Browsing by Author "Aliyu Mustapha Olanrewaju"

Now showing 1 - 9 of 9
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    DEVIANT WORKPLACE BEHAVIOR IN NIGERIA
    (Ilorin Journal of Human Resource Management, 2018-03-01) Francis Anyim; Obisi Chris; Aliyu Mustapha Olanrewaju
    This is a content analysis paper regarding studies on the concept and antecedents of Deviant Workplace Behaviours (DWB) in Nigeria. DWBs are employee voluntary behaviours in the workplace that transgress organisational norms and negatively affect goals and effectiveness of an organisation, its members, or both. Studies about these behaviours remain critical in every organisations across the globe. This paper aims at reviewing the extant literature in the area of DWBs for the purpose of identifying various antecedents of the DWBs in Nigerian organisations. The paper adopted the use of extant literature in form of textbook, journals and publications materials found in different databases (such as Emerald, Proquest, EBSCOhost, Sage, Google Scholar etc) in the Internet. Extant literature reveals that most of the DWBs studies were conducted in the US and other Western countries. Literature also revealed that majority of DWB studies in Nigeria were conducted in southern-region, only few studies found in northern zones. This paper may serve as a stimulus to social and management researchers to engage in studies that can uncover factors that would likely be significant antecedents of DWB in the Nigerian context, as established in the developed economies like US. It is also provided contemporaneous and useful insight to management professionals and practitioners about the concept, dimensions and antecedents of DWB. The paper hereby recommends that findings about Nigerian DWB studies and indeed all studies should be published in journals and other outlets that are university’s internet based since the world now operating in a globalized information technology era.
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    Effect of collective bargaining on conflict resolution at Nigerian Bottling Company, Asejire Plant, Ibadan, Nigeria
    (Sahel Analyst: Journal of Management Sciences, 2019-06-01) Dunmade Emmanuel Olaniyi; Aliyu Mustapha Olanrewaju; Aderibigbe, A.O
    Collective bargaining is an effective machinery adopted by any organization that craves for industrial peace and harmony in resolving its conflict as dispute is part of human life. This study examines the effect of collective bargaining on conflict resolution using Nigerian Bottling Company, Asejire Plant, Ibadan as the case study. Simple random sampling technique was adopted for the study with the use of structured questionnaire to elicit information from the respondents. The descriptive statistics used comprised simple percentages, mean and ranking while inferential statistics utilized was a linear regression via Statistical Package for Social Sciences (SPSS). The findings of the study established that collective bargaining has significant effect on industrial harmony in the Nigerian Bottling Company, F (559.7, p < 0.05). The results of the study also identified outrageous population of employees ( x =2.31, SD=0.91), role of government in industrial relations ( x =2.19, SD=1.00), and inducement of labour unions’ leaders by management in the organization ( x =2.18, SD=0.81) as main factors that influence collective bargaining in an attempt to resolve conflict in the Nigerian Bottling Company. The study concludes that management – employees’ joint negotiation or consultation and not confrontation on matters of concern are necessities for timely and effective conflict resolution in the organization as these guarantee needed industrial peace and harmony for business success. The study therefore recommended that Management of Nigerian Bottling Company should regard collective bargaining as the appropriate apparatus for resolving industrial conflicts so as to ensure industrial harmony and enhanced employees’ productivity.
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    ENHANCING THE PROSPECT FOR THE ADAPTATION OF NETWORK MARKETING IN A DEVELOPING ECONOMY
    (Ilorin Journal of Human Resource Management, 2022-03-01) Amina Muhammad Liman; Shukurat Moronke Bello; Kaltume Mohammed Kamselem; Aliyu Mustapha Olanrewaju
    This paper examines the prospect for the adaptation of network marketing in a developing economy. The debate on the introduction and adaptation of network marketing started some centuries ago, with marketing scholars debating the question on the acceptability of the concept and today the debate is continuing. This study attempts to assess the factors that account for the rather slow rate of the acceptance of network marketing in the Kano metropolis as a profession or an alternative source of income, using a survey research method. Two hundred and fifty (250) copies of the questionnaire were designed and analyzed for the sample respondents. The questionnaire was distributed to distributors in Kano metropolis. The findings revealed three key factors that contribute to why people fail to accept network marketing as a profession, a lack of understanding of the system, lack of awareness of the system, lack of trust believing it to be pyramid scheme. An understanding of the factors identified in this study will allow policymakers and organizations to direct efforts and resources most effectively and efficiently to increase network marketing business in the long run and encourage people to adopt network marketing. The conclusions are sufficient to demonstrate a need for wisdom in exploring means to create a better context for network marketing in the future. With this confidence, individuals of each company should have the desire to expand their network marketing companies globally because it raises revenue for the companies, the country of domicile and the individuals.
