ORGANIZATIONAL JUSTICE, ORGANIZATIONAL COMMITMENT AND TRUST IN MANAGER AS PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG BANK EMPLOYEES

This study investigated the influence of perceived organizational justice, organizational commitment and trust in manager as predictors of organizational citizenship behaviour among bank employees. Essentially, the issue of organizational justice, trust in managers and organizational commitment are subjects of interest in organizational behaviour and human resource management and as such this could be investigated in the banking industry in order to assess how they influence organizational citizenship behaviour. The study was a survey which employed Ex-Post Factor design. The design was found appropriate because the variables of interest were already in existence in the study area. Data was collected from 186 respondents. Using a structured questionnaire collected data were analysed using the inferential and descriptive statistics of the Statistical Package for Social Sciences (SPSS) version 21. The result revealed that perceived organizational justice was significantly and positively related to organizational citizenship behaviour [r(184)=.51** P<.01]; organizational commitment was significantly and positively related to organizational citizenship behaviour among bank employees [r(184)=.48**, P<.01]; trust in managers was significantly and positively related to organizational citizenship behaviour among bank employees [t(184)=.36**, P<.0.1]; perceived interactional justice was significantly and positively related to organizational citizenship behaviour (t184=6.37<.05]; perceived procedural justice was significantly and positively related to organizational citizenship behaviour {t(184)=.30**, P<.01]; perceived distributive justice was significantly and positively related to organizational citizenship behaviour among bank employees {r(184)=.43**, P<.01). Finally, the findings revealed that the predictor variables (perceived organizational justice, organizational commitment and trust in manager) showed significantly independent and joint prediction of organizational citizenship behavior among bank employees {F=78.74, P<.05, R2=.56.12}. It was concluded that organizational justice, trust in manager and organizational commitment significantly were significantly related to organizational citizenship behaviour among bank employees respectively and jointly. It was therefore recommended that organizational citizenship behavior should be more encouraged in the banking industry and other allied industries.

PRICING AS A RESOURCE MANAGEMENT STRATEGY IN ATTRACTING STUDENTS INTO POLYTECHNICS IN THE NORTH CENTRAL STATES OF NIGERIA

Pricing as a resource management strategy of educational services is considered as one of the important strategies for attracting students into the, Polytechnics in Nigeria, both private and public, are applying various means of attracting more students into their institutions, with special focus on, Price (PP). This study examined the relationship between price (school fees) and students’ attraction into Polytechnics in the North Central States, Nigeria. This study adopted survey research design, and the target population comprised 40,778 students of the entire polytechnics in the North Central States of Nigeria. A sample of 396 students was selected using stratified sampling method. A validated questionnaire was used for data collection. The Cronbach’s Alpha coefficients for the constructs ranged from 0.78 to 0.91. The response rate was 86.2%. Data were analysed using descriptive and inferential (Pearson Product Moment correlation and regression) statistics. Findings revealed that Price had significant effect on students’ attraction into Polytechnics in the North Central states, Nigeria. The management of the Polytechnics in the North Central States, Nigeria should offer various programmes to match the needs of the potential students and school fees increase as a strategy should be used carefully. Price (school fees) is an effective marketing strategy that attracts students into the Polytechnics in the North Central States, Nigeria. There-fore, students should give appropriate information that could encourage patronage

TOWARDS ELIMINATING DISCRIMINATORY EMPLOYMENT PRACTICES IN NIGERIAN ORGANISATIONS

Equality and non-discriminatory employment practices are rooted in the principle that all employment decisions should be based on individuals’ ability to do a job, regardless of their personal characteristics that are not related to the requirements for job performance. Thus, this study highlights some of the discriminatory employment practices prevalent in Nigerian workplaces. The study is based on review and analysis of both primary and secondary data. The results revealed different forms of discriminatory employment practices among Nigerian organisations. It noted that, discriminations occur in Nigerian workplaces during restructuring and retrenchment, in managing compensation and promotion, training and development, maternity protection, recruitment and selection, use of agency work arrangement and in the design of work environment. The study concludes that there is high prevalence of discriminatory employment practices in Nigerian organisations. It is therefore, recommended that, in line with international best practices, Nigerian organisations/employers cum the Ministry of Labour and Employment should ensure that discriminatory employment practices are reduced to the barest minimum if not completely eliminated in Nigerian workplaces if sustainable organisational performance and national development are to be achieved.

