HUMAN RESOURCE MANAGEMENT

This paper examined the role of some specified internal work environment factors of organisation in enhancing employee satisfaction and organisational efficiency. It looked at some of the factors that make up the internal work environment and their effects on the employees in enhancing employee satisfaction and also in promoting organisation efficiency. Three hypotheses were tested to determine the significance of internal work environment on job satisfaction of employees and its implications on the efficiency of the organisation. Four purposively selected private sector organisations were used in this study. The main instrument used to elicit information from the participants was a structured questionnaire. Two hundred participants that cut across all the cadres of the four organisations were randomly selected for this study but only 192 of the instrument were properly filled and were analysed. Three hypotheses were tested at 0.05 level of significance.. Regression Analysis Statistical method was used in testing the hypotheses. The findings revealed that internal work environment contribute significantly to employee satisfaction and organisation efficiency. It is therefore concluded that internal work environment is a great determining factor in employee satisfaction and organisation efficiency. It is recommended that management and other policy makers in industrial relations and human resource management should ensure that workers everything that is needed to enhance their satisfaction and improve organisation efficiency. Introduction An organisation needs both the internal and external environments to operate so as to produce goods or services for customers and meet the needs of the society. The internal environment is essential in facilitating the procedures of the organisation. The human resource is the most important resource of any organisation, the personnel in the workplace put to use the other non-human resources of the organisation with overall intention of achieving organisational goals. The right human and non-human resources that are available and used in the organisation constitute the internal environment of the organisation; these must be supplied and put in place by the management to enhance the performance of the employees for the achievement of the organisational goals and the satisfaction of the employees. The workers must be trained to use the new technologies and be intimated with the other aspects of the internal environment. Internal environment, according to Business Dictionary involves the conditions, entities, events and factors within an organisation that influence its activities and choices, particularly the behaviour of the employees. Some of the internal work environment factors are: • the necessary technologies – the use of latest technologies and other tools to enhance better and faster work accomplishment • the structure of the organisation

Research comprises creative work undertaken on a systematic basis in order to increase the stock of knowledge, including knowledge of man, culture and society, and the use of this stock of knowledge to devise new applications. The goal of the research process is to produce new knowledge or deepen understanding of a topic or issue. Research is an important component in the development of what we call the knowledge-based society. It involves interaction between research and society at large. The robustness and quality of this interaction depends on how the research is organized and financed. One major factor hampering the development of Nigeria as a nation and Africa as a continent is the quality of researches conducted to understand the continent. No nation can develop beyond the quality of researches done by her researchers. Making meaning of the world around us is not without challenges. One of the behavioural science unique features is that people are both the investigators and the subject matter. This means that unlike the physical sciences the 'things' studied or the custodian of the 'thing studied are capable of thought and feelings. This creates a unique challenge to research in the behavioural science. More importantly is the uncooperative attitude of government and its agency in allowing researchers to access important data. This article discusses these challenges along four major areas: challenges associated with the researcher, methodological challenges, challenges relating to the subject matter and finally, challenges relating to the research context. Suggestions on how to overcome these challenges were also discussed.

Whether a leader is a male or female with the attendant sex personality consciousness could be serious determining factor of the performance of either of the leaders in work organisation. This paper therefore examined attributes of gender and the impact on leadership effectiveness and the efficiency of the organisation. A structured survey instrument was used in collecting data from a sample of one hundred and forty-five workers randomly selected from purposively selected work organisations. Data were analysed using descriptive statistical techniques and chi-square. The results showed that male usual authoritative way of leadership did not promote organisational efficiency and that female adherence to rules to ensure ethical values positively affected organisational efficiency. This study established that gender attributes have effects on the efficiency of work organisation. It is therefore recommended that the negative stereotype bias about male and female leaders should be done away with, that the positive attributes should be encouraged and training should be made use of to help the leaders enhance the efficiency of the organisation. Introduction and Background to the Study One of the main aims any organisation is to be efficient and effective in production of goods and rendering of acceptable services to its customers and so many factors go into play in this regard. One of such factors is the quality of the leader which will show the efficiency of the leader and the organisation. The leader must be able to make the subordinates work by leading and coordinating well for the overall efficiency of the organisation. The gender of the leader could be looked at with special attention to determine the overall efficiency of the organisation. Gender which operates alongside other factors like personality, class, race, age and even the sexual identity of the individual are important factors that help in shaping the individual and by extension the organisation. These factors play major roles in determining how an individual operates within a system. The belief system and culture of the

