LASU Journal of Employment Relations and Human Resource Management最新文献

{"title":"WOMEN ISSUES IN PANDEMIC TIMES: SOCIO ECONOMC EFECTS OF COVID – 19 ON GENDER PARITY","authors":"T. Fapohunda, Ifeoluwa Oluwaseyi Dopamu","doi":"10.36108/ljerhrm/2202.03.0110","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0110","url":null,"abstract":"The effects of pandemics are always gender biased therefore, the recovery efforts cannot be gender neutral. Although families are subjected to consummate tests, women are enduring the weight of the economic and social penalties of COVID-19.Gender inequality precipitates gender inequality, and the practice is simply aggravated in periods of crisis or principal blows like the COVID-19 pandemic. To appreciate the effects of the pandemic and to plan policy reactions to the present pandemic, it is significant to take note of prevailing gender disparities and their tendencies to mediate gender influences and roles. Also, to articulate policies that consider established circumstances to deliver a tailored methodology. Governments must pro-actively reach out to women for assistance with tackling the pandemic because of women´s larger engrossment with care of children and the elderly, plus their home-based activities and the actuality that the home is characteristically their purview. Women´s empowerment during this time is consequently more treasured because of their prospective inputs to the response endeavours. The need arises to communicate responses that will consider gender inequalities. The disparities in gender consequences of the pandemic are intensified in specific settings and among particularly susceptible groups. Women and girls who experience various levels of inequality tend to be particularly susceptible. The gender-segregated influence of the COVID-19 pandemic must likewise be contemplated for poverty measurement and forecasts. This paper examines the direct and indirect gender consequences of the COVID-19 and offers suggestions towards strategic recovery efforts so that women and girls are not left behind.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114533613","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 SELF-CARE, OCCUPATIONAL STRESS AND BURNOUT OF SECURITY PERSONNEL","authors":"R. Azeez, Oladipupo Soetan","doi":"10.36108/ljerhrm/2202.03.0102","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0102","url":null,"abstract":"This study interrogated the relationships that exist between self-care practices, occupational stress and employees’ burnout amongst security personnel, using Lagos State University, as a reference point. The study utilised the cross-sectional approach of the survey research design, and the convenience sampling technique was adopted to select 118 security personnel for final analyses. Founded on extant literatures, three research hypotheses were stated and tested using the Person’s Product Moment Correlation Coefficient (PPMC), and the Multiple Regression. Whilst one research question was raised and explained using the line graph. The results of the tested hypotheses revealed a significant relationship between self-care practices and burnout. Also, a significant relationship was established between occupational stress and burnout of selected security personnel. While a significant influence of both self-care practices and occupational stress on employees’ burnout was established with an adjusted R2 of 0.18, which presupposes that 18% of the variance in security’s burnout was as a result of self-care practices and employee stress. Also, it was established through a FSB (fasting blood sugar) test that, there exist variations in the sugar level of security personnel. Consequently, this study concludes that security personnel should ensure they draw up workplace stressors, and acquaint themselves with relevant coping strategies to lessening the stressors. Also, the University Management through its security unit should create an enabling working environment, suitable and flexible work-duty schedules, an employees’ wellness programme, and an appropriate stress reduction awareness.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115977796","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":"RISK MANAGEMENT TECHNIQUES AND INSURANCE BUYING BEHAVIOUR: EVIDENCE FROM SMALL AND MEDIUM-SIZED ENTERPRISES IN LAGOS, NIGERIA","authors":"Sanusi Nureni ALAKA,, S. S. Ajemunigbohun, Mustapha Tosin Balogun","doi":"10.36108/ljerhrm/2202.03.0181","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0181","url":null,"abstract":"Risk management techniques are important metrics in safeguarding the lives and property of mankind. They influence the behavioural attitude of people to perceive the image of insurance as an intangible, inseparable, variable, and transferable product. Therefore, this study aimed at assessing the effects of risk management techniques on insurance buying behaviour, with specific reference to the perceptions of selected SMEs in Lagos, Nigeria. The study adopted a cross- sectional survey research design. The study population consisted of the total number of registered SMEs recorded in Lagos State at 11,666.Thus, a single-stage cluster sampling technique was employed in the questionnaire distribution and data collection processes. Two hundred and forty-three (243) respondents were used in the study. The statistical technique employed was simple regression. This study confirms the importance of risk management techniques in the behavioural evaluation of insurance purchases in Lagos, Nigeria. It is recommended that insurance providers in Nigeria should attempt to tailor insurance products in a lovable and affordable manner to SMEs’ operators/owners in a bid to improve on their behavioural risk attitudes. More so, interest should be placed on impressive risk management communication and ideal risk financing techniques among SMEs’ owners/operators.