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    Entrepreneurial Intentions and Agribusiness in Kwara State
    (Unizik Journal Of Entrepreneurship, 2021-04-01) Aliyu Mustapha Olanrewaju; Bello M. Shukurat; Liman Amina
    Entrepreneurs set themselves apart from the competition by consciously connecting and organizing their own and other resources to create a business that offers value to the community and economy. However, the study's goal is to look at the impact of entrepreneurial intents and agribusiness among Kwara State's teeming young. The population of registered 3,168 store proprietors in the Ilorin metropolitan was studied using a combined quantitative and qualitative approach. The Raosoft Platform was used to calculate the sample size, which came to 355. As a research tool, standardized questionnaires and in-depth interviews were used. To evaluate the hypotheses proposed in this study, the data were analyzed using linear regression (r) and analysis of variance. The F-value is statistically significant at 1%, according to the results of the Simple Regression Analysis. The entrepreneurship aim of agribusiness may explain 0.681, 0.677, and 0.414 of the overall variation in entrepreneurial orientation, and job generation, respectively, in entrepreneurial endeavours. This demonstrates that entrepreneurial intent is a critical aspect that has a good and significant impact on agriculture. According to the findings, having an entrepreneurial mindset enhances productivity, competencies, and the desire to start a new or expand an existing firm. The study concluded that youth should be encouraged to embrace training and the evolution of entrepreneurial education, particularly in agriculture, to re-orient themselves as innovative, creative, and imaginative.
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    FUNDAMENTAL STUDIES IN INDUSTRIAL PSYCHOLOGY
    (Ilorin Journal of Human Resource Management, 2019-03-01) AKINWALE Akeem Ayofe; Aliyu Mustapha Olanrewaju
    This article examines the applicability of some fundamental studies in industrial/organisational psychology to work systems in Nigeria, through a systematic review of relevant literature. This article partly reveals the suitability of some fundamental studies in industrial/organisational psychology for an understanding of work designs in some organisations in the private and public sectors of the Nigerian economy. Also, this article shows the need to exercice some cautions in applying foreign ideas in industrial/organisational psychology to the Nigerian work environment. In conclusion, it is possible to accept or reject foreign knowledge of industrial/organisational psychology in dealing with different aspects of work designs and human resource management practices in the private and public sectors of the Nigerian economy.
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    Influence of learning and development on employees’ efficiency in selected money deposit banks in Nigeria
    (Ilorin Journal of Management Sciences, 2017-02-01) Aliyu Mustapha Olanrewaju; Dunmade Emmanuel Olaniyi
    In recent times, most money deposit banks (MDBs) in Nigeria are facing the tasks of employees‟ turnover intention due to low productivity and contract of agreement and most banks continue to downsizing and recruiting new hands. On this note, it is consider important for employees to improve on their approaches, thus giving room for continuous learning and development. The objective of this study was to examine whether employees‟ learning and development enhances work efficiency in the banking industry. Primary data were used for the study, which were generated through the use of structured questionnaire. Simple random technique was used to select a total number of 180 staff from all listed MDBs in Nigerian Stock Exchange (NSE). Data collected were analyzed using Pearson‟s Movement Correlation to test the hypotheses formulated for the study. The result indicated that there is a positive correlation among all the variables. Result of model summary shows that the dependent variable (employees‟ efficiency) accounts for 28.4% of the variation in job rotation as correlation coefficients and p-values (-0.175**; 1.162**; 0.020**; -0.027** and 0.000; 0.000; 0.000; 0.000) respectively shown. The study therefore concluded that learning and development have important impact on employees‟ efficiency and organizational growth. Based on the results obtained, it was recommended that banks should undertake an in-depth assessment of the individual learning needs to ensure that the right training is given and feedback should be provided which will allows employees to be informed of changes to both their work goals and the overall goals of the organization.
