scholarly journals Impact of Workers’ Training on Industrial Strikes in Nigeria

2012 ◽  
Vol 2 (4) ◽  
pp. 217
Author(s):  
Akintayo Dayo Idowu
Keyword(s):  
Interpersonal Relations ◽  
Skill Training ◽  
Sampling Technique ◽  
Industrial Workers ◽  
Work Organizations ◽  
Public And Private ◽  
Private Organizations ◽  
Significant Difference ◽  
Training Programmes ◽  
The Impact

This study investigated the impact of workers` training programmes on industrial strike reduction among industrial workers in Nigeria. This is for the purpose of ascertaining the relevance of workers` training programmes, as an alternative approach to human capital formation, to industrial strike reduction among industrial workers in Nigeria. A total of 230 respondents were selected for the study using stratified sampling technique to reflect the two strata of public and private organizations. Two sets of questionnaire, with three subscales, titled ‘Workers Training Programmes Scale (WTPS) and Industrial Strike Reduction Scale (CRS) were used for data collection. All the hypothesized research questions were examined using Regression Analysis and t-test statistical methods at 0.05 alpha levels. The finding revealed that workers` training programmes (taken together) had significantly influenced industrial strike reduction among industrial workers. It was also found that only three independent variables (conflict skill, communication skill and interpersonal relations skill training programmes) have significantly influenced industrial strike reduction. However, it was found that management skill and computer skill training programmes were not as significant in influencing industrial strike reduction in selected work organizations. Also, there was no significant difference in the level of female and male workers` participation in workers` training programmes in both public and private organizations selected for the study. Based on the findings of study, it is recommended that workers` training programmes should be given priority by all establishments in order to forestall industrial peace for all levels of workers. Also, training needs of the organization as well as that of workers must be identified before making recommendations for training. This will possibly foster specialization and encourage technical-driven training in work organizations. Key Words: Workers, Training Programmes, Industrial strike reduction, Organizations,Nigeria

scholarly journals Influence Of Emotional Intelligence On Work-Family Role Conflict Management And Reduction In Withdrawal Intentions Of Workers In Private Organizations

2010 ◽  
Vol 9 (12) ◽  
Author(s):  
D.I. Akintayo
Keyword(s):  
Emotional Intelligence ◽  
Conflict Management ◽  
Role Conflict ◽  
Significant Relationship ◽  
Sampling Technique ◽  
Family Role ◽  
Private Organizations ◽  
Work Family ◽  
Training Programmes ◽  
The Impact

This study investigated the impact of emotional intelligence on work-family role conflict management and reduction in withdrawal intentions among workers in private organizations in Nigeria. The descriptive survey was adopted for the study. A total of 321 respondents were selected using a purposive stratified sampling technique.  Three sets of questionnaires entitled ‘Emotional Intelligence Scale (EIS), Work-Family Role Conflict Management Scale (WFCMS) and Withdrawal Intentions Scales` (WIS) were utilized for data collection. The Pearson Product Moment Correlation and t-test statistics were utilized for data analysis. The findings of this study revealed that emotional intelligence has significant influence on work-family role conflict management. It was also found that a significant relationship does not exist between emotional intelligence and reduction in withdrawal intentions. Moreover, the findings showed that a significant relationship exists between work-family role conflict management and withdrawal intentions.  In order to possibly guarantee effective management of work-family role conflict and foster reduction in withdrawal intentions among the workforce, it is recommended that human resource training programmes that are capable of incorporating some work-oriented psychological issues, such as work-family role conflict management, employee retention strategies and emotional intelligence, should be organized for workers and managers on a continuous basis   in both service and manufacturing organizations.

scholarly journals Impact of Massification on Resource Adequacy in Public and Private Universities in Kenya

2017 ◽  
Vol 9 (3) ◽  
pp. 60
Author(s):  
Wilberforce N. Mwirichia ◽  
Nelson Jagero ◽  
Hillary Barchok
Keyword(s):  
Statistical Significance ◽  
Private Universities ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Quality Of Education ◽  
University Management ◽  
Public And Private ◽  
Significant Difference ◽  
The Impact

