Browsing by Author "Aremu, N. S."

Now showing 1 - 11 of 11
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    Assessing the influence of job stress on the employees’ work attitudes in Selected Banks in the University of Ilorin
    (Department of Economics, Faculty of Management Sciences, University of Maiduguri, Nigeria, 2019-08-15) Dunmade, E. O.; Kadiri, I. B.; Aremu, N. S.; Adribigbe, A. S.
    The purpose of this paper is to examine the effect of job insecurity and burnout on the commitment of employees in Guaranty Trust Bank Plc Ilorin. This research is conducted as a descriptive and field study. A total of 103 employees were sampled from a population of 139 staff of GTB in Ilorin Metropolis, using simple random sampling technique, out of which 93 copies of the questionnaire were completely filled and returned. Pearson moment coefficient was used in analyzing the data, by means of SPSS version 25.0. The findings revealed an inverse relationship among the variables under study. Therefore, this study concluded that, both job insecurity and job burnout negatively affect employee commitment. Thus, this study recommends managers to consider job insecurity and burnout as imperative for low employee commitment.
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    Assessing the influence of job stress on the employees’ work attitudes in Selected Banks in the University of Ilorin
    (Department of Economics, Faculty of Management Sciences, University of Maiduguri, Nigeria., 2019-11-21) Dunmade, E. O.; Kadiri, I. B.; Aremu, N. S.; Adribigbe, A. S.
    Job stress is considered to be frequently experienced by employees in the banking sector and this has become a serious challenge for the management due to the resultant effects such as increased absenteeism, low productivity, and throng of other employees' problems like hypertension and host of cardiovascular problems. Thus necessitates urgent solution to the problem in the industry. The study therefore attempts to assess the influence of job stress on the employees' work attitudes in the selected banks in the University of Ilorin, Ilorin, Nigeria. Therefore, the objectives of the study are to examine the influence of job stress on employees' work performance and to investigate the relationship between job stress and employees' work attitude. The paper adopted simple random sampling technique with the use of questionnaire to get required information from the respondents. The descriptive statistics used include simple percentages and tables, while regression was the inferential statistics utilised. The findings of the study showed that job stress has a significant influence on employees' work performance in the selected banks with R ^ 2 = 0.65 F = 8.36 and p < 0.05 It also revealed that there was a significant influence of job stress on employees' work attitude in the selected banks in the University of Ilorin having R ^ 2 = 0.45 F = 63.96 and p < 0.05 The paper recommends that management of the selected banks in University of Ilorin should put in place suitable mechanisms capable of mitigating the effect of work stress before it aggravates into burnout, which is a reaction to persistent job stress.
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    Assessing the influence of job stress on the employees’ work attitudes in some selected banks in the University of Ilorin, Ilorin, Nigeria
    (Faculty of Management Sciences, University of Maiduguri, Borno – State, Nigeria, 2019) Dunmade, E.O.; Kadiri, I. B.; Aremu, N. S.; Aderibigbe, A.S.
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    Effect of Job Satisfaction on Employee Turnover Intention in Flour Mills of Nigeria Plc, Lagos
    (Sahel Analyst Journal of Management Sciences, 2016) Isiaka, S. B.; Aremu, N. S.; Adedoyin, I. S.; Saka, T. A.
    High staff turnover in Flour Mills of Nigeria is a concern as the issue of employee satisfaction or lack of it hinges on productivity, accomplishment and development of organization’s goals. Indeed, the success of any organization depends on staff members who enjoy their jobs and feel rewarded by their effort. Therefore, the study examines the impact of career advancement opportunities on employee turnover intention and determines the effect of promotion opportunities on employee turnover intention. The research design employed for this study is survey method and the population comprises both skilled and unskilled workers of Flour Mills of Nigeria Plc, Lagos. Data were collected from three hundred and thirty-seven (337) employees of the company using structured questionnaire. The data collected were analyzed using descriptive statistics and simple linear regression technique. The findings of the study revealed that satisfaction from the career advancement opportunities is inversely related to the employee turnover intention at (0.865) and promotion opportunities have a positive significant effect on employee turnover intention at 0.917. the study concluded that improving career advancement and promotion opportunities as company retention strategy has a significant relationship with employee turnover.
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    Examining the effect of teamwork on the achievement of organization’s targets in UAC of Nigeria Plc
    (University of Uyo, Nigeria, 2019) Dunmade, E.O.; Kadiri, I. B.; Yahaya, I. J.; Aremu, N. S.; Ajao, J. O.
