PREDICTING ROLE OF JOB-SECURITY AND ACADEMICS’ COMMUNITY ENGAGEMENT OF SELECTED UNIVERSITIES IN NIGERIA

Community service has been acknowledged as one of the core responsibilities of academics in higher institutions, along with research and teaching engagement. This study examined predicting role of job security and academics’ community engagement of selected universities in Southwest Nigeria. The study adopted both qualitative and quantitative methods of data collection that involves the use of questionnaire and interview as research instruments for data collection. A total of 545 questionnaires were retrieved from the faculty of six selected universities in this study and six senior academic staff (one each from the selected universities) were involved in an in-depth interview for qualitative data. Overall, the relationship between perceived job security and community service engagement of academic staff in the selected institutions was confirmed to be directly significant. It was recommended that deliberate effort should be made by the university management to create sense of job security among academics, in order to enhance their desire for community engagement

CONTRADICTIONS IN THE POLITICAL ECONOMY AND THE DANGEROUS YOUTH PRECARIAT CLASS IN NIGERIA: THE IMPERATIVE OF A MULTI-STAKEHOLDER INTERVENTION

There are contradictions located in the Nigerian political economy. In the midst of the grinding poverty and marginalisation suffered by the majority, a tiny elite controls the political and economic levers of the state for the perpetuation of its hegemonic interests. On one hand, while the state role-plays as an indifferent ideological base for all interests within its territory, on the other hand, it seems to provide a stronghold that shelters the interests of the tiny elite or plutonomy. Additionally, members of this class indulge in a panoply of stupefying ostentation, grandeur and waste while the majority leads a precarious existence. Alarmingly, this gap between the privileged minority and the star-crossed majority has continued to distend, inescapably leading to a dangerous class conflict that may fulfil the Marxian apocalypse of the end of the capitalist or pseudo-capitalist system in the country. The youth precariat class, now a dangerous class, has emerged all over the country vociferously demanding equal access to the resources of the state which up until now have been in the stranglehold of the plutocracy. Situating this study within the Social Conflict Theory, as espoused by Karl Marx and other social conflict ideologues, the conflict between the dominant minority with the dominated majority appears unavoidable and increase Nigeria’s fragility if existing contradictions in the Nigerian political economy are sustained. This paper calls for a multi-stakeholder intervention involving government, the public and private sectors, faith organisations, civil society, the media, and the international community to arrest the looming apocalypse that may threaten Nigeria’s statehood unless the demands of the youth precariat class are met or their social and economic realities are improved upo

DETERMINANTS OF JOB-HOPPING INTENTIONS, GENERATIONAL DIVERSITY AND ACADEMICS’ ENGAGEMENT IN SELECTED UNIVERSITIES IN SOUTHWEST, NIGERIA

Job-hopping phenomenon seems to be common among academic staff of higher institutions. This is due to the increase in the number of Universities around the world. As such, their engagement has been reported to be in a steady decline as academics’ mobility increases. Against this background, this study examined the determinants of Job-hopping intentions and academics’ engagement in selected Universities in Southwest Nigeria. It also examined the perceived moderating effect of generational diversities on the relationship between determinants of jobhopping intentions and academics’ engagement, in terms of research output, teaching and community service engagement. The study is hinged on Job embeddedness theory, Equity theory and Social exchange theory. The study adopted descriptive and explanatory research designs, as well as mixed methods (qualitative and quantitative) that involved the use of questionnaire and key informant interview as research instruments for data collection. To accomplish the objectives of the study, a total of 620 copies of questionnaire were administered to the academic staff of six selected Universities in Southwest, Nigeria. A five-point response Likert scale questionnaire and key-informant interview were used for data collection. Stratified and simple random sampling techniques were used to select the respondents for this study. The data collected were analysed using descriptive and inferential statistics such as frequency distribution and structural equation modelling (SEM). The qualitative data generated through Key-informant interview was analysed through manual thematic analysis. The results from the test of hypotheses revealed that management supports significantly influenced research outputs of academic staff (β =0.700, r2 = 0.490; Tval = 6.075, p <0.05). Perceived promotion opportunity significantly influenced teaching engagement of academic staff (β =0.561, r2 = 0.315; Tval = 5.362, p <0.05). Perceived remuneration significantly influenced teaching engagement of academic staff (β =0.156, r2 = 0.645; Tval = 2.535, p <0.05). Perceived job security significantly influenced community service engagement of academic staff (β =0.706, r2 = 0.499; Tval = 6.834, p <0.05). Similarly, the result revealed that generational diversity has no significant moderating effect on the relationship between job-hopping intentions and academics’ engagement, even though job-hopping intentions and generational diversity variables collectively explained 62.7% of the variability of academics’ engagement. By implication, generational diversity and job-hopping intentions are predictors of academic staff engagement. Results from the thematic analysis also validated the findings from the test of hypotheses, showing that those who have strong management support are less likely to engage in job-hopping intentions and more likely to be engaged in terms of research output, teaching and community service. It was recommended that management of Universities should ensure a supportive work environment that will ensure equity, justice and fairness. Finally, staff development opportunity should be encouraged as well as robust compensation system for academic staff

