Research & Development and Employees Productivity in Public Service of Nigerian Fourth Republic (Published)
This study examines the impact of research & development on employees’ productivity in public service of Nigerian fourth republic from 1999 to 2023. The annual data for the study is sourced from World Bank’s Development Indicators (WDI) and Central Bank of Nigeria Statistical Bulletin. The dependent variable is employee’s productivity proxied by total factor productivity while the explanatory variables are research & development expenditure as percentage of GDP, employee compensation proxied for income and institutional quality components of governance effectiveness and regulatory quality. The preliminary test of Augmented Dickey Fuller (ADF) unit root test reveals mixed order of integration among the series under consideration, which reinforces the choice of Autoregressive Distributive Lag (ARDL) as estimation technique. The ARDL bounds result reveal the existence of long-run among the series under consideration. On the result, the series of research & development exhibit negative and significant relationship with employee productivity in the Nigerian public service. The complementary series of employee compensation exert negative effect and significant impact on employee productivity. Also, governance effectiveness further exerts negative and insignificant nexus while regulatory quality demonstrates significant positive effect on employee productivity. This study concludes that research & development has not enhanced employee productivity in the Nigeria public service within the period considered. Therefore, the research recommends the need for government agencies and parastatals to make adequate provision for resources to fund high-quality training programs for public sector employees. This can include providing on-the-job training, skill development workshops, and opportunities for continuous learning and professional development
Keywords: Development, Public Service, Research, employee’s productivity
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
Workforce Diversity Management in Nigeria Public Service: Problems and Prospects (Published)
Workforce diversity management in general term has, become a crucial part of organizational competitiveness and effectiveness not just in Nigeria public service but in other large corporations globally. It is no doubt that diversity management is increasingly becoming a standard of human resources management in contemporary time. Socio-economic forces like globalization and the internationalization of public issues contribute to expand the flow of labour across ethnic and national boundaries and have facilitated the constant exchange of materials, as well as symbolic and human resource. To remain competitive and relevant, the Nigeria public service must acclimatize and manage these environmental socio-economic forces. But the new complexity of work operations demands more diverse functions and the use of more diverse talents. As the need for employee diversity increases, so do the demands, such as the need for effective interaction among diverse employees, this tendency is believed to have potential for conflict and schism among employees. Using the workforce management model this study attempts to highlight the salient feature of this process with a particular emphasis on the problems and prospects associated with workforce diversity management in Nigeria public service.
Keywords: Diversity Management, Nigeria, Public Service, Workforce