Effects of Welfare on Employees Commitment in Public Service Organisation: A case study of NESREA South West Zone, Nigeria (Published)
The welfare of employees is a fundamental aspect of human resource management as it is vital to influencing commitment to the actualization of goal in both private and public service organizations. Literature reviewed showed that researches largely focus on private organizations. This study is on the effects of welfare on employee commitment in a public service organization with focus on the National Environmental Standards and Regulations Enforcement Agency (NESREA) South West Zone, Nigeria. The social exchange theory underpins this study. 154 sample size was drawn using stratified sampling technique and a structured five-point Likert rating scale questionnaire was administered to gather responses. The data gathered was analysed using E-Views statistical package. The survey and exploratory research design was largely adopted. The outcome of the study shows that even though there are spelt out welfare packages in Public Service Rule (PSR) for all Federal Civil Service workers in Nigeria’, employees of the NESREA South West Zone do not enjoy these privileges at the same time; at various times employee members have benefited. It was equally revealed that some welfare were denied members of the employees, but not sufficient to affect their commitment. Although, study further shows employees strongly agreed that welfare has significant effect on employees’ commitment. This paper recommends among others that to fully motivate and secure employees’ commitment in NESREA, welfare stipulated in PSR need to be duly implemented to drive genuine commitment, loyalty and honesty towards improved performance.
Keywords: Commitment, Employees, Public Service, social exchange and welfare provision
Assessing Employees’ Perception of Conflict Management (Causes, Effects) an Empirical Study at Employees’ Working on Malathik for Real Estate Development and Installments Company (Published)
The concept of conflict has been treated as a general social phenomenon, with implications for the understanding of conflict within and between organizations. (Mike Amuhaya Iravo 2011). Employee conflict in the workplace is a common occurrence, resulting from the differences in employees’ personalities and values. Dealing with employee conflict in a timely manner is important to maintaining a healthy work environment. There are different causes and effects of conflicts has been investigated by academic researchers from 1978 till now, however still no agreement between researchers for causes and effects of conflicts. The purpose of this study is to assess employees’ perception of conflict management (Causes, Effects) for employees’ working on Malathik for real estate development and Installments Company. The research design was a descriptive survey. This design was adopted because it is most appropriate and helpful in determining and describing the perception of respondents on the variables studied (Gay, 1992; Newman, 2003). The target population comprised employees who had worked at Malathik for real estate development and Installments Company. The researcher designed and distributed (40 ) questionnaire forms and excluded (11) forms due to the lack of information which means overall sample is (29) employee . The data for the study was collected between September and November 2016. The data collected were edited, coded and processed with the Statistical Package for Science Solutions (SPSS), and discussed in narrative style for clarity and better understanding. Pearson correlation coefficient value was significant at the (0.05) level in dimension one (causes of conflict) and dimension two (effects of conflict) which reflect high validity for data to be used for analysis. Also alpha coefficient greater than the minimum acceptable 60% which was 69%, indicating a high reliability. The SPSS results for causes of conflict indicated that employee’s strongly agree about cause of conflict in their company come from ego problems and salaries & wages .The results also indicated that total mean of question number 2 is (2.34) which reflect that employees did not agree about poor organizational structure at Malathik Company while the total mean for question number three is 2.83 which reflect neutral answer. The SPSS results for effects of conflict indicated that employee’s agree about effect of conflict lead to low morale, low quality and lack of direction .The results also indicated that total mean of question number 8 is (2.34) which reflect that employees did not agree about low productivity at Malathik Company while the total mean for question number ten is 2.90 which reflect neutral answer. Finally, Based on research results and literature review, researcher has developed guidelines to avoid conflict not only suitable for Malathik Company but also can be applied in any organizations.
Keywords: Causes of Conflict, Conflict, Effects of Conflict, Employees, Perception
Examining Employee Quality of Work Life (Qwl) As a Determinant of Managerial Effectiveness in Business Organizations: A Study of Nigeria Breweries Plc, Lagos (Published)
The objective of the study is to examine employee the impact of Quality of Work Life (QWL) as a determinant of managerial effectiveness in Business Organizations: A case study of Nigerian Breweries plc, Lagos was chosen. The data for the study was obtained mainly through primary and secondary sources. Five (5) point likert rating scale questionnaire were used to obtain data from the respondents. Pilot test was conducted and the input variable factors used in the study were subjected to exploratory factor analysis to investigate whether the construct as described fits the factors from factor analysis. Kaiser-Meyer Oikin test (KMO) and Bartlett’s test of Sphericity (BTS) were used. Two hypotheses were formulated and tested using multiple regression analysis. The findings from the study revealed that several challenging factors are affecting Quality of Work Life (QWL) attainment in Nigerian Breweries Plc. These include employee attitude, working environment, opportunities, nature of work, stress, job challenges, development and career potentials amongst others. The study also reveals that several strategies are adopted by the firm to improve quality of work life (QWL) in enhancing managerial effectiveness. These are adoption of self-managed teams, rewards, work force awareness, work life balance strategy, freedom of choice amongst others. The study recommends that adoption of QWL programmes such as enrichment, social – technical redesign of tasks/ work self-managed teams, participation by employees in decision making, workers empowerment approaches, fair compensations, better communication between management and labor and above all adequate security for workers to facilitate managerial effectiveness.
Keywords: Business Organizations, Employees, Managerial Effectiveness, Quality of Work Life (QWL)