scholarly journals Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

F1000Research ◽  
2020 ◽  
Vol 9 ◽  
pp. 902
Author(s):  
Odunayo Salau ◽  
Rowland Worlu ◽  
Adewale Osibanjo ◽  
Anthonia Adeniji ◽  
Tolulope Atolagbe ◽  
...  
Keyword(s):  
Risk Factors ◽  
Academic Staff ◽  
Structural Models ◽  
Retention Strategies ◽  
Graduate Assistants ◽  
Educational Stakeholders ◽  
Sustainable Performance ◽  
Adequate Funding ◽  
Skilled Manpower ◽  
Academic Retention

Background: Retention of academic staff is gaining the attention of various educational stakeholders in many developing countries like Nigeria. However, there is little extant literature on how various determinants and risk factors affect retention strategies and sustainable performance of academic staff of government owned universities in Nigeria. Consequently, this paper showed the direct relationships between retention strategies and sustainable performance. Methods: Copies of the designed questionnaire were distributed to members of the academic staff ranging from the Professors to Graduate Assistants of the selected state-owned Universities in Southern Nigeria. Statistical analysis for the study included descriptive measures, measurement and structural models. Results: The determinants of retention strategies had significant impacts on the sustainable performance of academic staff at r = 0.660 (p < 0.05) and r = 0.558 (p < 0.05), respectively. A direct relationship was also established between academic retention and sustainable performance of staff in the selected universities (r = 0.187, p < 0.05). This implies that the 48.3% variance in sustainable performance is explained by the level of determinants/risk factors and retention of academic staff in the selected universities. Conclusions: The study concludes that adequate funding provides Nigerian universities with the opportunity to meet the needs of the growing population and to match other top universities elsewhere in the development of vital highly skilled manpower, research and innovations, which are the tools for sustainable performance.

scholarly journals Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

F1000Research ◽  
2021 ◽  
Vol 9 ◽  
pp. 902
Author(s):  
Odunayo Salau ◽  
Rowland Worlu ◽  
Adewale Osibanjo ◽  
Anthonia Adeniji ◽  
Tolulope Atolagbe ◽  
...  
Keyword(s):  
Risk Factors ◽  
Academic Staff ◽  
Structural Models ◽  
Retention Strategies ◽  
Graduate Assistants ◽  
Educational Stakeholders ◽  
Sustainable Performance ◽  
Adequate Funding ◽  
Skilled Manpower ◽  
Academic Retention

Background: Retention of academic staff is gaining the attention of various educational stakeholders in many developing countries like Nigeria. However, there is little extant literature on how various determinants and risk factors affect retention strategies and sustainable performance of academic staff of government owned universities in Nigeria. Consequently, this paper showed the direct relationships between retention strategies and sustainable performance. Methods: Copies of the designed questionnaire were distributed to members of the academic staff ranging from the Professors to Graduate Assistants of the selected state-owned Universities in Southern Nigeria. Statistical analysis for the study included descriptive measures, measurement and structural models. Results: The determinants of retention strategies had significant impacts on the sustainable performance of academic staff at r = 0.660 (p < 0.05) and r = 0.558 (p < 0.05), respectively. A direct relationship was also established between academic retention and sustainable performance of staff in the selected universities (r = 0.187, p < 0.05). This implies that the 48.3% variance in sustainable performance is explained by the level of determinants/risk factors and retention of academic staff in the selected universities. Conclusions: The study concludes that adequate funding provides Nigerian universities with the opportunity to meet the needs of the growing population and to match other top universities elsewhere in the development of vital highly skilled manpower, research and innovations, which are the tools for sustainable performance.

