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.

scholarly journals Does Work Interest and Preference Affect Workers’ Normative Commitment?

2021 ◽  
pp. 27-37
Author(s):  
Jones Umukoro ◽  
Damola Adediji
Keyword(s):  
Academic Staff ◽  
Sampling Technique ◽  
Normative Commitment ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Ogun State ◽  
Multi Stage ◽  
Test Retest Reliability ◽  
Higher Institutions

The position that a dedicated and loyal worker is an asset and a resource component for business sustainability is germane. However, reports have shown that in Nigeria and most developing climes, the obligation by workers to stay and add value in their organization is as fragile as thin ice. Also, there is limited data analysis of skill needs to measure work interest and preference of workers in higher institutions. Thus, this paper determined if job-fit dimensions (work interest, work preference) affect workers’ normative commitment. By applying a cross-sectional survey research design, collated data from 377 regular non-academic staff from six selected private universities in Ogun State, Nigeria, was obtained through a multi-stage random sampling technique. The content, criterion, construct validity, and test-retest reliability tested the adapted questionnaire before administration. Multiple regression analysis results revealed that job-fit dimensions had a positive significant combined effect on workers’ normative commitment (R = 0.558, F (2, 374) = 84.622, Adj. R2 = 0.308, p < 0.05). Management and HR practitioners should be more conscious of the hiring process, promote independence and flexibility for workers' development, training, prospects for collaboration, and a sense of connectedness with the job as a measure of enhancing loyalty.

scholarly journals Qualitative Analysis of the Student Industrial Work Experience Scheme (SIWES) in Tertiary Institutions in Ogun State, Nigeria

2020 ◽  
Vol 10 (4) ◽  
pp. 187
Author(s):  
Dare O. Omonijo ◽  
Michael C. Anyaegbunam ◽  
Samuel I. Ejoh ◽  
Joe-Akunne Chiamaka Ogechukwu
Keyword(s):  
Work Experience ◽  
Sampling Technique ◽  
The State ◽  
Descriptive Statistics ◽  
Tertiary Institutions ◽  
Succession Plan ◽  
Higher Education Systems ◽  
Ogun State ◽  
Southwest Nigeria ◽  
Descriptive Method

This study was carried out to appraise SIWES in sixteen (16) tertiary institutions in Ogun State, Southwest Nigeria using descriptive method. Among other things, it investigated the percentage of SIWES unit in tertiary institutions in the state that has: (i) a structure; (ii) budget; (iii) coordinators’ tenure of office; and (v) a succession plan for coordinators. The study engaged a purposive sampling technique to select one participant from each institution and used descriptive statistics to analyze the data. These include frequency distribution, percentage and ranking. The study among other things concluded that 13(81.3%) tertiary institutions had SIWES structure while 03(19.7%) did not have; 5(31.2%) tertiary institutions had SIWES budget while the majority-11(68.8%) did not have; 5(31.2%) tertiary institutions had SIWES coordinators tenure of office while the majority-11(68.8%) did not have. The study also concluded that no institution (0%) had a succession plan for SIWES coordinators. Based on its findings, recommendations are made to improve the SIWES unit in higher education systems in the state.

scholarly journals Job embeddedness, organisational commitment and voluntary turnover of academic staff at a higher education institution in South Africa

2019 ◽  
Vol 38 (1) ◽  
pp. 9-30
Author(s):  
Cebile Mensele ◽  
Melinde Coetzee
Keyword(s):  
Higher Education ◽  
South Africa ◽  
South African ◽  
Academic Staff ◽  
Voluntary Turnover ◽  
Education Institution ◽  
Job Embeddedness ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Intention To Stay

