any nation. This paper asserts that the agricultural sector is the key driver of sustainability in most developed nations of the world. Specifically, this paper focuses on the pivotal role of agriculture in the initialisation of sustainable development through agro business in Kwara state of Nigeria. Thus the underlying motive of this work is to alert policy makers in Nigeria on the need to focus on exploiting the enormous opportunities provided by agro business, in an attempt to eradicate youth unemployment towards the achievement of sustainable development

Work Life Balance Policies and Practices: A Case Study of Nigerian Female University Students

The significance of work-life balance has increased over time from the traditional focus on mothers with young children in employment to include a greater aspect such as female students in tertiary institutions. The number of female students combining full-time study with part-time employment has increased in recent years attaining this balance can be a complex and challenging task for female students. The purpose of this paper is to examine Nigerian female student’s perception on work life balance. This paper also explores how female students of tertiary institutions balance the competing demands of work, study, and social activities. The paper is based on a mixed method approach utilizing both qualitative and quantitative methods. The results showed that the female students had difficulties when balancing the multiple demands of work, study, and social activities. Adverse effects of this imbalance were found in the form of missed lectures and, increased stress. However, female students indicated the benefit of working such as obtaining relevant skills which improves their CV’s far outweighs the difficulties. The female students recognized that it was not the responsibility of the university to ensure that female students who were engaged in part-time employment were not overly distracted from school work. Although, they indicated that the university should show more concern towards female students financial conditions

Agro Business as a Remedy for Youth Unemployment towards the Acheivement of Sustainable Development in Nigeria: Comparative Perspectives from the Kwara State Agro Business Economy.

An efficient agricultural sector would in no doubt enable a country to generate employment opportunities. The dynamism of the agricultural sector is undoubtedly a springboard for youth empowerment towards a sustainable socio – economic development of any nation. This paper asserts that the agricultural sector is the key driver of sustainability in most developed nations of the world. Specifically, this paper focuses on the pivotal role of agriculture in the initialisation of sustainable development through agro business in Kwara state of Nigeria. Thus the underlying motive of this work is to alert policy makers in Nigeria on the need to focus on exploiting the enormous opportunities provided by agro business, in an attempt to eradicate youth unemployment towards the achievement of sustainable development

Incentives Packages and Employees’ Attitudes to Work: A Study Of Selected Government Parastatals In Ogun State, South-West, Nigeria

For any organization to compete favourably in the competitive society, employees’ attitudes and commitment towards work goes a long way in determining the employees’ performance and organization productivity. The main objective of this study is to examine the effect of incentives packages on employees’ attitudes towards work. A descriptive research method was adopted for this study using one hundred twenty valid questionnaires which were completed by members of staff of four (4) selected government parastartals in Ogun State, South-West Nigeria using stratified and systematic sampling technique. The data collected were carefully analyzed using percentage supported by standard deviation to represent the raw data in a meaningful manner. The results show that strong relationship exists between incentives packages and employees’ attitudes towards work and the workers are not satisfied with the present incentives packages. The summary of the findings indicates that there is strong correlation between the tested dependent variable and independent construct. However, employers of labour and decision makers should endeavour to review incentives packages at various levels in order to earn employees’ commitment and satisfactio

Incentives Packages and Employees’ Attitudes to Work: A Study Of Selected Government Parastatals In Ogun State, South-West, Nigeria

For any organization to compete favourably in the competitive society, employees’ attitudes and commitment towards work goes a long way in determining the employees’ performance and organization productivity. The main objective of this study is to examine the effect of incentives packages on employees’ attitudes towards work. A descriptive research method was adopted for this study using one hundred twenty valid questionnaires which were completed by members of staff of four (4) selected government parastartals in Ogun State, South-West Nigeria using stratified and systematic sampling technique. The data collected were carefully analyzed using percentage supported by standard deviation to represent the raw data in a meaningful manner. The results show that strong relationship exists between incentives packages and employees’ attitudes towards work and the workers are not satisfied with the present incentives packages. The summary of the findings indicates that there is strong correlation between the tested dependent variable and independent construct. However, employers of labour and decision makers should endeavour to review incentives packages at various levels in order to earn employees’ commitment and satisfaction

Work-Life Balance Practices in Nigeria: A Comparison of Three Sectors

Abstract The study investigates the concept of work-life balance (WLB) policies and practices in three sectors of the Nigerian Economy namely the Banking, Educational and Power Sector. The types of WLB initiatives available in the three sectors were explored and the barriers to implementation of the WLB initiatives were identified. This research implored quantitative methods to investigate the work-life balance practices in three sectors of the Nigerian Economy. This was achieved using an in-depth case study analysis of these sectors. The data set comprised of responses from both managers and employees in the Banking sector with five hundred and eighty six copies of the questionnaire retrieved. The Educational sector comprised of both managers and employees with five hundred and thirty one copies of the questionnaire retrieved; while five hundred and seven copies retrieved from the Power Sector. The findings reveal that there is diversity in terms of how respondents perceive the concept of Work-Life Balance. There is a wide gap between corporate WLB practices and employees’ understanding of the concept; the paper suggests some policy implications which would aid the implementation of WLB policies in the studied sectors. This study also suggests direction for future research. Keywords: work life balance, Nigerian banking sector, Educational sector, Power sector, Human resource management

Modeling the Relationship between Motivating Factors; Employee’ Retention; and Job Satisfaction in the Nigerian Banking Industry

The concept of motivation in the field of management is as old as human race and it is seen as major strategy in managing employees. Organizations thrive to adopt various strategies in satisfying their employees in order to retain them and be relevant in the industry where they operate. This study explores the relationship between motivation (salary, promotion, incentives, award, relationships, & benefits); employee’ retention; and job satisfaction in the Nigerian banking industry. The survey method was adopted, and the primary data was obtained through the self administered questionnaire. The valid three hundred and seventy six (376) respondents were analyzed by AMOS 21. Structural equation model (SEM) analysis results shows that salary and promotion have strong positive implications for employee retention. Similarly, incentives and benefits also have positive effects on job satisfaction. While unexpectedly, award and relationships have negative effects on job satisfaction. This study tends to assist managers and decision makers in selecting the appropriate motivating factors in order to retain and satisfy their employees