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    Influence of Stakeholders’ Partnership on Green Human Resource Management Practices of Multinational Oil Companies in the Niger Delta Region of Nigeria
    (Department of Employment Relations and Human Resource Management, University of Lagos, Nigeria, 2025-06-01) Tunde-Ojo, Olufikayo Nihinlola; Oladimeji Jamiu Odetunde; Aliyu Mustapha Olanrewaju
    Implementing Green Human Resource Management (GHRM) initiatives in the Nigerian context is particularly sensitive due to historical, socio-economic disparities, environmental concerns, and governance challenges within the oil industry. Moreover, oil exploration activities of Multinational Oil Companies (MNOCs) are often confronted with challenges such as partnering with different stakeholders. This study investigated Stakeholders’ Partnership (SP) and GHRM initiatives of MNOCs operating in the Niger Delta Region (NDR). The study was anchored on the Triple Bottom Line theory. The study employed a cross-sectional design with a survey method and multi-stage sampling technique, data were collected from 468 stakeholders, including MNCOs' employees, host community members, government agencies, Non-Governmental Organisations (NGOs), and the activist groups concerned with Niger Delta affairs. Multiple regression analysis was utilised to test the hypothesis, SP components: Inclusiveness (R2=0.333; PV=0.000), Effectiveness (R2=0.291; PV=0.000), Accountability (R2=0.359; PV=0.000), and Good Governance (R2=0.366; PV=0.022) were found to have a significant impact on Green HRM Practices (R2=0.342; PV=0.000), with Inclusiveness having the strongest impact on CSR outcomes. This implies that SP is significantly influence GHRM practices. The study concluded that MNOCs operating in Niger Delta incorporated the components of SP into their affairs. Thus, MNOCs can effectively implement CSR initiatives that have a tangible positive impact on the people (stakeholders, especially the host communities), planet (environment), and profit (performance) by engaging with stakeholders and cultivating collaborative relationships. The study recommended that MNOCs should prioritise and maintain effective collaboration with host communities, governmental bodies, activists, and NGOs in ways tailored to address the region’s social, economic, cultural, ethical, and environmental factors.
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    Labour migration in Nigeria: Unemployment and inflation
    (Advances in Management, 2022-01-12) Aliyu Mustapha Olanrewaju; Aminu Aisha
    Nigeria is undoubtedly Africa's giant, with over two hundred million people. Despite this figure, the country appears to have been flooded with labour migrants working in almost all sectors of the economy, ranging from oil and gas to telecommunications, construction and recent distribution with, among others, the entrance to the super mall, Shoprite. Many organisations play a key role in supporting prospective migrants across regional frontiers of labour migration. This includes employers who directly recruit prospective migrants, public employment agencies that match local labour and jobs abroad, the network of migrants facilitating access to the foreign labour market, and private recruitment and for-profit agencies. The study was anchored on Neoclassical Economics, New Economics of Migration and Segmented Labor-market Theory. The study deployed secondary data from the National Bureau of Statistics (See appendix I – IV). Appendix I shows the entry and exit of the Nigerian labour migration from 2015 – 2018. It was established that international migrants are still a few of the world's population, of just 3.1%. Likewise, the labour movement is predominantly from underdeveloped countries and areas to more developed countries. Internationally, nationally, and regionally, there is a balance between the supply and demand for workers. However, the hidden benefits of migration, namely, the upkeep and eventual strengthening of links between migrants and their countries of origin (i.e., their countries of birth) economically and socially might be more important.
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    MANDATORY RETIREMENT AGE AND PENSION SYSTEM IN KWARA STATE, NIGERIA
    (Journal of Research in National Development, 2018-08-01) Oluseyi Adetunji Shadare; Aliyu Mustapha Olanrewaju
    The primary aim of the Mandatory Retirement Age (MRA) is to reduce the cost of pension liabilities and the recurrent expenditure on ageing workforce whose productivity has reduced. Couple with inconsistent results in previous studies, the study examined the influence of MRA on pension system in Kwara state, Nigeria. Extensive review of literature were done on the current developments about mandatory retirement age, employment and unemployment and pension system that constitute the model of this study. Descriptive survey design method was employed and the study used simple random sampling technique to select a total number of 400 civil servants from Kwara state. Primary and secondary data were used. Data obtained were analyzed and presented using both descriptive and inferential statistics. Multiple regression analysis were employed to analyze relationships among construct variables. The results indicate that correlation coefficient (R) and R-square to be 0.628 and 0.556 respectively. This explains that, mandatory retirement age has relationship with the employment generations and unemployment situation in the country as the level of employment generation accounted for approximately 63% of an increase in MRA and the rate of unemployment accounted for 56% approximately of a factor that related to MRA. The study concluded that, MRA can be used for employment generation opportunities (at least an equivalent numbers in form of replacement) if the number of civil servants that are due for retirement in a closer future are identified by government. It is recommended that Government should acquire and host a database for civil servants and unemployed youth so that there will be a network relationship between the relevant ministries that will ensure that salaries are automated to stop on due date for retirement while that of fresh appointment is activated.