The purpose of the study was to determine the impact of resource adequacy in public and private universities in Kenya. Massification is the rapid enrolment of students in universities. Kenya has expanded her student enrolment in universities for her development needs. Research findings raise pertinent issues touching on the quality of education in the Kenyan universities. The study adopted a causal- comparative survey research design. The respondents were students and lecturers in the eight purposely selected universities in Kenya. A sample of 399 respondents consisting of 361 students, 22 lecturers and 16 heads of Department from four public and four private universities in Kenya were selected for the study through simple random sampling technique. The inferential statistics used in the study was chi-square. The hypothesis of the study was stated as “there is no statistical significant difference on the impact of massification on resource adequacy between public and private universities in Kenya. The study found that there is no significant statistical difference on the impact of massification on resource adequacy between public and private universities. From the study it was concluded that there was no statistical significance difference on the impact of massification on resource adequacy between public and private universities in Kenya. The study recommends that university management in public universities should provide adequate learning, welfare services, computing services and human resources to improve the quality of education and training in the universities in Kenya.

scholarly journals Managerial Capacity And Perceived Workers` Productivity In Industrial Organizations In Nigeria

2011 ◽  
Vol 10 (4) ◽  
pp. 83
Author(s):  
Oluseyi A. Shadare
Keyword(s):  
Sampling Technique ◽  
Test Statistics ◽  
Public And Private ◽  
Scarce Resources ◽  
Industrial Organizations ◽  
Private Organizations ◽  
Significant Difference ◽  
Efficiency And Effectiveness ◽  
Descriptive Survey ◽  
Effective Supervision

This study investigated the influence of managerial capacity on perceived workers` productivity in industrial organizations in Nigeria. This study adopted the descriptive survey research design. A total of 325 respondents were selected for the study using stratified sampling technique. Two sets of questionnaires were used for data collection. Regression Analysis, Pearson Product Moment Correlation and t test statistics were used to test the hypothesized research questions generated for the study. Findings of the study revealed that managerial capacity predicts workers` productivity in industrial organizations in Nigeria. Besides, there is a significant relationship between managerial capacity and perceived workers` productivity. Also, there is a significant difference between workers` productivity in public and private organizations on the basis of managerial capacity. Based on the findings of the study, it was recommended that the managers and workers should be exposed to capacity building programmes on a continuous basis in order to update their skills and knowledge for improved job performance and productivity. More so, the monitoring unit of the organizations should be empowered toward adequate utilization of the scarce resources through effective supervision of workers for efficiency and effectiveness on their jobs.

Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Employee Performance ◽  
Intention To Leave ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Significant Difference ◽  
Set Up ◽  
The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

Reporting human resources in annual reports

2015 ◽  
Vol 23 (3) ◽  
pp. 256-274 ◽  
Author(s):  
Monika Kansal ◽  
Mahesh Joshi
Keyword(s):  
Human Resources ◽  
Stock Exchange ◽  
Statistical Tests ◽  
Annual Reports ◽  
Public And Private ◽  
Content Type ◽  
Industrial Sectors ◽  
Significant Difference ◽  
The Difference ◽  
Training Programmes

Purpose – The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top performing Indian companies. Design/methodology/approach – The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This study examines the annual reports of each of the top Indian firms listed on the Bombay stock exchange, using the “content analysis” method. Statistical tests have been performed to analyse the difference between the HR disclosure score across public and private sectors and disclosure variations among various industrial sectors. Findings – In-house training programmes has been noticed to be the favourite item of disclosure followed by safety awards/certifications and statements regarding cordial relations with the employees/unions. A majority of the Indian firms have ignored significant HR issues such as employee welfare fund, maternity/paternity leaves, holiday benefits, employee loans and adopting old age homes, etc. Overall, the study reflects low HR related disclosures. No statistically significant difference has been found between the mean HR disclosure from one industry to another and disclosure practices of the private and the public sector companies. Practical implications – The disclosure pattern of the Indian companies suggests that they only a few companies are concerned about employees’ welfare than the rest. This may motivate a change of the disclosure policy of the rest of the firms who may follow the reporting pattern of the most disclosing ones. Originality/value – This is first study on the disclosure of HR by the Indian corporate sector in the CSR domain with a disclosure analysis for a period of nine years . This research provides new directions for the literature in this area and may promote comparative studies on HR-based studies from different perspectives.