THE POLITICS OF CHANGE, PRECARIATISED YOUTH UNEMPLOYMENT AND LABOUR MARKET POLICIES IN NIGERIA

The insecurities suffered by the youth precariat class in Nigeria derive from labour market insecurity, employment insecurity, skill reproduction insecurity, income insecurity and representation insecurity, all of which point to largely steep economic, social and political insecurities. This labyrinth of insecurities, particularly as it manifests in bulging youth unemployment, further marginalises this class, and exacerbates its precarity. Since members of this class respond in the most vicious way by pulling at the fabric of social cohesion and peace or in the least by running a criminal economy aimed at achieving economic assuagement, serious commitment must be made by the political and economic managers of the state to address youth unemployment crisis in Nigeria. Particularly, a lot is expected from President Muhammadu Buhari whose anti-corruption and people-oriented policy disposition is expected to sire a democratic regime that will address the contradictions in the body polity and economy, paving way for greater youth employment in the country. This study adopts the Political Economy paradigm for its analysis and a qualitative approach in its collection of data to investigate how President Muhammadu Buhari’s Politics of Change can be combined with relevant labour market programmes in giving hope and a sense of belonging to the precariatised youth class in Nigeria. These disenchanted and precarious young Nigerians must be provided with decent livelihoods that can wean them off their resort to criminality and antisocial behaviours which some have adopted as survivalist measures to escape the hard social and economic realities in the countr

MINIMUM WAGE IMPLEMENTATION IN NIGERIA: ISSUES AND PROSPECTS

The purpose of this paper is to explore minimum wage implementation in Nigeria, the contending issues and prospects. The paper employed a systematic and analytical review of literature through documentary sources such as books, journals, reports and online sources with the use of content analysis technique. The review also involves data and documents from government agencies, reports and previous works on wages, budgets and public finances. Budget data covering seven (7) months (Jan – July 2017) were obtained from the National Bureau of Statistics. Reviewed literature shows that the state governments’ inability to implement minimum wage is due to reduction of Federal statutory allocation to the states and the states’ inability to effectively engage in internally generated revenues. A conceptual model for alternative sources and sourcing of revenue was developed. The paper therefore recommends that the state governments should explore alternative sources of revenue. They should be allowed to negotiate and fix minimum wage base on their ability to pay. Also they are encouraged to reorder their priorities and reduce the many frivolous expenses that eat deep into their annual budgets

TALENT RETENTION STRATEGIES AND EMPLOYEES’ BEHAVIOURAL OUTCOMES: EMPIRICAL EVIDENCE FROM HOSPITALITY INDUSTRY

To enhance the extant literature of talent retention and proffering solution to the negative employees’ behav�ioural outcomes of high performers in hospitality industry, this study investigates the influence of talent retention strategies (training and development, and job security) on employees’ behavioural outcomes (employee job performance and em�ployee job commitment) in Nigeria’s hospitality industry. Pen and paper questionnaire was used for gathering quantitative data among 312 frontline employees working in the selected 5-star hotels in Nigeria. Descriptive statistics, Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Path analysis were used to establish the mean, stand�ard deviation, measuring instrument reliability, convergent, divergent and test of hypotheses respectively. The outcomes showed significant role of these retention strategies on employees’ behavioural outcomes. This implies that, management should show consistent support for the career development and economic stability of their workforce, and most especially the professionals. This is highly important for gaining their full attention and positive workplace behaviour. This will create positive employer’s branding, generate knowledge transfer, strengthen succession plan and retain top talents

