Global Journal of Human Resource Management最新文献

{"title":"Management Development Training Needs Assessment of Public Senior High School Heads in Ghana","authors":"Francis Kwesi Nsakwa Gabriel-Wettey","doi":"10.37745/gjhrm.2013/vol11n16686","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol11n16686","url":null,"abstract":"This study sought to assess the Management Development Training (MDT) needs of public Senior High Schools (SHSs) heads in the Central Region of Ghana. The study took place in three districts of Ghana’s Central Region: Effutu Municipality, Awutu-Senya West, and Gomoa East. Mixed methods approach (MMA) based on explanatory sequential mixed methods design was adopted for the study. Primary data was collected through structured questionnaire distributed to 280 public SHS teachers using a simple random sampling technique. Also, semi-structured interview schedule was used to gather primary data from seven school heads and three district training officers (DTOs) using purposive and census sampling techniques respectively. Document analysis was used to access relevant secondary data. SPSS (24.0) was used in the data analysis process. Demographic features were described using descriptive statistics. Data obtained through interviews and questionnaires were analysed by identifying patterns and themes from participants’ responses. The findings indicated that SHS heads needed MDT in ICT, financial management, academic management, and HRM to efficiently and effectively run schools and influence school heads performance. The study concluded that MDT needs assessment have positive impact on school heads. The study recommends detailed needs assessment should be conducted before any training","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115002964","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Intangible Resources Management and Sustainability of Selected Manufacturing Organizations in Nigeria","authors":"Ifeanyi Leo Madu, J. O. Nnaeto, Queen Eyikorogha","doi":"10.37745/gjhrm.2013/vol11n15065","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol11n15065","url":null,"abstract":"Organization managers have rarely recognized the link between intangibles and entrepreneurial activity, consequently many firms are unable to identify and evaluate the contributions of intangible resources management to organizational sustainability. This unparalleled significance of intangible resources in contemporary business world has made intangible resources management necessary. Presently, many organizations are yet to adopt this practice. Thus, there is need to develop strategies to match the new paradigm shift. To this end, the study sought to ascertain the impact of intangible resources management on the sustainability of manufacturing organization in Nigeria. The researchers adopted survey design. Data were collected by structured questionnaire in Likert’s five scale format. The sources of data were through primary and secondary sources. Sample size of 503 was derived from the application of Cochran’s formula for finite population while Bowley’s proportional allocation method was adopted to determine the allocation of questionnaire to each organization. . A test-retest method was used to determine the reliability of questionnaire using Spearman’s Rank Order Correlation Coefficient. The result gave a reliability coefficient of 0.93. The two hypotheses were formulated and tested through Simple Linear Regression at 0.05 level of significance. The findings revealed that: firm’s resources and capabilities significantly enhanced competitive advantage (r = 0.895801; p <0.05). Employees’ competences had significant positive effect on organization’s image (r = 0.763; p <0.05). The study concluded that it in the present dispensation, the global business is no more dependent upon the tangible resources as such intangible resources imbedded in organization members are the enablers of other corporate resources and the base for sustained organizational viability. The study recommends that in this economic paradigm where sustainable competitive advantage is tangled to individual workers’ and organizational knowledge; there is need to develop strategies heavily on improving intangible resources imbedded in individuals to march the new situation that imposes new requirements on the management of manufacturing organizations.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124679894","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee Well-Being: Recognition and Non-Academic Staff Performance in Select Federal Universities, South-South Geo-Political Zone, Nigeria","authors":"M. G. Okon, N. John, Orok A. Imagha","doi":"10.37745/gjhrm.2013/vol11n11326","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol11n11326","url":null,"abstract":"Employee recognition has become essential aspect of employee well-being in work place worldwide. This is so, as it affects performance of employees in organisations. The researcher investigated, the extent which employee well-being variable, recognition affect performance of non-academic staff (PNAS) in select Federal Universities, South-South geo-political zone, Nigeria. A survey research design was employed for this study. Hypothesis was developed to guide the study. The population of 19649 non-academic staff was used. Sample size of 392 was determined from Taro Yamane method. Data were collected from structured questionnaire. Stratified and random sampling technique were adopted. Useable instruments of 380 were returned. This was analysed using descriptive statistics and linear regression. The findings indicated that a relationship existed between employee recognition and performance in terms of commitment. The results also revealed that positive and significant relationship existed between employee well-being: recognition with Beta coefficients (β) value of 0.444, at P<0.000). In conclusion, employee well-being and recognition had significant and positive effect on staff performance. It is recommended that universities should establish and maintain work culture that acknowledges employees’ achievement openly among peers, to motivate employees for superior performance.