scholarly journals A143 IMPACT OF A SIMULATION-BASED AUGMENTED REALITY CURRICULUM ON POLYPECTOMY SKILLS AMONG NOVICE ENDOSCOPISTS: A RANDOMIZED CONTROLLED TRIAL

2020 ◽  
Vol 3 (Supplement_1) ◽  
pp. 5-7
Author(s):  
R Khan ◽  
M A Scaffidi ◽  
N Gimpaya ◽  
D Tham ◽  
M Atalla ◽  
...  
Keyword(s):  
Augmented Reality ◽  
Ad Hoc ◽  
Controlled Trial ◽  
Skill Training ◽  
Control Group ◽  
Small Group Teaching ◽  
Significant Difference ◽  
Simulation Based ◽  
Free Environment ◽  
The Impact

Abstract Background Polypectomy is an essential endoscopic skill. Training in polypectomy has been identified as a major deficiency for endoscopists worldwide as polypectomy occurs ad hoc during a colonoscopy when a polyp is detected, and a lack of standardized curricula. Augmented reality (AR), which superimposes computer-generated images on a user’s view of the world, can address these gaps by standardizing encounters with polyps while completing simulated procedures and enabling polypectomy-specific teaching. Aims Evaluate the impact of a simulation-based augmented reality curriculum on polypectomy performance among novice endoscopists. Methods This study includes two cohorts of participants from 2019 to 2020. In 2019, participants were randomized into either: (1) a control curriculum, involving 6 hours of simulation-based training (SBT) supplemented by expert feedback, interlaced with 4 hours of small group teaching on the theory of colonoscopy; or (2) the augmented reality curriculum (ARC), in involving the same curriculum with integrated AR, wherein participants engaged with an AR-enhanced video demonstrating relevant therapeutic and pathologic details during polypectomy. The SBT for all participants involved a progressive curriculum starting on a bench-top model and then moving to the EndoVR® virtual reality simulator. The primary outcome was polypectomy-specific performance using the Direct Observation of Polypectomy Skills (DOPyS) tool during a simulated polypectomy after training, with a maximum score of 100. Results Demographic characteristics are summarized in Table. In 2019, 21 novice endoscopists were enrolled. Immediately after training, the mean DOPyS score among ARC group participants was 76.2 (SD=17.9) compared to 71.8 (SD=13.2) among control group participants (Figure). In this interim analysis, there was no significant difference between groups. Data analysis will be completed after 2020 participants complete the study. Conclusions Interim results show a trend towards improved polypectomy performance with no significant difference. The results of this study have the potential to impact polypectomy education among novices. Simulation-based AR interventions may allow learners to progress towards achieving competency in polypectomy in a risk-free environment prior to first patient contact. Funding Agencies None

scholarly journals Workers’ Perception of Performance Appraisal in Selected Public and Private Organizations in Lagos Metropolis, Nigeria

2012 ◽  
Vol 2 (3) ◽  
pp. 80
Author(s):  
Cyril Oseloka Ikemefuna ◽  
Christopher Odogwu Chidi
Keyword(s):  
Data Analysis ◽  
Performance Management ◽  
Performance Appraisal ◽  
Reporting System ◽  
Sampling Technique ◽  
Research Subjects ◽  
Public And Private ◽  
Motivational Effect ◽  
Training Programmes ◽  
Perception Of Performance

