Transactional Leadership Style and Employee Job Satisfaction among Universities' Guest Houses in South-West Nigeria

This article seeks to establish the relationship that exists between the dimension of transactional leadership style and job satisfaction among employees in Universities’ guesthouses in the hospitality sector of the economy. Quantitative cross sectional research design was adopted for the study. The correlation result reveals that contingent reward of transactional leadership style have weak positive relationship on the employee job satisfaction with 0.267 at Pvalue less than 0.05 level of significance, thus prompting the acceptance of alternative hypothesis

65The Nexus Between Talent Management and Organizational Commitment: An Empirical Evidence of a Private University in Southwest Nigeria

Sustainability of organizational activities depends largely on the commitment of the talented workforce involved. Talented employee’s organizational commitment lies on talent management practices embraced by the management of such an organization. This empirical study seeks to establish the relationship between talent management practices (talent attraction, talent development and talent retention) and organizational commitment (affective commitment, continuance commitment and normative commitment). Six (6) point Likert scale questionnaires were administered to the members of faculty of the University identified for the study. The data gathered were analyzed and results revealed positive significant relationships between talent management practices and organizational commitment. Talent development was identified by Friedman Rank correlation as the most predicting factor of faculty’s organizational commitment. It was thus recommended in the study, that management of organizations should create enabling environment through various strategies such as wage increase, good working condition and incentives etc., in order to combat the high rate of turnover confronting educational sector of the economy. Areas for further studies were also suggested

Intentional Turnover of the Administrative Staff in a Private Faith-Based Higher Institution, Southwest Nigeria

This study examined the problem of turnover intention among the administrative personnel in a Private Faith-Based higher institution, Southwest Nigeria, focusing on the fringe benefits accrued to them and fringe benefits not accrued to them. Given this, the study investigated the comfortability of the administrative officers working with inadequate fringe benefits. It also investigated factors that make administrative officers prone to voluntary turnover and gender composition of the affected personnel. The questionnaire was used to collect information from respondents (N=231). Drawing from data retrieved from records, the study came out with 14 fringe benefits accrued to the administrative staff and 14 fringe benefits not accrued to them. Examination of the result reveals that a majority (86.6%) of the respondents were not comfortable working without adequate fringe benefits as against 7.8% who were comfortable. The Chi-Square statistical instrument was used to test the only hypothesis formulated. The p-value was observed to be statistically significant at p =.000 < .01 (1% level of significance)for the variable responses. Therefore, the alternate hypothesis was accepted. The study also revealed 8 factors that make the administrative staff prone to voluntary turnover. Lastly, data retrieved from descriptive background showed that male administrative officers were more involved in voluntary turnover than their female counterparts

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