Browsing by Author "Abogunrin, A. P."

Now showing 1 - 3 of 3
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    Flexible Working and Employee Management: A Potential Driver for Employee’s Effectiveness in Nigerian Small and Medium Enterprises
    (Proceedings 2nd International Conference on Entrepreneurship & Entrepreneurship Education (ICEEE), 2015) Isiaka, S. B.; Abdullah, A. S.; Abogunrin, A. P.; Aremu, N. S.; Aliyu, M. O.
    PUPROSE – This article discussed the nature and benefits of flexible working as a precursor for creating employee engagement which could encourage employee’s effectiveness within the small and medium enterprises. Due to the current awareness and focus given to SMEs in developing countries, particularly Nigeria, the paper strived to bring forth the importance and contribution of flexible towards the growth of SMEs and the resulting effects on the nation’s economy. DESIGN /METHODOLOGY /APPROACH – The paper presented a conceptual discussion of the interrelated ideas evident within the concept of flexible working and employee engagement. Research examples from the UK are used to underscore the article’s arguments. FINDINGS - This paper crystallized how, within this conception, flexible working could be utilized to increase SMEs productivity and encourage their longevity within the dynamic context they operate. ORIGINALITY/VALUE – This article brings forth useful information on developments in flexible working, and the advantages it proffered to SMEs where it has been adopted.
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    Reward Systems and Employee Retention in the Kwara State General Hospital, Ilorin
    (Centre for Management and Leadership Ilorin, University of Ilorin, Nigeria., 2026-03-18) Aremu, N. S.; Peleowo, T. K.; Abogunrin, A. P.
    Reward systems have emerged as one of the contentious issues of concern in the Nigerian healthcare sector, particularly in the resource- constrained settings such as the Kwara State General Hospital, Ilorin. Many institutions in similar contexts face persistent challenges related to staff motivation, engagement, and employee turnover. This study therefore investigates the relationship between reward systems and employee retention in the Kwara State General Hospital, Ilorin. Data were collected through administered questionnaire. The target population consisted of 319 hospital staff. Using Krejcie and Morgan (1970) for sample size determination formular, a sample size of 175 respondents was used for the study. The study used stratified random sampling to ensure representativeness across staff categories. Data was analyzed using SPSS version 22.0. Multiple regression analysis was conducted to evaluate the effect of reward systems on employee retention. The results indicated that financial rewards had a significant effect on employee job satisfaction (R2 =0.806; p < 0.05), and that Nonfinancial reward also exhibited a statistically significant influence on employee engagement with (R2 =0.266; p < 0.05). The study concluded that reward systems both financial and nonfinancial play a significant role in enhancing employee retention in the healthcare sector. It recommended that management of Kwara State General Hospital should institutionalize a comprehensive reward systems as a strategic measure to boost employee retention in the intuition.
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    Workplace Conflict Management and Organizational Sustainability in Selected Manufacturing Organizations in Nigeria.
    (Covenant University Journal of Politics & International Affairs (Special Edition)., 2021-10-21) Aremu, N. S.; Adeyemi, A. E.; Abogunrin, A. P.
    Due to frequent conflict in the workplace, organizational sustenance is becoming a critical concern for most stakeholders in the organization. This therefore requires management to adopt appropriate workplace conflict management strategies that would ensure that the organization did not just survive but thrive. Thus, the aim of this study was primarily to examine conflict management strategies’ influence on organizational sustainability in manufacturing companies located in Kwara State, Nigeria. Fifty line managers were randomly chosen from five purposely selected manufacturing companies domiciled in Kwara State, Nigeria. Structured questionnaire was employed as the instrument of collecting primary data. The hypotheses that were formulated in accordance with the research questions were tested using multiple regression analysis, with the aid of SPSS. Results revealed that while the communication and negotiation conflict management strategies significantly and positively influence organizational sustainability, third party intervention conflict management strategy negatively influenced it. The study concludes that manufacturing companies that effectively adopt appropriate conflict management strategy would outperform and outlived those that do not