This paper made a holistic examination of the Nigeria National Policy on Education and its importance to human resource development. It examined the importance of the policy in the life of the nation. It discussed the policy by giving a form of historic background and making use of philosophical approach in its quest to explain the desire of the nation through the policy to have efficient human resource for the development of the individuals and the nation. It discussed the organisation and administration of adult and lifelong education putting a search light on the role of the state and its agencies in enhancing human resource development through various training to enhance the skills of workers and improve their outputs in the workplace. It examined the functions of state agencies, foreign donor agencies and other non-governmental agencies in improving the human resource of the nation. It suggested that those that would see to the implementation of the policy must have better orientation so that they would know the importance of the policy to the development of the nation. It concluded that by making appropriate use of the national policy on education for the enhancement of advancement of the citizens, the nation will have better personnel in different fields to build a better society.

This study evaluates the effectiveness of training as incentive for workers' productivity in selected work organisations in Ibadan Metropolis, Nigeria. Survey research method was used for the study. A total number of three hundred (300) respondents were selected for the study using stratified sampling techniques. Questionnaire was used as the major instrument for data collection. The questionnaire was tagged ''Training and Workers' Productivity Scale " (TWPS). Structured questionnaire was administered on selected supervisors and employees that had undergone training within the last three years with the view to establishing the effectiveness of training in terms of workers' productivity in the workplace. Four hypotheses were considered and tested in this study. The findings of the study revealed that relationship existed between training programmes and the four variables: improved job performance, employees' job satisfaction, participation in training programmes and organisation's productivity and objectives. Arising from these results, it is recommended among others (for effective functioning of any work organisation) that: management should make training a major priority; device better methods of determining training needs of the employees; review the organisation's training programmes to motivate employees and management; adopt good methods for reimbursing staff who had undergone training courses and ensure that the rank and file of personnel go through training for the overall better performance of the workers and the organisation.

This study investigates the influence of socio-cultural factors on the leadership quality of male and female leaders in work organisations that could enhance organisational effectiveness. A descriptive survey research design method was adopted for the study. One hundred and fifty respondents from five purposefully selected work organisations were selected for the study, thirty randomly selected respondents from each workplace. 145 well filled questionnaires out of the 150 were used for data analysis. The questionnaire used as the instrument for data collection was titled: ‘Socio-Cultural Factors and Gender Leadership Quality Scale’ (SOCFGLQS). Collected data were analysed and interpreted accordingly with the aid of descriptive statistical techniques such as total scores, frequencies and percentages. The hypotheses were tested using chi-square method of data analysis at 0.05 alpha levels. Findings reveal that female mother’s instinct promotes organisational effectiveness and that female leader’s staffcenteredness positively affects organisational performance. Also, employees’ job performance is significantly influenced by male headship. This shows that right leadership quality which could be an off-shoot of society’s culture could promote organisational effectiveness, and socio-cultural factors play great role in the quality of the leader and by extension the effectiveness of the organisation. It is recommended that the socio-cultural beliefs and practices that inhibit good leadership in workplace should be discarded and with good leadership training and holistic re-orientation, male and female leaders would perform maximally to enhance better relationship in the workplace for effective organisation performance.

The study examines the combined influence and relative contribution of some demographic variables (such as age, occupation, number of children per family and marital status) and socio-cultural variables (such as cultural demands, socioeconomic status and locality) among females whose age range between 20 and 60 years and above. The population of the target group was 6,535 out of which 2,400 females in basic literacy programme were randomly selected. The target population responded to scales on attitude to literacy programme with reliability coefficient of 0.72. The findings of the study showed that the identified variables taken together accounted for 45.2% of females' attitude to literacy (R2 = 0.452). According to the result, the following variables could determine attitude of females to literacy programme: socioeconomic status (B=1.08, t = 39.7; P<0.05), locality (B – 0.08, t = 6.87; P < 0.05), cultural demands (B = 0.48, t = 4.0; P < 0.05), marital status (B = 0.243, t = 2.56; P < 0.05) and number of children per family (B =-0.26, t =-4.34; P = < 0.05). The findings of the study showed that the seven variables had a significant effect on the attitude of females' to literacy programme. It is therefore, recommended that literacy programme planners should take these variables into consideration when planning any literacy programme for females in any given community.