EFFECTS OF SELF-EFFICACY ON SELF- EMPLOYMENT INTENTION OF RECENT GRADUATES IN NIGERIA

This study investigated the effect of self-efficacy on self-employment intentions of recent graduates. Using the descriptive survey research design, the study population includes National Youth Service Corps (NYSC) members of Ojo Local Government area of Lagos state. A sample of 130 was selected using the purposive sampling technique. The formulated hypotheses were tested using the simple linear regression and the independent sample t-test. The results showed that there was a statistically significant influence of self-efficacy on self-employment intention of Corps members of Ojo local government, Lagos state. A significant regression coefficient was found F (1.128)=29.72, p<.05), with R2 of .19. This presupposes that19.0% of the variance in self-employment intentions is as a result of the self-efficacy of recent graduates. Also, a statistically significant difference in the self-employment intentions were found between male and female corps members (tcal(128) = 2.11 is greater than ttab=1.98, p < .05). The study therefore recommended, amongst others, that institutions and the government should educate and devise a means by which they can increase the level of graduates and students’ self-efficacy which in turn will help shape their intention towards shaping career options after graduation. Similarly, effective entrepreneurship education and training for students and graduates to enhance their efficacy in performing specific tasks and roles of an entrepreneur will go a long way in boosting their self-employment intention and also aids them towards post graduate job creation ability rather than job seekers

RETENTION STRATEGIES AND PERFORMANCE OF UNIONISED ORGANISATIONS IN THE FOBTOB INDUSTRY IN LAGOS STATE

The study examined the relationship between retention strategies and performance of organisations in the FOBTOB industry. The effect of retention strategies on performance of unionised organisations in the FOBTOB industry was also examined. The survey research design was adopted. A total of 420 research subjects were drawn from fourteen respondent companies using the simple random sampling and proportional stratified sampling techniques. The research instrument was subjected to validity and reliability tests. The domain of validity also called intrinsic validity was used for the validity estimate as well as content validity. The domain of validity was obtained by calculating the square root of reliability. The Cronbach Alpha was used for the reliability test. It was hypothesised that that there is no relationship between retention strategies and performance of unionised organisations in the industry studied. The result of hypothesis test shows that retention strategies are statistically and significantly related with all the measures of performance, such as growth in number of employees (r =0.370; p< 0.01); profitability (r = 0.264; p< 0.01); innovativeness (r = 0.279; p< 0.01); performance stability (r = 0.241; p< 0.01); and rate of sales (r = 0.207; p< 0.01) while the Chisquare test result is (χ2=231.507, df=3, p< 0.01) confirmed the results of the correlation test. It was also hypothesised that retention strategies do not affect performance of unionised organisations in the Industry studied. The results of the regression test revealed that retention strategies affect performance of unionised organisations in the FOBTOB industry. It is recommended that organisations should not rely only on intrinsic variables to influence employee retention; rather, a combination of both intrinsic and extrinsic variables should be considered as an effective retention strategy if optimal performance indices are to be achieved

HUMAN RESOURCE MANAGEMENT PRACTICES AND NIGERIAN BANKS’ PERFORMANCE

The importance of human resource management practices has gained acceptance and wide recognition in a cross-cultural context. Several studies, examining the procedures and practices of human resource management (HRM) and its implementation aspects have emerged, and been applied in different contexts. Achieving better employee performance has been a significant focus for both private and public organisations. Hence there is need to investigate how human resource (HR) practices impact upon organizational performance. This research focuses on three HRM variables, that is, training and development, recruitment and selection and remuneration, and the impact on organizational performance. Using a survey method, data was collected from 257 employees working in commercial banks, Ikorodu. This study analysed the data using descriptive statistics like the mean, median, maximum and standard deviation toanalyse the characteristics of the variables. On the other hand, the hypotheses were tested using regression analysis. We further carry out normality test before performing regression analysis on each of the variables as shown in the following model specification, which tallies with our Research Questions, Research Objectives and Research Hypotheses. The findings revealed that training and development is positively related to organizational performance in commercial banks in Nigeria, the study concludes that, Training and Development will grants the employee’s more insight and control over their jobs. Similarly, in the case of Recruitment and Selection and organizational performance, the study concludes that, employees with good motivational package have more confidence in their capabilities, thus remaining more committed to their organisations. This in-turn boosts organizational performance. Conversely, the study reported a statistical insignificant relationship between Remuneration and organizational performance in commercial banks in Nigeria

Job Crafting and Employees’ Performance in MTN Nigeria, Plc

This study examines the relationship between job crafting (task crafting and relational crafting) and employees’ performance (employees’ task performance and organizational citizen behaviour) amongst staff of MTN Nigeria Plc. This research makes use of a survey design and analysis was based on primary data generated through a structured questionnaire. Two research hypotheses were formulated and tested at 0.05 level of significance. The findings revealed that there was a statistically significant influence of task crafting on employees’ task performance in MTN Nigeria, Plc (R2 = .088, F = 17.844, p < 0.050). Similarly, there is a significant positive relationship between relational crafting and organizational citizen behaviour ( rp=0.331, n=187, p < 0.050). From the study, it was concluded that workers require a high degree of autonomy and independence on their jobs to perform more efficiently and effectively in order to improve their performance. It was recommended amongst others that organization should provide a flexible job design and structure as well as interpersonal relationship for its employees’ so as to enable them to better perform on the task and create organizational citizen behavior among the employees.