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114320187","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Executive Compensation and Bank Performance in Nigeria","authors":"Akinwale Oluwafemi Omotola","doi":"10.37745/gjhrm.2013/vol11n12749","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol11n12749","url":null,"abstract":"This study provides empirical evidence on executive compensation and bank performance. The objective of this study is to examine the influence director compensation, CEO compensation, chairman’s compensation and CEO ownership on bank performance. This study employed a quantitative and longitudinal research design in which secondary data were collected from the quoted banks in the Nigeria Stock Exchange from 2012 to 2016. Multiple regression technique, descriptive statistic, Pearson correlation matrix, Variance Inflation Factor for multicollinearity and Breusch-Pagan-Godfrey Heteroskedasticity test for heteroskedasticity in the regression results the data analysis are performed using EViews 8.0 econometric software. The empirical results show that director compensation has a negative and insignificant influence on bank performance measured by return on equity, CEO compensation has a positive and a significant influence on bank performance, chairman compensation has a negative and a significant influence on bank performance, CEO ownership has a positive and insignificant influence on bank performance while the control variable, firm size has positive and insignificant influence on bank performance. The study recommended that quoted companies in Nigeria should be more concern of CEO ownership and compensation as it had a negative impact on the performance of the organization. The study recommends that quoted banks in Nigeria should be more concern of chairman’s compensation due to it negative influence on bank performance. The study also suggests that remuneration drive CEO motivation to enhance performance.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133421404","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Remuneration Packages of Executive Directors and Financial Performance of Money Deposit Banks: Evidence from Nigeria","authors":"Sunday Asukwo Okpo, Udeme Enobong Eshiet, Emmanuel O. Emenyi","doi":"10.37745/gjhrm.2013/vol11n1112","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol11n1112","url":null,"abstract":"The robust and expensive lifestyles of bank executive directors have drawn negative criticisms stakeholders in the banking sector. This was particularly so when the performance of such banks were not at par with their lifestyles. This study was therefore conducted to investigate the effect of pay packages offered to executive directors on the financial performance of deposit money banks. The main objective of the study was to determine whether compensations packages made to the executive directors in deposit money banks are able to motivate them to better productivity. Executive compensation was proxied by cash, bonus, stock and perquisites of office compensation. The dependent variable was proxied by return on liquid asset. The study used ex-post facto research design. Data were extracted from the financial statements of five randomly selected deposit money banks in Nigeria for years 2015 to 2019. The data were analysed with correlation and regression models and SPSS version 20 was used to analyse the data. The results of analysis show that the return on liquid asset were significant and positively related to various proxies of executive compensation. However, though the result shows a positive relationship between cash compensation and return on liquid asset, it was not significant. The study concluded that compensation packages made to the executive is significantly related to the financial performance of deposit money banks. The study recommends amongst others that a uniform compensation packages be developed for all deposit money banks by the regulatory authority in Nigeria.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131213458","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Succession Management and Sustainability of Micro Organizations: South East Conundrum","authors":"J. O. Nnaeto, I. Madu, J. A. Ndoh","doi":"10.37745/gjhrm.2013/vol10n64962","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol10n64962","url":null,"abstract":"Every micro organization ensures the deployment of its best practices for sustainability amidst seemingly competitive, complex and unpredictable business environment. Consequently, supportable leaders are needed to ensure longevity and sustained performance. This calls for succession management. The study therefore aimed to examine the effect of succession management on sustainability of micro organizations with a focus on the challenges in the South East. Survey method was adopted. The population of the study was infinite. However, purposive random sampling was adopted to select 50 micro organizations. Sources of data were through primary and secondary sources. Structured questionnaire was the major research instrument. The validity of instrument was determined by applying construct validity which refers to the degree to which the questionnaire measures the theoretical concept that the researchers hope to measure. A test-re-test method of reliability was adopted for the study. Simple regression analysis with the aid of Statistical Package for Social Sciences (SPSS) was adopted. The findings showed inter alia that; sustainability of micro organizations significantly depends on succession management, usually achieved through training and retention of existing employees in an organization. There is high optimism among the organizations sampled in the Southeast that adequate planning and execution of succession management will ensure productive longevity of many organizations in the geopolitical zone.The study contributed to existing knowledge on the indispensability of succession management to the sustainability of micro organizations in the Southeast. It confirms that the most efficacious means of organizational sustainability is through training and retention of existing employees of organizations. Therefore, this construct should be considered by micro organizations in planning and implementation process to remain afloat.The population of the study is limited to one geopolitical zone in the country-the South East, thus the result cannot be generalized to the remaining five zones. There is need for more studies on the remainder of the zones in Nigeria.