TALENT RETENTION STRATEGIES AND EMPLOYEES’ BEHAVIOURAL OUTCOMES: EMPIRICAL EVIDENCE FROM HOSPITALITY INDUSTRY

To enhance the extant literature of talent retention and proffering solution to the negative employees’ behav�ioural outcomes of high performers in hospitality industry, this study investigates the influence of talent retention strategies (training and development, and job security) on employees’ behavioural outcomes (employee job performance and em�ployee job commitment) in Nigeria’s hospitality industry. Pen and paper questionnaire was used for gathering quantitative data among 312 frontline employees working in the selected 5-star hotels in Nigeria. Descriptive statistics, Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Path analysis were used to establish the mean, stand�ard deviation, measuring instrument reliability, convergent, divergent and test of hypotheses respectively. The outcomes showed significant role of these retention strategies on employees’ behavioural outcomes. This implies that, management should show consistent support for the career development and economic stability of their workforce, and most especially the professionals. This is highly important for gaining their full attention and positive workplace behaviour. This will create positive employer’s branding, generate knowledge transfer, strengthen succession plan and retain top talents

TALENT RETENTION STRATEGIES AND EMPLOYEES’ BEHAVIOURAL OUTCOMES: EMPIRICAL EVIDENCE FROM HOSPITALITY INDUSTRY

To enhance the extant literature of talent retention and proffering solution to the negative employees’ behav�ioural outcomes of high performers in hospitality industry, this study investigates the influence of talent retention strategies (training and development, and job security) on employees’ behavioural outcomes (employee job performance and em�ployee job commitment) in Nigeria’s hospitality industry. Pen and paper questionnaire was used for gathering quantitative data among 312 frontline employees working in the selected 5-star hotels in Nigeria. Descriptive statistics, Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Path analysis were used to establish the mean, stand�ard deviation, measuring instrument reliability, convergent, divergent and test of hypotheses respectively. The outcomes showed significant role of these retention strategies on employees’ behavioural outcomes. This implies that, management should show consistent support for the career development and economic stability of their workforce, and most especially the professionals. This is highly important for gaining their full attention and positive workplace behaviour. This will create positive employer’s branding, generate knowledge transfer, strengthen succession plan and retain top talents

REMUNERATION AS A PREDICTOR OF JOB�HOPPING INTENTION: IMPLICATION FOR TEACHING ENGAGEMENT OF ACADEMICS AMONG SELECTED UNIVERSITIES IN NIGERIA

Job-hopping phenomenon seems to be common among academic staff of higher institutions. This is due to the increase in the number of Universities around the world. As such, their engagement has been reported to be in a steadying decline as academics’ mobility increases. This study examines remuneration as a determinant of Job-hopping intention and academics’ teaching engagement of selected universities in Southwest, Nigeria. In assessing the subject matter, a survey research design was adopted. Six hundred and twenty (620) respondents were surveyed across the selected universities in Southwest Nigeria using a five-point Likert scale method. Stratified and simple random sampling techniques were used to select the respondents for this study. Five hundred and forty-five (545) copies of the questionnaire reflecting (87.9%) response rate were returned and used for this analysis. The Structural Equation Model (PLS) was used to measure the perceived influence of remuneration on academics' teaching engagement. Results confirmed the relationship between perceived remuneration and teaching engagement to be 0.696 and directly significant at 0.05. The results also show that 48.8% variance of teaching engagement is explained by a unit change in remuneration. To a very large extent, selected federal universities had the topmost path coefficient of β = 0.347. To encourage academics' engagement, especially those in private universities, management should provide a competitive remuneration system, to include payment of allowances and fringe benefits to the level of satisfaction, so that when they compare their rewards to their colleagues in the similar institutions under the same job, they will be encouraged to stay with their institutions. The insights from this study would be of great benefit to the management and other stakeholders of universities, in order to develop an appropriate and equitable remuneration system that will enhance academics' teaching engagement. However, the study was limited in that it covered only a few universities, considering the number of universities in Nigeria. It would have been much more representative if it covered more public and private universities in Nigeri

EMPLOYEES’ RETENTION STRATEGIES AND ORGANISATIONAL PERFORMANCE

Human resource departments in every organisation play an important role in employee retention. This is because qualified people are essential for an organisation to perform better. However, one of the significant challenges that many modern firms face is retaining talented employees to attain organisational performance. As a result, this study looked into the relationship between employee retention strategies and organisational performance. A well-structured self-administered questionnaire on a five-point Likert rating scale was administered to 180 respondents, of whom 158 were retrieved and evaluated as the primary data collection strategy. The data were evaluated with the help of social science statistical software (SPSS). A two-tailed Chi-square (x2) analytical methodology (error=0.05 per cent) was utilised to investigate the precise relationship between employee retention strategy and performance. The degree of association between the dependent and independent variables in this study was also determined using Cramer's V analytical approach. According to the findings, employee retention strategies and organisational performance are inextricably linked. As a result of the findings, it is proposed that firms implement performance-based employee retention strategies