Women seem to be fewer in social and political activities in Nigeria; this could be a function of literacy level which seems to be lower among females than it is among their male counterparts. The purpose of this study therefore, was to investigate the contribution of some identified variables that could determine females’ participation in literacy programme for their overall development. Women in the Southwest Nigeria were the target population, four out of six states in Southwestern Nigeria were selected for the study and 2,400 females in basic literacy class were selected out of 6,535 learners through a simple random sampling procedure. Data were collected
using “Literacy Assessment Scale (LAS)” (Adepoju, 2001) ;( r=0.72). The results showed that each of the seven identified variables: age, marital status, occupation, number of children per family, cultural demands, socio-economic status and locality (t=2.8, significance of 0.005, p<0.05; t=2.3 significance of 0.02, p<0.05; t=-0.08, significance of 0.93, p>0.05; t=-4.5,significance of 0.00, p<0.05; t=4.36, significance 0.00, p<0.05; t=48.0 significance of 0.00, p<0.05; t=6.0 significance of 0.00, p<0.05) contributed differentially and that occupation, one of the variables, did not contribute significantly. Socio-economic status with: (β=0.705, t=48.0, p<0.05) was the most
important of all the variables. It was concluded that some factors would motivate females to participate in literacy programmes, it was therefore recommended that these identified variables(age, marital status, occupation, number of children per family, cultural demands, socio-economic status and locality) should be taken into consideration by planners and other stake holders when planning literacy programmes for females in any given community so that the target population might be able to participate maximally in the programmes to enhance the much needed development for the females and the community.

Key words: Literacy, Females, Participation.

Women seem to be fewer in social and political activities in Nigeria; this could be a function of literacy level which seems to be lower among females than it is among their male counterparts. The purpose of this study therefore, was to investigate the contribution of some identified variables that could determine females' participation in literacy programme for their overall development. Women in the Southwest Nigeria were the target population, four out of six states in Southwestern Nigeria were selected for the study and 2,400 females in basic literacy class were selected out of 6,535 learners through a simple random sampling procedure. Data were collected using "Literacy Assessment Scale (LAS)" (Adepoju, 2001) ;(r=0.72). The results showed that each of the seven identified variables: age, marital status, occupation, number of children per family, cultural demands, socioeconomic status and locality (t=2.8, significance of 0.005, p<0.05; t=2.3 significance of 0.02, p<0.05; t=-0.08, significance of 0.93, p>0.05; t=-4.5,significance of 0.00, p<0.05; t=4.36, significance 0.00, p<0.05; t=48.0 significance of 0.00, p<0.05; t=6.0 significance of 0.00, p<0.05) contributed differentially and that occupation, one of the variables, did not contribute significantly. Socioeconomic status with: (β=0.705, t=48.0, p<0.05) was the most important of all the variables. It was concluded that some factors would motivate females to participate in literacy programmes, it was therefore recommended that these identified variables(age, marital status, occupation, number of children per family, cultural demands, socioeconomic status and locality) should be taken into consideration by planners and other stake holders when planning literacy programmes for females in any given community so that the target population might be able to participate maximally in the programmes to enhance the much needed development for the females and the community.

Layoffs and alternative staffing seem to be a phenomenon in many workplaces, many employees seem uncertain of their continuing in their job as a result of threats that they face on the job which could lead to job loss, and these call for concern. This paper therefore examines some of the factors responsible for job insecurity and employee turnover and the attendant effects of job insecurity on organisation. The study investigates the relationship between job insecurity and organisation performance, as well as relationship between job insecurity and employee turnover. Self-developed structured questionnaire titled 'Job Insecurity, Organisation Performance and Employee Turnover' (JIOPET) was used as the instrument to collect data from one hundred and twenty randomly selected respondents from organised private sector (financial institutions) in Akure and public sector (state secretariat) in Ibadan, Nigeria. The data were analysed and the two hypotheses drawn up for the study were tested using Pearson Product-Moment Correlation. The findings establish that job insecurity negatively affect organisation performance and induce employee turnover. It is recommended that organisation policy makers should diligently address the factors that contribute to job insecurity, have training policy and train employees as work procedures are becoming more dynamic with new technologies.