Academic staff recruitment and retention remain a challenge in South Africa and internationally. Most academics at South African universities are ageing, with fewer younger people entering academia. The objectives of the study were to determine empirically whether job embeddedness and organisational commitment significantly predict voluntary turnover and whether people from different gender, race and age groups differ significantly in terms of these three variables. The measuring instruments used were the Job Embeddedness Scale (JES), the Organisational Commitment Scale (OCS) and the Voluntary Turnover Scale (VTS). A cross-sectional quantitative survey design was used to collect data from a random sample of (N=102) full-time academic staff at a South African higher education institution in Gauteng. The findings showed that organisational fit, community links and normative commitment significantly and positively predicted the participants’ intention to stay at the institution. Female participants showed higher levels of organisational fit and sacrifice, hence a stronger intention to stay. White participants had stronger community links and fit, and the African participants had higher levels of normative commitment than the other race groups. The current study adds to the knowledge base on the turnover intentions of academic staff and makes recommendations for retention practices and possible future research.

scholarly journals Job Satisfaction and Organisational Commitment: A Study of Library Personnel in Private Universities in Ogun State, Nigeria

OALib ◽  
2014 ◽  
Vol 01 (06) ◽  
pp. 1-8
Author(s):  
Toyosi Daniel Samuel ◽  
Uloma Doris Onuoha ◽  
Adebowale Ifeoluwa Ojo
Keyword(s):  
Job Satisfaction ◽  
Private Universities ◽  
Organisational Commitment ◽  
Ogun State

Twofold Approach to Workers’ Commitment

2020 ◽  
pp. 42-52
Keyword(s):  
Academic Staff ◽  
Reliability And Validity ◽  
Sampling Technique ◽  
Stepwise Multiple Regression ◽  
Job Engagement ◽  
Job Fit ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Ogun State ◽  
Multi Stage

Debate on what drives workers’ commitment has remained unabated, multidimensional, and geographically spread but contextual intelligence shown that poor morale could be the hindrance. The paper argued from job-engagement and job-fit perspectives to workers’ commitment. The cross-sectional survey research design was adopted and data were gathered from 377 regular non-academic staff from six selected private universities in Ogun State, Nigeria through a multi-stage random sampling technique. The reliability and validity test were conducted on the adapted questionnaire before it was administered. The result from stepwise multiple regression analysis revealed that job-engagement and job-fit dimensions had positive significant combined effect on workers’ commitment (R = 0.819, F(5, 371) = 151,184, Adj. R2 = 0.666, p < 0.05). It recommended that management should ensure that the job-holder’s capabilities match the job-demands by assessing the competencies of those whose jobs are to be enriched to drive workers’ commitment.

The relationship between training and organizational commitment among academicians in Malaysia

2015 ◽  
Vol 34 (10) ◽  
pp. 1227-1245 ◽  
Author(s):  
Nouruddeen Bashir ◽  
Choi Sang Long
Keyword(s):  
Affective Commitment ◽  
Academic Staff ◽  
Supervisor Support ◽  
Target Population ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Content Type ◽  
Worker Support ◽  
The University ◽  
The Relationship