COVID-19: NEW ORDER FOR EMPLOYMENT RELATIONS AND HUMAN RESOURCE MANAGEMENT

The onset, spread, control measures and the behaviour of society, government and businesses have far reaching implications – social, economic and legal – for the immediate and future of employment relations and human resource management in Nigerian organisations. This chapter, drawing from available COVID-19 literature, ILO and WHO protocols, examined various concerns and challenges posed by ongoing covid-19 pandemic and the regimes of measures which are modeled after developed economies of the world but are at best ad-hoc, panicky, illdigested and their operations execution not based on empirical/objective assessment. COVID-19 has evidently brought job losses and unprecedented changes in work modes and some of the lessons and fallouts may live with us for a long time. Post-COVID-19 economic recovery though expected to be slow will leave the workplace and society with routines and rituals, lessons to learn and corrections to be made, not to avert future pandemics but to manage it in more precise manner with less panic and greater forthrightness

MOONLIGHTING, SELF-EFFICACY AND JOB PERFORMANCE OF FEMALE ACADEMICS IN NIGERIAN PUBLIC UNIVERSITIES

This paper investigates the influence of moonlighting practices on self-efficacy and job performance of female academics in selected public universities.327 female academics were selected using the stratified random sampling technique. 225(68.8%) were engaged in multiple job holdings (moonlighting) with part-time income of about (75.7%) of their principal income. The possible influence of three dynamics of self-efficacy: personal, behaviour and environment; on principal job performance was investigated. Dual dynamics of behaviour (p<0.001, β=0.290) and environment (p<0.001, β=0.213) had considerable effect on principal job performance. Moonlighting or multiple job holdings restrained the correlation between the behaviour dynamic and job performance (p<0.05, β=0. 0.4134, [LLCI=0.0738, ULCI=0.7563]). Behaviour serves as the central dynamic of self-efficacy, and affects job performance of female academics of public sector universities in South West Nigeria. Moonlighting has the prospect of being extensively connected to conviction of personal potential and proficiency (the behaviour dynamic) and principal job performance. Where female academics are self-assured that they are capable of executing positive behaviours, the tendency becomes higher for them to exhibit this behaviour providing the depiction offers results in the required upshot. Effective human resource management obligates devising, executing and scrutinizing with the total involvement of academics: efficient, proficient and jointly supporting working condition as well as perceptive policies and programmes, plus development policies and programmes that will promote the empowerment and advancement of female academics within the institution where they work while simultaneously preparing additional hands for the universities to have adequate lecturers so as to regulate lecturers’ moonlighting.

ENGINEERING AND HUMAN-CAPACITY BUILDING: FLEXIBILITY OF INNOVATION IN HUMAN CAPITAL DEVELOPMENT IN NIGERIA

The difference between developed and developing societies could also be captured in the area of engineering innovations for human-center development. Engineering is one of the drivers of sustainable development in the world; it has substantial impacts on building and sustaining human capital. Nigeria, like other developing societies, is confronted with challenges of utilizing human resources maximally for her national development. Hence, this paper investigates engineering and human capacity building as the flexibility of innovation in human capital development in Nigeria. This study applied a theoretical method; information was sourced through secondary means like content analysis journals, textbooks, and electronic resources. This study anchor on modernization, human capital, and scientific management theories. Findings showed that apart from the purely academic angle, Nigeria has no made outstanding progress in the area of training and institutional support. The paper recommends broad-based engineering applications in every facet of human capital. This will attract foreign investors to the economy, and the local ones can use their technical skills to ensure maximum utilization of resources through engineering techniques. As the World Federation of Engineers is sustaining pressures on the engineering body among the member states. Nigeria cannot afford to be isolated in the area of sound engineering training. This paper will be useful to the International Labour Organisation, World Federation of Engineers, ministries of employment and capacity development, National Directorates of Employment, the Nigerian Consultative Council and researchers in the field of Human Resources and engineering management could initiate research from here.