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

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

INFLUENCE OF DISTRIBUTIVE JUSTICE ON JOB SATISFACTION: A FOCUS ON EMPLOYEES IN NIGERIA PORT AUTHORITY

Arising from the fact that it has become pertinent to establish a research agenda that can guide managerial efforts ethical conducts that will be perceived as workplace or organizational justice, especially with respect to distributive justice, hence, this research is focused on investigating the influence of distributive justice on employees’ job satisfaction. The descriptive survey research design was used for this study. The sample size for this study included three hundred and twenty-five (325) staff of the Nigerian Ports Authority. Using the multiple regression analysis, the study revealed that that distributive justice has significant influence on employees’ satisfaction. Consequently, the study suggested that deliberate effort should be made to install and run a system whereby distribution of outcomes, particularly financial rewards should be performance based and reviewed at regular intervals in light of prevailing socio�economic circumstances

TEMPORAL AND SPATIAL JUSTICE ON EMPLOYEES’ BEHAVIOURAL OUTCOMES: A FOCUS ON THE NIGERIAN PORTS INDUSTRY

This research study is focused on investigating the influence of temporal and spatial justice on employees’ behavioural outcomes. The research study adopted a descriptive design to investigate the influence of temporal and spatial justice on employees’ behavioural outcomes of 405 staff of the Nigerian Ports Authority. Based on the regression analysis, the research affirms that spatial justice has a direct positive influence on employees’ behavioural outcomes. However, there was an inverse relationship between temporal justice and employees’ behavioural outcome. Therefore, Organisations should have functional organisational justice policy framework, especially spatial justice, as it has significant influence on employees’ behavioural outcomes