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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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    Outsourcing human resource activities in Nigeria: Benefits and challenges,UIJBAUniosun International Journal of Business Administration,1(3): 12-22. Published by Department of Business Administration
    (Department of Business Administration, Faculty of Management Sciences, Osun State University, Nigeria, 2017-08-12) Aremu, N. S.; Abogunrin, A.P.; Bamidele, A.G.
    Outsourcing typically involves transferring one or more of an organisation's business processes to an outside service provider or vendor. It is centrally on the organisational motive to save cost and improve organisational performance. The intention of this paper is to examine outsourcing human resource activities in Nigeria: benefits and challenges. The outcome showed that HR activities/function that is commonly outsourced is payroll administration, recruitment and selection, training and development, performance management and health and safety (benefit). The study concluded that HR outsourcing is highly beneficial to organisation. However, it pitfalls particularly in the areas of management control and employee morale cannot be overemphasised. The study recommended that organisations should consider critically the pros and cons of HR outsourcing especially when taking decision on outsourcing HR activities
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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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    Succession planning and employee retention in private health care in Lagos State, University of Port Harcourt
    (Department of Management, Faculty of Management Sciences, University of Port Harcourt, Nigeria, 2019-12-06) Aremu, N. S.; Abdullah, A.S.; Abogunrin, A.P.; Bamidele, A.G.
    The sustainability of private hospitals in Nigeria has become a major concern as the issue of success planning is imperative in the health sector. Succession planning is a vital tool for guaranteeing employee retention and lasting sustainability in the private health care. However, the toughest challenge for most organizations is how to effect a well-designed successor without altering the organizational continuity. The study objective was to investigate the impact of succession planning on employee retention in private hospitals in Lagos. The research design employed for this study is survey method and the population comprises selected private hospitals in Ikoyi, Maryland Lagos and 226 participants were chosen through simple stratified random sampling. A total of 226 structured questionnaires were completed and returned. The data collected were analyzed using both Ordinary Least Squares Regression and Correlation with the aid of statistical package for social sciences (SPSS 25.0 version), to test the hypotheses developed for the study. The findings of the study revealed that succession planning from career development have positive significant relationship with employee retention at (0.925) this denotes 92.5% variation on employee retention and management involvernent have significant relationship with employee retention at (0.883) which indicates the value of 88.3% in employees' retention at 5% level of significance. The study concluded that both career development and management involvement in succession planning have positive significant relationship with employee retention in private hospitals in Lagos. Therefore, the study recommended that management private health care hospitals should consider succession planning as an important strategy to retain talent employee so as to enhance business growth and sustainability.
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    Talent attraction and organisational competitiveness in manufacturing companies in Lagos State, Nigeria.
    (Journal of Human Resource Management, 2023-10-19) Aremu, N. S.; Shadare, O.A; Amosa, J.R.
    Purpose- The main focus of the study is to examine how talent attraction dimensions such as employee value proposition, employer branding, Job flexibility and recruitment and selection affect organizational competitiveness in manufacturing firms in Lagos State, Nigeria. Methodology- The study adopted a survey-based research design. The permanent staff of the selected ten (10) food, beverages, and tobacco manufacturing firms in Lagos State made up the population of the study. The respondents consist of 368 employees which represent the sample size of the study. Data was obtained through the use of questionnaire. Relative Important Index (RII) and Multivariate linear regression was used for data analysis with aid of SPSS version 26. Findings- The result revealed a strong effect of talent attraction variables such as employee value proposition with ( beta = 0.611 , t = 7.451 p < 0.05 ); Job flexibility with ( beta = 0.505 . t = 9.182 p< 0.05); employer branding with ( beta = 0.434 t = 9.607 p <.0.05) and recruitment and selection with ( beta = 0.401 , t = 6.481 p < 0 * 0.05 ) on organizational competitiveness. Limitations of the study-The scope of this study was limited to food, beverages and tobacco manufacturing subsector operating only within the territory of La-gos state, Nigeria. Furthermore, the study looked at talent attraction variables which is only a component of talent management strategies. Practical Implication-The manufacturing companies, especially the ones in food, beverages and tobacco manufacturing sub-sector should consider talent attraction strategies as a viable tool for identifying and attracting skilful and competent staff to fill vacant position. This is critical to the attainment of present and future organizational objectives as well as gaining competitive advantage Originality/Value- This study makes a clear understanding of talent attraction and its immense contribution to organizational competitiveness and performance. It also provided a basis for future researcher to explore more on the dynamics of talent attraction in the field of human resource management.
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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