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128906424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Assessing the Relationship Between Performance Management and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya","authors":"Gordon Odongo Olala, Geoffry Kimutai, C. Ngacho","doi":"10.37745/gjhrm.2013/vol10n6114","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol10n6114","url":null,"abstract":"County governments in Kenya were inaugurated in the year 2013 to continuously find measures that can enable them raise standards of services through practicing appropriate performance practice to deliver quality services. It has been evident that County governments have been experiencing a myriad of problems that constrain their delivery. This study aimed at assessing the relationship between performance practice and quality service Delivery among Lake Region economic bloc counties governments in Kenya. This study was anchored on objective factor theory supported by expectancy and human capital theories. The study used an explanatory design. The target population was nine hundred and eighty-five officials. A sample size of 356 through Yamane‟s (1979) sample size formula at a 95% confidence level, p=0.5 formula. Stratified and simple random sampling was used. Data collection was through questionnaire. Results for the objective performance management was positively significant in relationship to quality service delivery. The study recommended that, County government should always create an adequate performance management framework that will effectively link the performance of County government departments to their development goals.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123800764","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Impact of University-Industry Collaboration and Its Relevance to Technical Higher Education in Oman","authors":"Saif Juma Salim Al Weshahi","doi":"10.37745/gjhrm.2013/vol10n61522","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol10n61522","url":null,"abstract":"The current research paper is investigating the relationship between university and industry together and measuring such a type of relativity within Oman`s technical higher education system","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133827723","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Performance Management and Employee Retention in Commercial Banks in Akwa Ibom State, Nigeria","authors":"V. Umana, Esitime S. Umana, V. Umoh","doi":"10.37745/gjhrm.2013/vol10n62331","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol10n62331","url":null,"abstract":"In this study, the influence of performance management on employee retention in commercial banks in Akwa Ibom State was studied. The survey research design was considered and adopted in the study. The study had a population of 497. The sample size was 384 as determined through Cochran’s sample size determination formula. The sampling method employed in the study was random sampling. The questionnaire was used in data collection. Data obtained in the study were analyzed using simple regression method. It was established that performance management (Beta =0.046, t=4.182, p<0.05) has a significant influence on employee retention in commercial banks in Akwa Ibom State. It was concluded that performance management could account for employee retention in commercial banks in Akwa Ibom State. It was recommended that commercial banks in the state should strengthen their performance management practice as this had the capacity to influence employee retention.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121755353","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Assessing the Relationship Between Hiring Practice and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya","authors":"Gordon Odongo Olala, G. Kimutai, C. Ngacho","doi":"10.37745/gjhrm.2013/vol10n53346","DOIUrl":"https://doi.org/10.37745/gjhrm.2013/vol10n53346","url":null,"abstract":"Human Resource management practices like hiring is some of the practices which made County governments in Kenya to be inaugurated in the year 2013 to help deliver quality services. Since then, it has been evident that County governments have been experiencing a myriad of problems that constrain their delivery capabilities. This study aimed at assessing the relationship between hiring practice and quality service Delivery in Lake Region economic bloc county governments in Kenya. This study was anchored on objective factor theory supported by expectancy and human capital theories. The study used an explanatory design. The target population was nine hundred and eighty-five counties resource officials. A sample size of 356 through Yamane‟s (1979) sample size formula at a 95% confidence level, p=0.5 formula was used. Stratified and simple random sampling was applied. Data collection was through questionnaire. Results for the objective, hiring practice was positively significant in relationship to quality service delivery. The study recommended that, County government should always engage professional associations in hiring process and ensure appropriate hiring methods.","PeriodicalId":124921,"journal":{"name":"Global Journal of Human Resource Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134042127","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}