Purpose – The purpose of this paper is to address the question “what is the relationship between employees’ perception on training and employees’ organisational commitment?” using the widely accepted theories of three-component model of organisational commitment and training-related variables. Design/methodology/approach – This study utilises the survey methodology approach. The study design is an associational descriptive research designed to identify the relationship between employees’ training measured by five training variables (perceived availability of training, motivation to learn in training, perceived co-worker support for training, perceived supervisor support for training and perceived benefits of training) and employees’ organisational commitment measured by three organisational commitment components (affective commitment, continuance commitment and normative commitment). The target population of this study consisted of academic staffs of one of the faculty in a public university in Malaysia. The name of the University is not disclosed due to the request from the management of the University. Comprehensive sampling approach was used in this survey, whereby the survey was distributed to all the target population. This approach was chosen to ensure higher response rate from the respondents. The target population is academic staff and 60 responses were analysed. Findings – Findings from the study revealed a significant and positive relationship between the training-related variables (availability of training, motivation to learn, co-worker support for training, supervisor support for training and benefits of training) the affective and normative commitment components of the organisational commitment; while a non-significant relationship with continuance commitment. Additionally, the results of the study revealed that the best predictor of affective commitment is co-worker support for training followed by availability of training. For normative commitment, the best predictor was availability of training. Research limitations/implications – Although this study was conducted in the education industry, the results of this study were consistent with previous studies conducted in western countries and the few studies conducted in some Asian countries such as Qatar, China, Australia and Malaysia that are non-education industries. However, the study was conducted in a single university in Malaysia and therefore results of the study may not be generalisable to all higher institutions nor the universities excluded in the sample. The study was limited to academic staffs, and does not involve other employees such as non-academic staff. Therefore the result may not be generalisable to those excluded staff as training policies, skills and knowledge requirement among various staff categories differ. Practical implications – This study has indicated that co-worker support for training and supervisor support of training enhance emotional attachment/sense of belonging (i.e. affective commitment) and loyalty (i.e. normative commitments) among academic staff. Thus in this view the university authority could create an environment where there is a strong encouragement by colleagues and supervisors towards participating in training activities. Supervisors in the context of this study refer to HoDs, Deans, head of research groups, etc. This research has also revealed that availability (or access) to training has a strong relationship with both affective and normative commitments; with availability of training a strong predictor of the former type of commitment. Therefore the university through supervisors can play a role in publicising the availability of training to the academic staff. The university can also design more in-house training and development programmes/activities as well as encourage and financially support external training programmes that will enhance the academic staff teaching and research skills. Such move by the university could be perceived by the academic staff as support and care which ultimately leads to better organisational performance. Originality/value – This is a pioneering study on perception on training towards organisational commitment among academic staff in a public university in Malaysia. The result of this study will spur public universities in Malaysia to find ways to improve their training plan and design to achieve maximum satisfaction among the academician.

scholarly journals Conflict Management Strategies in Ondo State Tertiary Institutions

2018 ◽  
Vol 14 (4) ◽  
pp. 315
Author(s):  
Dorcas Oluremi Fareo ◽  
Mohamed Alison Jajua
Keyword(s):  
Conflict Management ◽  
Academic Staff ◽  
Management Strategies ◽  
Sampling Technique ◽  
Face Validity ◽  
Decision Strategy ◽  
Tertiary Institutions ◽  
University Of Technology ◽  
Ondo State ◽  
Descriptive Survey

This paper investigated conflict management strategies in tertiary institutions in Ondo State. As a descriptive survey, the study population comprised all the staff and the management of three institutions. For the study sample, two hundred and ten was selected by stratified sampling technique. The instrument for data collection was 45 items Likert-type questionnaire tagged ‘Conflict Management Strategies Questionnaire’ (CMSQ). The reliability of the instrument was determined through test-retest method and the reliability co-efficient was 0.86. The content and face validity of the instrument was carried out by one expert in Test and Measurement, an expert in Psychology of Education; and an expert in Guidance and Counselling. The data collected were analyzed using frequency count, percentages, Analysis of Variance (ANOVA), and Multiple Regression. It was found that conflict in Federal University of Technology (FUTA), Rufus Giwa Polytechnic and Adeyemi College of Education occurred frequently. Nonpayment of salaries as at when due was the major cause of conflict in these institutions. The most effective conflict management strategies used was participatory decision strategy. Based on the findings, it was ascertained that role conflict occurred between academic staff and professional administrators; and conflict management strategies were critical variables in the school system. It was recommended that the academic and professional administrators should continue to demonstrate spirit of tolerance so as to ensure the smooth running of university, polytechnic and the college.

scholarly journals A Servqual and Quality Function Deployment (QFD) Approach in Measuring Total Quality Management at Private Universities in Pekanbaru, Riau, Indonesia

2019 ◽  
Vol 6 (1) ◽  
pp. 1-4
Author(s):  
Zulfadli Hamzah ◽  
Astri Ayu Purwati ◽  
Muhammad Luthfi Hamzah
Keyword(s):  
Quality Function Deployment ◽  
Gap Analysis ◽  
Academic Staff ◽  
Private Universities ◽  
Sampling Technique ◽  
Education Institution ◽  
Total Quality ◽  
Quality Function ◽  
Priority Needs

