Dynamic capability (DC) is an ability that has helped big corporations navigate successfully through the ever-changing and competitive business environment. However, SMEs in the southeast of Nigeria seem not to have fully maximized the opportunities embedded in these practices, hence, the need to examine the dynamic capabilities SMEs in Southeast Nigeria need, to stay relevant and ahead of competitors. This study, therefore, looked at the concept of DC and those capabilities that could help SMEs stay afloat in the ever-changing business environment. The capabilities looked at include sensing, absorptive and adaptive capabilities. Others are innovative networking and integrative capabilities. The study further examined the micro-foundations of DC and the composition of SMEs in South East, Nigeria. To embellish the work, Dynamic Capability Theory (DCT) was used to anchor the work. Some studies were reviewed empirically. The study concluded that DC is one of the surest ways to ensure that SMEs compete favourably in the ever dynamic marketplace. Hence, it was recommended among other things that SMEs need not to be operating in isolation of what is happening in the global market, as what happens outside has an implication on what happens inside the organization, and as such, need to be alert through the application of DC principles. Keywords: Dynamic Capability, Sustainability, SMEs, South-East, Absorptive, Adaptive and Innovative Capability.
Small and Medium Scale Enterprises (SMEs) in the southeast of Nigeria face great sustainability challenges, making most of them die within the first-fifth year of establishment. Therefore, this study examined how dynamic capability can help them sustain their performance. Specifically, the study looked at the nexus between sensing capability and performance sustainability of SMEs in Southeast Nigeria. The study employed the use of survey research design with a population of 200 owners of SMEs. Primary source (questionnaire) of data collection was used, which was subjected to both validity and reliability test. The data were analyzed through the use of Pearson Product Moment Correlation Coefficient and hypothesis tested at a 5% level of significance. The result indicated that Sensing Capability has a statistically significant relationship with the Performance Sustainability of small businesses in Southeast Nigeria (r = .909; p-value < 0.05). The study, therefore, concluded that the more firms are alert to the changes in their environment, the more they can sustain their performance and last longer in the environment. Among others, the study recommended that SMEs need to give equal attention to what is happening in their environment as they give to what is happening within their firms, as this will enable them to react swiftly to changes in the environment. Keywords: Dynamic Capability, Sustainability, Performance, Sensing Capability, SMEs and South-East Nigeria.
Purpose: The purpose of this study is to examine the relationship that exists between organizational climate and employee engagement in Microfinance Banks in South-East Nigeria. Research Methodology: The study adopted a Survey Research Design and the target population consisted of 3875 employees of all the Microfinance Banks in South-East Nigeria while the sample size was six hundred and eighty-seven (687) employees of the 31 selected banks. A simple random sampling technique was adopted by the study and a structured questionnaire was used in data collection and was analyzed by using Simple Regression Analysis at a 5% level of significance. Results: The findings indicated that there is a significant relationship existing between Career Development Climate and Employee Commitment in Microfinance Banks in South-East Nigeria (r = .961; R-Square = .923; p-value<.05) and that there is a significant relationship existing between Teamwork Climate and Absorption in Microfinance Banks in South-East Nigeria (r = .989; R-Square = .979; p-value<.05). Limitations: Most of the banks used in the study are state-based banks, thereby, limiting how the work would be generalized if it had used national-based microfinance banks. Contribution: this work contributed to the already existing body of knowledge in the area of organizational climate and employee engagement, but brought in empirical findings to back up the relationship between the variables in microfinance banks in Nigeria.
Retaining employees in organizations has always been one of the greatest challenges for many businesses and organizations, hence, the need to look at the role career development plays in retaining employees in the civil service of Anambra State. This study specifically examined the relationship between career capabilities and employee embeddedness and the nexus between career experience and employee embeddedness in the civil service in Anambra State, Nigeria. The work was anchored on George Elton Mayo's Human Relations Theory. A survey research design was deployed for the work, with a population of 1108 civil servants working across the three senatorial zones of Anambra state. The sample size of the study was 286 arrived at by deploying the use of Krejcie and Morgan's 1970 sample size determination formula. The data collected were analyzed using simple regression analysis and hypotheses tested at a 5% level of significance, signifying a 95% confidence level. Findings revealed that a 95% relationship exists between career capabilities and employee embeddedness, while career capabilities had a 90% influence on employee embeddedness in the civil service of Anambra State. Similarly, a 97% nexus exists between career experience and employee embeddedness, while a 95% change in employee embeddedness was accounted for by changes in the career experience of employees in civil service of Anambra State. Sequel to this, it was concluded that career development is a huge determining factor for predicting employees embeddedness. Following this, among others, it was recommended that the civil service in Anambra State needs to improve the capabilities of employees by training and developing them as it is seen that the more capable an employee is at executing his/her duties, the more the employee will embedded to the organization. Keywords: Career Development, Employee embeddedness, Civil Service, Career Capabilities and Career Experience.
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