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"240 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133417549","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":"CITIZEN PARTICIPATION IN BUDGETARY PROCESSES IN NIGERIA: MYTH OR REALITY","authors":"R. Okewale","doi":"10.36108/ljerhrm/2202.03.0190","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0190","url":null,"abstract":"Citizen participation in governance processes is critical for sustaining the development of any society. Citizen participation in budgetary processes is a system of promoting efficient and responsive government by having citizens input into resource allocation decisions. The paper noted that citizen-participation in governance is at its lowest in the nation. This paper is qualitative in nature, relying on secondary data, such as textbooks, journals, official documents etc. The paper is anchored on stakeholders’ theory which argues that citizen participation is a pillar of democracy and is necessary for a sustainable democracy. As a result, it gives every individual opportunity to influence and change political, social, economic and public decisions and allows citizens to be an important part of the democratic decision-making in Nigeria. It observed that since the return of democratic rule in Nigeria in 1999, efforts at participatory governance have never received the full backing of the ruling class, because they see it as a threat to their collective interest. The paper examines the mature of budgetary process in Nigeria, and states that participatory budgeting could be an important tool that can be used to encourage active citizenship in the transformation and development of their community. It concludes that the quality of democracy depends on how far people can participate in and influence the governance process. Citizen participation is critical for democratic decision-making and ensuring transparency and accountability.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"205 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123018070","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":"WORKFORCE DIVERSITY, HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL PERFORMANCE","authors":"Oluwatoyin Frederick Idowu","doi":"10.36108/ljerhrm/2202.03.0151","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0151","url":null,"abstract":"The inevitability of workforce diversity and the legal requirement of employment opportunities and affirmative action have driven the adoption of diversity policies and initiatives by management of many organisations. The objective of this study is to examine the influence of workforce diversity on organisational performance and the moderating effects of human resource management practices (HRMPs) as moderating factor in the relationship between workforce diversity and organisational performance. Descriptive survey design was employed and a sample of 464 respondents were drawn, using Yemane (1967) method, from among 3,280 total employees of four selected Multinational Companies (MNCs) in the Foods and Beverage sub sector of manufacturing companies operating in Lagos State Nigeria. Data were generated through structured questionnaire schedule from the management, senior, middle and junior staff cadres of the selected MNCs. The data collected were analysed using both simple and multiple hierarchical regression statistical analysis. Result obtained of hypothesis One indicated that workforce diversity dimensions (WFDDs) insignificantly influenced organisational performance (OP) with coefficient of determination at R2 = 0.0003. When the components of HRMPs were added to the regression model, there was a significant increase in OP 19.2% (Δ R2 =0.192, p = 0.000) since R2 increased from 0.003 to 0.195. This result shows that HRMPs have enhancing effect on the relationship between WFDDs and OP. the study concluded that Organisations may not likely reap the benefits of increasing WFDDs except they effectively manage their internal process, specifically their HRMPs. It was therefore recommended among other things that approach to research of WFD should be holistic investigation of the contextual factors of organisation for their climate which could be discriminatory or non-discriminatory and the corresponding OP which could be negative or positive accordingly.