Implementation of RFID in university libraries of Bangladesh

2019 ◽  
Vol 68 (1/2) ◽  
pp. 112-124 ◽  
Author(s):  
Md. Habibur Rahman ◽  
Md. Shiful Islam
Keyword(s):  
Radio Frequency Identification ◽  
Rfid Technology ◽  
University Libraries ◽  
Content Type ◽  
Related Literature ◽  
Adequate Funding ◽  
Skilled Manpower ◽  
Proper Training ◽  
The University ◽  
Implementation Status

PurposeThe purpose of this paper is to describe the present status of implementing innovative radio frequency identification (RFID) technology in university libraries of Bangladesh. The main obstacles of implementing this technology among university libraries and ways to overcome the obstacles are also described.Design/methodology/approachThis study uses both qualitative and quantitative approaches along with review of related literature. The present scenario of RFID implementation status of Bangladesh is shown by a survey with a structured questionnaire and reviewing related literature.FindingsThe findings show that RFID is being used in the university libraries to reduce staff stress, increase efficiency, track and locate items quickly, book drop support at any time, easier circulation, promote self-check-in check-out activities, etc. This study identifies the challenges in libraries of Bangladesh which are lack of adequate funding, unavailability of RFID accessories, lack of skilled manpower, unwillingness, erratic power supply, etc. Also, it suggests some suitable ways such as creating positive impression and attitudes, arrangement of proper training, appointment of skilled manpower and allocation of sufficient budget to overcome the existing challenges of RFID.Originality/valueThe study describes the benefits of RFID technology for libraries, and some recommendations are proposed for extensive use of this technology.

scholarly journals Risk factors for lower limb lymphedema in gynecologic cancer patients after initial treatment

2020 ◽  
Vol 25 (5) ◽  
pp. 963-971 ◽  
Author(s):  
Teruyo Kunitake ◽  
Tatsuyuki Kakuma ◽  
Kimio Ushijima
Keyword(s):  
Risk Factors ◽  
Cancer Patients ◽  
Lower Limb ◽  
Initial Treatment ◽  
Gynecologic Cancer ◽  
Significant Risk ◽  
Structural Models ◽  
University Hospital ◽  
Time Model ◽  
Gynecology And Obstetrics

Abstract Background Most studies on lower limb lymphedema have been conducted in gynecologic cancer patients who underwent surgery for gynecologic malignancy. This study aimed to evaluate the risk factors for lower limb lymphedema development in gynecologic cancer patients who underwent initial treatment. Methods A retrospective cohort design was used to follow 903 gynecologic cancer patients who underwent treatment at Kurume University Hospital between January 1, 2013 and December 31, 2015. Data analyses were performed in 356 patients, and the patients were followed up until December 31, 2017. The model comprised two components to facilitate statistical model construction. Specifically, a discrete survival time model was constructed, and a complementary log–log link model was fitted to estimate the hazard ratio. Associations between risk factors were estimated using generalized structural models. Results The median follow-up period was 1083 (range 3–1819) days, and 54 patients (15.2%) developed lower limb lymphedema, with a median onset period of 240 (range 3–1415) days. Furthermore, 38.9% of these 54 patients developed lower limb lymphedema within 6 months and 85.2% within 2 years. International Federation of Gynecology and Obstetrics stage, radiotherapy, and number of lymph node dissections (≥ 28) were significant risk factors. Conclusion Simultaneous examination of the relationship between lower limb lymphedema and risk factors, and analysis among the risk factors using generalized structural models, enabled us to construct a clinical model of lower limb lymphedema for use in clinical settings to alleviate this condition and improve quality of life.

scholarly journals Teaching Programme in Nigerian Higher Institutions: Challenges of Implementation and Way Forward

2020 ◽  
Vol 6 ◽  
pp. 86-93
Author(s):  
Niyi Jacob Ogunode ◽  
Ehichoya Edokhamhen
Keyword(s):  
Staff Development ◽  
Academic Staff ◽  
Secondary Data ◽  
Professional Staff ◽  
Working Environment ◽  
Teaching Programme ◽  
Service Programs ◽  
Adequate Funding ◽  
Academic Calendar ◽  
Higher Institutions

This article discusses the challenges militating against effective teaching programme in Nigerian higher institutions. Secondary data were used to support the points raised in the article. The secondary data were sourced from print materials and publications by recognized institutions and individual authors. The article identified inadequate funding of teaching programme, inadequate professional academic staff, poor motivation, inadequate infrastructural facilities, ineffective supervision, unstable academic calendar, brain drain, poor working environment and poor staff development. To address the issues raised, the following suggestions were made: adequate funding of teaching programme, employment of more academic and professional staff, in-service programs for staff development, provision of conducive working environment, provision of adequate infrastructural facilities, and motivation of personnel, effective supervision and implementation of union agreement.