This study investigates the influence of unionisation and non-unionisation of workers on the efficiency of workplaces in Southwestern Nigeria. A descriptive survey research design method was adopted for the study. Two hundred and ten (210) respondents from seven different organisations were selected using the 1978 World Health Organisations (WHO) 30 by 70 cluster survey technique. Questionnaire was used as the instrument of data collection. The questionnaire was titled: Impact of Unionisation and Non-unionisation of Workers on Organisational Efficiency Scale (IUNWOES). Collected data were analysed, summarised, and interpreted accordingly with the aid of descriptive statistical techniques such as total score and simple percentage. Analysis of variance, linear regression and t-test statistical methods were used to test all the hypotheses at 0.05 alpha levels. Findings revealed that there was a significant relationship between organisational efficiency and non-unionisation in both public and private sectors. There was no significant relationship between organisational efficiency and unionisation in public and private sectors. Organisational efficiency was less significantly linked to workers' unionisation. The finding also showed that workers performed their tasks not because they were union members but because of their interests in their jobs and other factors like leadership style and reward systems. As a result of these findings, it is recommended that appropriate leadership styles should be used at all times and that workers should be beautifully rewarded to spur them to perform optimally for overall organisational efficiency. Howbeit, where the national labour policy allows unionisation, workers should be allowed to join unions. In organisations where unionisation is prohibited, workers should be well treated to enhance their welfare and promote organisational efficiency.

This study investigated the impact of conflict management on employees' performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN). This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee's performance in an organisation and that organisation's conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

Female employees in the banking sector in Nigeria are burdened with societal imposed family demands and the demands of their job as competition in the sector makes employees struggle through the challenges posed by the demands. Poor economic situation in the nation is affecting most families negatively so the women try to cope with the demands to contribute to the economy of their families. Using two financial institutions in Akure, Nigeria as case study, this study examined the effects of family demands on job performance and intention to quit of female employees. One hundred and forty respondents were randomly selected as sample population. Structured questionnaire which was divided into two sections was used to elicit information from the respondents. Section one elicited information from the respondents on their demographic characteristics, section two elicited information from them on the relationships between family demands and employee job performance; family demands and employee's intention to quit. One hundred and thirty five properly filled questionnaires were analysed. Frequencies and percentages were used to test listed items. Two hypotheses were generated and tested. Pearson Product Moment Correlation was used to test the significance of the relationship at 0.05 levels of significance. The results of the hypotheses tested established that family demands do not have significant relationship with female employees' job performance; that family demands have significant relationship with female employees' intention to quit their job. It is recommended that flexible working hours and supportive work environment be provided for female workers with family demands.

This study investigated the influence of effective communication and compensation management on employees’ engagement in some selected financial institutions in Lagos State, Nigeria. Employee Engagement is an important business approach for organisational success because high level of employee engagement in both private and public sector improve employees’ performance and organisational productivity. The survey research design method was adopted for the study and a total of 150 respondents were selected using random sampling techniques. Data were collected through the use of Gallup Q12 Employee Engagement Scale developed by Gallup (2013), effective communication scale adopted from the Institute for Employment Studies (IES) in Dilys, Sarah, and Sue, (2003) and Employee Satisfaction Scale in Crossley, Bennett, Jex, & Burnfield, (2007) to measure compensation management. The data collected were analyzed using statistical packages for social sciences (SPSS) which include descriptive analysis of demographic information using pie chart and simple percentage. Linear regression analysis and Pearson correlation were used to test the three hypotheses that were generated for the study at 0.01 alpha levels of significance. The study concluded that effective communication and compensation management have significant positive effect on employees’ engagement. Moreover, the findings also revealed that employees’ engagement is significantly related to organisational performance. Based on the findings of this study, it was recommended that organisations should increase employee engagement by going beyond downward communication and making sure that people are not just treated as employees; instead they should be treated as valued employees.

Keywords: Effective communication, compensation management, employee engagement, organisational productivity

This study examined the impact of leadership styles on employees' work performance in some selected Southwestern Nigerian private Universities. For employees' to perform at their utmost best, Universities need leaders who can adapt to different situations and possess various leadership styles that fit in every situation and at any given point in time. Purposive sampling technique was adopted in selecting 10 private universities majorly in Ondo, Ekiti and Osun state respectively out of the 36 private universities in southwest , Nigeria. To measure transformational, transactional and laissez-faire leadership styles, a subordinate's perception of his/her superior's leadership style was collected by reviewing Multi-factor leadership questionnaire (MLQ-Form 5X) by Bass and Avolio, (2000). The researchers personally designed questions to measure the impact of autocratic leadership style. Data collected were analysed based on descriptive analyses of demographic information. The four hypotheses presumed for this study were tested using linear regression and Pearson correlation. All the hypotheses are examined at 0.01 and 0.05 alpha levels of significance. The study concluded that Universities driven by the desire to achieve better performance from his/her employees should try to exhibit more of transformational and transactional leadership styles and less of laissez-faire and autocratic leadership styles. This study recommends that good and effective leadership style is what Universities need to survive in this competitive and hostile business environment. Therefore, Universities should implement leadership training and development programmes in order to meet the essential knowledge and skills necessary in developing the leadership capabilities of employees.