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122896997","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":"INFLUENCE OF WORKPLACE DESIGN ON EMPLOYEE QUALITY OF WORK IN SELECTED TERTIARY INSTITUTIONS IN LAGOS STATE","authors":"F. Jayeoba, Ibukun Olorunsola Kolawole, Atinuke Regina Adesanya","doi":"10.36108/ljerhrm/2202.03.0180","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0180","url":null,"abstract":"This study examined the influence of workplace design on employee quality of work in the selected tertiary institutions in Lagos State. Lecturers, students and other employees have depicted conflicting opinions and reactions as to the physical designs of their workplace and how the designs affect the quality of their work. Personal interview with some staff and students of Lagos State University (LASU) showed that, like other survey in literature, while some believe the workplace design does put the employee into consideration, others, especially the students, feel it affect their performance negatively as their workstation look shameful to them. The study aimed to examine how ergo-friendly workplace designs influence employee work time delivery and if consideration for employees’ input in the acquisition of equipment and furniture influence the employee quality of work in selected higher institutions Lagos State. The study adopted a survey research design. The population of the study comprised of academic staff in four tertiary institutions in Lagos State, this result in a total population of two thousand two hundred and eighty (2280). The study used Yamane (1967) formula to derive a sample size of three hundred and fifty (350) from the population. The study adopted a random sampling technique in selecting the sample from the population. The reliability of the research instrument was assessed using the Cronbach’s Alpha coefficient while the validity was assessed using content and face validities. The study found that, amongst others, there is a moderate positive relationship between employees’ inputs in the acquisition of equipment and employee quality of work (R = 0.608); this implies that as the employees’ opinions and contributions are sought and utilised, employees’ quality of work improves. It was concluded that ergo-friendly workplace designs are essential factors in improving employees work time delivery and, therefore, recommended that management of tertiary institutions should make workplace environment more ergo-friendly as this has shown to have a significant effect on work time delivery of staff.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"97 9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128002962","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 PLANNING AND FAMILY-OWNED BUSINESS: AN ASSESSMENT OF IMPACT ON SELECTED FAMILY-OWNED BUSINESS","authors":"I. Akindele, E. Dunmade, L. D. Olusesi","doi":"10.36108/ljerhrm/2202.03.0101","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0101","url":null,"abstract":"This paper is succession planning and family–owned business:an assessment of impact on selected family-owned businesses. Furthermore, the study assesses the relationship between mentoring and sustainability of selected family-owned business in Ibadan. It also evaluates the differences between roles modeling on survival of family-owned business in Ibadan, and finally to find out the differences between training and development on growth of family-owned business in Ibadan. The study employed survey research design. The population for this study consists of all staff of selected family-owned business in Ibadan. The total number of 140family business owners/founders was calculated using Taro Yamane’s formula, thus a target population of 215family business owners/founders. The findings of the research showed that mentoring leads to increase in sustainability of selected family-owned business in Ibadan (β = 0.140 P = ≤0.05). Also, the value of coefficient (β = 0.868 P = ≤0.05) is significant and positive, showing that direct and indirect family leads to survival of family-owned business in Ibadan, Oyo State, Nigeria. Finally Training and development were significantly and positively related to growth of family-owned business [r (140) = .636**, p<0.01]. Thus, it was found out that training and development has a positive and statistically significant influence on growth of family-owned business. The study concluded that family-owned wealth management and financial planning businesses have a compelling need for a succession plan. It was recommended that Managers and leaders might use the findings of this study to recognize the importance of succession planning and document future succession plans in a more organized approach and by developing a road map to clarify positions.