scholarly journals Strategies of Human Resource Management in Universities in Ebonyi State, Nigeria

2019 ◽  
Vol 7 (1) ◽  
Author(s):  
Paul Nwakpa
Keyword(s):  
Staff Development ◽  
Academic Staff ◽  
Human Resources Management ◽  
Tertiary Institutions ◽  
Resources Management ◽  
Adequate Funding ◽  
International Donor ◽  
Donor Agencies ◽  
Organizational Climates ◽  
Exchange Programmes

This paper examined the strategies of Human Resources Management (HRM) in Tertiary institutions in Ebonyi State. Five (5) null hypotheses were formulated to guide the study, while a population of 570 academic staff of ranks of senior lecturers and above which represented (100%) of the population as respondents. Z-test was used to test the null hypotheses and results indicated that all the null hypotheses were not rejected. From the findings, the following among others were recommended; HRM strategies should he harmonized in both state and federal universities adequate accommodation, teaching materials and conducive organizational climates be provided for staff motivation; all capacity building programmes for staff should be re-invigorated through adequate funding and universities should liaise with international donor agencies/countries to promote staff development through scholarship awards, exchange programmes, provision of research grants and fellowship programmes. 

scholarly journals Technical and Vocational Education and Technology Transfer: Departments of Civil Engineering Technology at the Public Authority for Applied Education and Training, PAAE&T, Kuwait, As A Case Study

2021 ◽  
Vol 26 ◽  
pp. 101-111
Author(s):  
Salah Al-Ali
Keyword(s):  
Technology Transfer ◽  
Vocational Education ◽  
Civil Engineering ◽  
Academic Staff ◽  
Academic Departments ◽  
Engineering Technology ◽  
Transfer Of Technology ◽  
Skilled Manpower ◽  
Technical And Vocational Education

Technology transfer is the main ingredient of technical and vocational education.  The transfer of know-how and know-why can take several forms either within technical and vocational institutions boundaries such as: transfer of technology from research and development department to other academic departments or interactions and exchange of technology between academic departments. The transfer of technology can transcend technical and vocational institutions boundaries to allow a free transformation and exchange of technology with local and international industries and business. The main objective is to enhance the quality of technical and vocational graduates as well as to provide industries and business with the require skilled and semi-skilled manpower able to managing, maintain, adapt, and monitor the technology applied in various production processes. Therefore, for a successful transfer of technology, a mutual interest has to be achieved for both parties (the provider of technology and the recipient of technology). The management of technical and vocational education must exert their time and efforts to gain the best fruitful results from the transfer of technology in enhancing their academic capabilities (e.g., upgrading the standard of workshops and laboratories, applying and effective scheme for reviewing and assessing curriculum development, enhancing staff competencies) in order to meet the quality assurance standard in producing a high quality of graduates. In this paper, I present some of the empirical results and observations which describe the interactions between the supplier of technology (Civil Engineering Technology) and the recipient of the technology (PAAE&T) in the field of technology transfer. In other word, whether the PAAE&T have taken the opportunity, while building its new headquarter, in the transfer of technology from the supplier Civil Engineering Technology to its academic staff in its various Civil Engineering Academic Departments in its various colleges and institutions. The paper argues that, for effective and efficient transfer of technology, the recipient (PAAE&T) must ensure that the agreement with the supplier of Civil Engineering Technology include calluses that would allow the PAAE&T academic staff in the Civil Engineering Academic Departments in its various colleges and institutions to acquire the technology embedded in the agreement. The paper concludes that the transfer of technology and the building of a local scientific and technical infrastructure must be viewed by Kuwaiti decision-makers as a complementary to one another. Thus, reducing, to great extent, the level of dependence on expatriate, particularly in essential sector of the economy.

scholarly journals EMPLOYEE RETENTION STRATEGIES AND NORMATIVE COMMITMENT OF ACADEMICS IN SELECTED PRIVATE UNIVERSITIES IN OGUN STATE, NIGERIA