This study set out to examine empirically workers’ perception of performance appraisal in selected public and private organisations operating in Lagos metropolis. The study adopted the survey research design. A total of 205 research subjects were drawn from the target population using the simple random sampling technique. However 174 copies of questionnaire were returned upon which the data analysis was based. This represents 85percent response rate. Data analysis was carried out with the aid of Statistical Package for Social Sciences version 16. The findings of this study showed that workers have an optimistic view of performance appraisal as a means for promoting, evaluating and equitably compensating employees, and forming the basis for many employee training programmes as well as its motivational effect on workers’ performance. The authors recommend that for appraisal to yield the desired outcomes, adequate attention should be paid to the avoidance of appraisal politics and the pursuance of fairness and transparency in the process. More so, training programmes could be initiated by organisations to offer tips for avoiding appraisal errors. Open-reporting system as opposed to closed-reporting system should be encouraged for performance appraisal to have a motivational effect on workers’ performance.   Keywords: Workers’ Perception, Performance Appraisal, Public, Private, Performance Management, Organisations.

scholarly journals The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

2012 ◽  
Vol 2 (2) ◽  
pp. 1 ◽  
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Turnover Intentions ◽  
Private Universities ◽  
Private University ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
The Impact

Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.   Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions.

scholarly journals Public service motivation in the Chinese public and private sectors

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dermot McCarthy ◽  
Ping Wei ◽  
Fabian Homberg ◽  
Vurain Tabvuma
Keyword(s):  
Public Service ◽  
Public Service Motivation ◽  
Economic Sectors ◽  
Public And Private ◽  
Content Type ◽  
Mean Values ◽  
The Public ◽  
Municipal District ◽  
Significant Difference ◽  
The Impact

Purpose The purpose of this paper is to statistically test if the public service motivation (PSM) measure operates in the same way across the public and private sectors of a municipal district in China. It also contrasts the relationship between PSM and workplace outcomes across sectors and employee age groups. Design/methodology/approach Survey data from independent samples of public (n=220) and private (n=230) sector employees in the Changsha Municipal District of China is used. The analysis tests for invariance across groups, before comparing mean values and regression weights. Findings Only in respect of one PSM dimension do findings show a significant higher mean in the public sector. No significant difference is found on the impact of PSM on employee performance across sectors, while it is in the private sector that PSM has the greater impact on intention to leave. Findings also show no marked impact of age upon outcomes. Research limitations/implications This study provides an initial set of results and further research will need to be undertaken to verify them. The limited sample size and narrow geographical focus, although in line with similar studies on China, means the ability to draw generalisations is limited. The reliance on self-reported measures means issues with common method bias cannot be ignored. Measures were taken during data collection to minimise issues of bias and a set of post-hoc test results are provided. Practical implications The recruitment of employees with higher levels of PSM can be expected to play a role in achieving better outcomes, regardless of sector and age profile. Originality/value The PSM measure has been applied by researchers across various economic sectors. This paper is one of the first to statistically test if the concept and its measure operates in the same way across sectors. The paper contributes to the on-going debate on PSM in the context of China and its relationship with a number of key output variables. Finally, the paper contributes to the emerging debate on changing workforce demographics and their role in shaping outcomes.

scholarly journals Work-Family Balance, Participation in Family Work and Parental Self-Efficacy in Chilean Workers

2017 ◽  
Vol 9 (1) ◽  
pp. 1-25
Author(s):  
Andrés Jiménez Figueroa ◽  
Verónica Gómez Urrutia ◽  
Gonzalo Palomo-Vélez
Keyword(s):  
Self Efficacy ◽  
Public And Private ◽  
Organizational Policies ◽  
Family Work ◽  
Private Organizations ◽  
Family Balance ◽  
Work Family Balance ◽  
Gender Patterns ◽  
Work Family ◽  
The Impact

The article analyzes differences regarding work-family balance, participation in family work, and parental self-efficacy in workers (N=300) in Chile according to their sex and their status as income providers. Three instruments (Survey Work-Home Interaction-Nijmegen, Questionnaire of Participation in Family Work, and the Parental Evaluation Scale) were applied to workers from public and private organizations. Our results show that participation in family work is positively related to work-family balance, while the latter, in turn, is positively associated with parental self-efficacy. Furthermore, sex and being the main income provider in the household shows differential effects in both participation in family work and perception of parental self-efficacy. These results, we conclude, suggest the persistence of some elements of traditional gender patterns. This underlines the need to examine organizational policies from a gender perspective and to analyze the impact of public policy on organizational practices.

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