Browsing by Author "Omolabi Issa"

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    CAREER DEVELOPMENT METRICS AND EMPLOYEE MOTIVATION OF PFAS IN NIGERIA
    (Journal of Management, a publication of Faculty of Management, Kogi State University, Anyigba, 2021) Omolabi Issa; Ishola Abdulrasaq Ajadi; Olabanji, Olayide Abimbola
    The nexus between career development and employee motivation cannot be over emphasized as the era of using financial means to get the attention of the employees has long expired. The emerging trend is for the organisation to create an enabling platform for the employees to grow in their career. This alone can stimulate the staff to perform better and thus facilitate the effective efficient achievement of pre-set organizational goals. It is this nexus that this paper explored among the employees of Pension Fund Administrators (PFAs) in Nigeria. This relationship was proved using a survey design with 4983 staff of the 22 pension Administrators in Nigeria as at December 2020. From the population, a sample of 370 respondents were selected using Taro Yemane sample size formula. With a structured questionnaire, primary data were collected and analysed with a multiple regression analysis. The study found that that the coefficient values for all the career development metrics positively and significantly influence employee motivation of PFAs in Nigeria. It thus concluded that career development metrics have significant effect on employee motivation of PFAs in Nigeria. The paper therefore recommended that career advancement systems which are linked with performance levels since rewards in terms of career growth and promotion opportunities have an effect on employees’ job related attitudes.
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    E-GOVERNMENT IMPLEMENTATION IN NIGERIA: BUILDING A NEW PARADIGM FOR PUBLIC TRUST
    (Published by National Institute for Legislative & Democratic Studies, National Assembly, Abuja., 2021) Ishola Abdulrasaq Ajadi; Abdulrazaq Abdulkareem Kayode; Omolabi Issa
    This study investigated how the online delivery of public services (e-government) has impacted public trust in the Nigerian government. This was done using an electronic survey conducted with 13,743 users of online government services. The study found that that electronic public service delivery had (t = -4.73, p < 0.05) significant effect on public trust in Nigeria. However, the practical significance as the t obtained -4.73 is greater than t critical value -4.303 under 2 degree of freedom at 5% significance level. This difference further implies that significant effect existed between service delivery and public confidence with practical difference from the null value. Stemming from this finding, the study concluded that the significant positive relationship is established between electronic public service delivery and trust in government and it could catalyse the promotion of trust in the Nigerian government.
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    HUMAN RESOURCE TRAINING AND ORGANISATIONAL GROWTH: A STUDY OF DANGOTE FLOUR MILLS PLC, ILORIN
    (UNILAG JOURNAL OF BUSINESS Published by the Department of Business Administration, University of Lagos., 2023) Omolabi Issa; Ishola Abdulrasaq Ajadi; Abdulkareem Abdulrazaq Kayode; Olabanji Olayide Abimbola
    The relevance of skill and knowledge enhancement to organisational growth cannot be over-emphasized as individual performance amounts to collective organisational growth. It is based on this assertion that this study investigated Dangote Flour Mills Plc, Ilorin. Structured questionnaires were used to collect primary data from 145 simple randomly selected staff of the company. Multiple regression analysis was adopted in the analysis while the result indicated that the correlation coefficient r is .782 (i.e., r = 0.782). The result revealed that there is a strong positive linear relationship between organisation growth and human resource training. The study thus concluded that effective training is primary to equipping employees for new roles that will facilitate the realization of the desired organisational growth. It then recommended that the management of Dangote Flour Mill Plc should lay more emphasis on the importance of training to improve organisational growth. This will be achieved through periodic skill and competency auditing that will reflect the skill shortages in the company. In addition, the management of the flour mill is to ensure a strict monitoring system that will guarantee adherence to the human resource development policy of the company.