2020 ◽  
Vol 7 (1) ◽  
pp. 194-210
Author(s):  
Michael Aremo ◽  
◽  
Adekunle Binuyo
Keyword(s):  
Political Development ◽  
Employee Retention ◽  
Academic Staff ◽  
Private Universities ◽  
Sampling Technique ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Retention Strategies ◽  
Tertiary Institutions ◽  
Ogun State

Tertiary educational institutions are facing a huge challenge in terms of retaining skilled human resource capacity, which has a debilitating effect on its ability to make strides in the areas of socio-economic and political development. The need for qualified academic staff in Nigerian tertiary institutions of learning is on the increase, while, majority of the tertiary institutions in Nigeria are experiencing dearth of teaching personnel due to poor remuneration, low motivation, low job satisfaction and lack of organisational commitment amongst the lecturers, which have created negative job attitudes and poor organisational commitment. This study therefore investigated the influence of employee retention strategies on normative commitment of academics in selected private universities in Ogun state, Nigeria. Survey research design was adopted for the study. The population comprised 1,842 academics in the private universities (Covenant, McPherson, Babcock, Bells, Crawford and Crescent universities). Through a multiple sampling technique, 589 out of 1842 were sampled for the study. Data were analyzed using both descriptive, as well as inferential statistics. Findings revealed that employee retention strategies had a significant effect on the normative commitment of academics in selected private universities in Ogun state, Nigeria (R2 = 0.638, t = 169.039, p<.05). The study recommends among others that private universities should take into consideration the retention factors which impact on the employees’ commitment to the institution and improve on them so as to curb employees’ desires to leave the organisation.

Comparing Financing Models for Vocational Education and Training in Botswana, South Africa, and Zimbabwe

2020 ◽  
pp. 56-79
Author(s):  
Jerald Hondonga ◽  
Sylvia Manto Ramaligela
Keyword(s):  
Public Funding ◽  
Vocational Education And Training ◽  
Academic Education ◽  
Donor Funding ◽  
Funding Sources ◽  
Adequate Funding ◽  
Skilled Manpower ◽  
Effective Development ◽  
Lack Of Commitment ◽  
And Training

Funding for vocational skills development is important for effective development of graduate competencies. A comparison of literature on funding models in Botswana, SA, and Zimbabwe reveals common models with alternatives augmenting predominant systems. Funding in the three countries is predominantly through public funding and levy-grant system. Other funding sources include income generating activities, corporate and donor funding, fees from students and student grant-loan schemes. Some challenges in TVET funding include fragmented financing systems, general high cost of financing TVET, lack of commitment by stakeholders, poor image of TVET against academic education, inadequate public budgetary allocations by most governments, lack of research and feedback to TVET planners from labour market to allow planning and adjusting funding models for future skilled manpower requirements. There is need to have adequate funding to ensure that graduates fully gain the necessary competencies.

scholarly journals Academic Staff Development and Output in State Universities in South-South Nigeria

2016 ◽  
Vol 7 (2) ◽  
pp. 49-59
Author(s):  
Chukwuma N. Ozurumba ◽  
Japo Oweikeye Amasuomo
Keyword(s):  
Staff Development ◽  
Performance Management ◽  
Survey Design ◽  
Academic Staff ◽  
Study Data ◽  
State Universities ◽  
Adequate Funding ◽  
Academic Staff Development ◽  
Ex Post ◽  
Service Training

This study examines staff development and the output of academic staff in the state universities in South-South Nigeria. An ex-post-facto survey design was used to conduct the research in three state universities in the area. Three research hypotheses were formulated to guide the study. Data were collected from a sample of 402 academic staff. This was done using a questionnaire entitled “Academic Staff Development and Academic Staff Output Questionnaire”. One way Analysis of Variance (ANOVA) was used to analyse the data. The findings were that significant relationship exists between staff development and the productivity of academic staff in terms of research, teaching and community service. Therefore, the study concluded that in-service training and attendance of conferences and workshops influence the output of academic staff. Accordingly, it is recommended that adequate funding towards staff development and policies that support staff development are imperative for improved performance.Keywords: Academic staff development; Performance management; Nigeria

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