In free trade era, particularly in AEC leading to the education institution should prepare to compete freely in generating graduates who are able to compete in ASEAN’s labour market. Therefore, the purpose of this research is to determine the service quality of private universities in Pekanbaru, Riau, based on student’s perspective using SERVQUAL and Quality Function Deployment (QFD) approaches. Sampling method employed in this reserach was random sampling technique in four (4) private universities in Pekanbaru. Data was analysed using SERVQUAL gap analysis and QFD. The result shows that there were four (4) customer requirements which will be the priority to be handled by the universities, there are 1. Inquiries, requests and claims of students are handled and resolved timely and promptly, 2. Readiness of academic staffs to serve students and can be contacted easily, 3. Academic staff pays special attention and provides help to students in resolving their problems, 4. Teaching materials are available and up-to-date. From the QFD Matrix, the most technical priority needs to be improved by the universities is Academic staff’s training and development.

scholarly journals Strategic Planning as a Mediation of The Influence of Organizational Climate and Competence to Competitive Advantage of Private Higher Education

2021 ◽  
Vol 921 (1) ◽  
pp. 012038
Author(s):  
A B Susanto ◽  
Kurniaty ◽  
T Purnamie ◽  
Kapriani
Keyword(s):  
Higher Education ◽  
Strategic Planning ◽  
Competitive Advantage ◽  
Organizational Climate ◽  
Private Universities ◽  
Sampling Technique ◽  
Private Higher Education ◽  
Tertiary Institutions ◽  
Purposive Sampling ◽  
Strategic Resources

Abstract In resource-based learning (RBV) emphasizing the improvement of the competitive advantage derived from the organization’s strategic resources This research is designed to support and develop models of competitive advantage that are appropriate for private universities based on their own resources. Data in this study were collected using a questionnaire for 9 months. The population in this study are universities in Indonesia. The sampling technique using purposive sampling. The results of the study show that the advantages possessed by the existing tertiary institutions differ from each other depending on the competencies of each of the tertiary institutions.

EFFECTS OF COMPENSATION PRACTICES ON ACADEMIC STAFF’S JOB PERFORMANCE IN FEDERAL UNIVERSITY OF AGRICULTURE, ABEOKUTA, OGUN STATE, NIGERIA

2021 ◽  
Vol 15 (1) ◽  
pp. 1-15
Author(s):  
Y. JOSHUA ◽  
S. O. AYANSINA ◽  
O. S. ALABI ◽  
M. O. OOSE ◽  
O. S. ADEGBOYEGA
Keyword(s):  
Job Performance ◽  
Academic Staff ◽  
Sampling Technique ◽  
Chi Square ◽  
Ogun State ◽  
Multi Stage ◽  
Retirement Benefit ◽  
Colleges Of Agriculture ◽  
Compensation Packages ◽  
The Mean

The study examined the effect of compensation practices on academic staff’s job performance in Federal University of Agriculture, Abeokuta, Ogun State, Nigeria. Multi stage sampling technique was used to purposively select 3 Agricultural base colleges followed by proportionate stratified sampling technique where respondents were randomly selected. One hundred and three (103) respondents from the three colleges of agriculture of the university were selected of which 92 questionnaires were retrieved. Data obtained was analyzed using descriptive and inferential statistics such as mean, standard deviation, chi-square and Pearson Product Moment Correlation. Finding revealed that the mean age of the respondents was 42.71 years, 71.7% of the respondents were male, 81.5% of them were married and 79.3% of the respondents were PhD holders. The mean years of experience was 10 years while their mean income was ₦217447.29. Most (79.4%) academic staff perceived that there is a pressing need to review and rationalize the pay structure to improve employee efficiency, some of the compensation packages available were; retirement benefit (100%), study leave (91.3%), career development opportunity (82.6%). The major constraints to compensation strategies identified were poor insurance scheme (21.7%), inadequate welfare package (20.7%) and poor communication network (19.6%). Furthermore, a significant relationship existed between respondents’ age (r= -0.204, P<0.05), compensation packages (r= 0.26, P<0.05) and their job performance. The results concluded that academic staff perceived a pressing need to review the compensation packages by involving them in the compensation decision making process. Effective management and implementation of compensation packages is highly recommended. , , Job Performance

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