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"306 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116000703","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":"CULTURAL VALUES AND MANPOWER PLANNING: THE NIGERIAN EXPERIENCE","authors":"L. Olanipekun, Naimat Adetoun Akinlabi","doi":"10.36108/ljerhrm/2202.03.0120","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0120","url":null,"abstract":"This paper examined Cultural Values and Manpower Planning: The Nigerian Experience. Culture is considered as a way of life; it is a form of belief which dictates, regulates and hold sway on the perception through which life should be lived among a group of persons and also emphasize the conventional standard of behaviour expected. Culture cuts across all structures and institutions of every society and no institution can function adequately without acknowledging the cultural components of its environment; but the fact that an organisation must align itself with the custom and practice of the territory where it operates, the required operational standard must be maintained and protected to ease the work process and to ensure the attainment of organisational corporate goal. The study was anchored on the structural-functionalist theory of Talcott Parsons. The study concluded that an organisation is a fragment of the societal elements which enable sufficient functionality, likewise, culture is the bedrock in which institutions and structures rely upon that makes them more operable. Thus, planning for current and future manpower of the organisation must take culture into cognizance but not at the expense of the right operational strategy and standards.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128098040","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":"ORGANIZATIONAL REWARD SYSTEM AND WORKERS’ SATISFACTION IN VISTA INTERNATIONAL LIMITED, LAGOS, NIGERIA","authors":"E. Dunmade, Kolawole J. Asa","doi":"10.36108/ljerhrm/2202.03.0121","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0121","url":null,"abstract":"In the current world of work, employees are expected to feel highly valued by their employers as they tend to have higher job satisfaction for better work performance in order to meet the organizational goals provided, they are handsomely rewarded. The study assessed the effect of reward system on the workers’ job satisfaction in Vista International Limited, Lagos, Nigeria. A structured questionnaire was the instrument of data collection, while random sampling technic was utilized for the study. The utilized descriptive statistics involved simple percentages and tables, while inferential statistics in the study comprised percentages for socio-demographic factors, Multiple Regression, and PPMC (Pearson, Product Moment Correlation Coefficient). Results indicated a significant effect of pay on employees’ job satisfaction of staff members in Vista International Limited, Lagos (R2=.665, F=884.328, p <.05). It was also established a significant relationship between fringe benefits and employees’ job satisfaction of employees in the organization (N = 114, r = .747 p < 0.05). Further, there was a significant effect of promotion on employees’ job satisfaction of workers (R2=.558, F= 562.525, p <.05). It was concluded that there is a significant effect of reward system on the workers’ job satisfaction in the study area. The study, therefore recommends prompt review of the existing salary scale of the organization’s workers with the current economic situation in the country in order to boost their gratification and commitment to duties.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"275 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126550564","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":"EMPLOYMENT INJURY BENEFITS: AN ANTIDOTE TO SUSTAINABLE SOCIETY IN EMERGING ECONOMIES","authors":"K. Genty, Waliyu Abiola Aiyeola, Jeliliat Sovohunu","doi":"10.36108/ljerhrm/2202.03.0141","DOIUrl":"https://doi.org/10.36108/ljerhrm/2202.03.0141","url":null,"abstract":"The increasing global employee mortality rate has called for concern among organisations stakeholders, particularly the trade unions. This is because of high employee’s mortality rate caused by work-related accidents with resultant effect on death, injury and sometimes permanent occupational diseases. These developments have led to the creation of a compensation packages known as ‘Employment Injury Benefits’ for those employees’ that suffer fatal accident, but the administration and implementation of this schemes were erroneously carried out in some countries especially developing economies such as Nigeria. This paper examines administration and implementation of the Employment Injury Benefits (EIB) in Nigeria. It also seeks to find out objectives of the EIB viz-a-viz its main scope as a compensation mechanism for employees with injuries, diseases and even death. Descriptive research method is employed to review Employees’ Compensation Act of 2010 and its relationship with ILO Convention 121 of 1964. This approach helps to achieve employee protection, promote sustainable employee security, wellbeing and development. The paper concludes by discussing the procedure for laying claims and the challenges facing the EIB as well as suggesting solutions in order to achieve sustainable society in Nigeria context.","PeriodicalId":199595,"journal":{"name":"LASU Journal of Employment Relations and Human Resource Management","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121605737","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}