Data article on the effect of work engagement strategies on faculty staff behavioural outcomes in private universities

Falola, Hezekiah Olubusayo; Olokundun, Maxwell; Oludayo, O. Olumuyiwa; Ibidunni, Ayodotun Stephen

doi:10.1016/j.dib.2018.04.035

Cited by 10 publications

(8 citation statements)

References 3 publications

(2 reference statements)

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“…Results in Table 4 dictate that the value of χ2/22=2.524, which is within the acceptable range between 1 and 3 [5] , [12] . The value of RMSEA is 0.066, which is considered satisfactory (less than 0.08) as suggested by [1] , [2] , [3] , [4] , [11] . On top of that, the incremental fit, NFI, TLI, CFI, and GFI were above 0.90 as suggested by [5] , [13] .…”

Section: Discussionmentioning

confidence: 86%

Job design and behavioural outcome of employees in agricultural research training, Ibadan, Nigeria

et al. 2018

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This study focused on the relationship between job design and behavioural outcomes of employees in Agricultural Research Training, Ibadan, Oyo State, Nigeria. The study was quantitative and the items in the questionnaire were adapted from previous studies. A total of 227 respondents were surveyed and statistical regression models were used to examine the relationship between the independent variables (job design) and dependent variables (employee behavioural outcomes). The findings showed that 14.4% of the variance in job design dimensions can explain the variance in employee behavioural outcome. The model revealed that task identity, sense of autonomy and skill variety had more statistical significance in predicting employee behavioural outcome, recording the highest beta value than other variables such as task significance and feedback mechanisms. The model indicates that the strength of regression weights of paths has a strong direction.

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Section: Discussionmentioning

confidence: 86%

Job design and behavioural outcome of employees in agricultural research training, Ibadan, Nigeria

et al. 2018

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“…As noted by Falola et al (2020), the core responsibilities of faculty members of institutions of higher learning, particularly universities are research, teaching, collaboration/partnership and community service, among others. The universities ranking position of any university is a function of quality teachings, outstanding research productivity, reputation, industry partnership, collaborations, among others (Aina, 2010, Falola et al, 2018b. Falola et al (2018a) posited that faculty teaching and research engagement can be enhanced if the management of universities provides institutional supports in terms of conference supports, research grants, article processing charges supports among others.…”

Section: Faculty Engagementmentioning

confidence: 99%

Moderating Influence of Virtual Learning Supports on the Relationship Between Emotional Intelligence and Faculty Engagement in Institutions of Higher Learning

Falola¹,

Adeniji²,

Osibanjo³

et al. 2020

Proceedings of ADVED 2020- 6th International Conference on Advances in Education

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The objective of this study is to explore the moderating effect of virtual learning supports in the relationship between emotional intelligence and faculty engagement in institutions of higher learning in Nigeria. The study used secondary data sourced from scientific databases. The information collected from various articles in various scientific data based were analysed and discussed. The aim is to find out if virtual learning supports moderate the relationship between emotional intelligence and Faculty engagement in Institutions of higher education. The primary constructs of the observed variables were reviewed in line with the specific objectives of the study. It was revealed that virtual learning supports moderate the relationship between emotional intelligence and Faculty engagement. Therefore, Faculty in Institutions of higher learning in Nigeria should consider leveraging virtual learning supports provided by the management of the institutions to manage their emotional intelligence to enhance faculty teaching, research and community service engagement. The study developed a model that can be empirically investigated to determine the extent at which virtual learning supports moderate the relationship between emotional intelligence and Faculty engagement.

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“…Public healthcare employees in Nigeria's Ministry of Health, are important for this research because of the increased awareness of the diverse workforce of the Ministry. Hence, it is imperative that such diversity is properly managed in ways that avoid negative impact on employee satisfaction and commitment to the organization 15,16 . Furthermore, due to the important roles that the Health sector undertake for the population and the overall well-being of any country, this research is considered essential to maintain employee interest and motivation in the provision of quality services 17 .…”

Section: 1mentioning

confidence: 99%

Diversity issues in Nigeria’s healthcare sector: implications on organizational commitment. A cross-sectional study

et al. 2019

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Background: Workplace diversity is increasingly gaining the attention of healthcare organizations, especially in developing countries like Nigeria. However, little is understood from existing literature about how workforce diversity affects employees’ satisfaction and organisational commitment in the workplace. Consequently, this paper showed the direct and mediating relationships between diversity of workforce, job satisfaction and employee commitment to the organization. Methods: Copies of the structured questionnaire have been given to 133 public healthcare employees in Nigeria’s Ministry of Health in Lagos state. Statistical analysis for the study included descriptive measures and multi-variate analysis, using structural equation modelling. Results: Outcomes from statistical analysis supports direct and mediating relationships between the research variables. Gender and ethical diversity had significant influences on job satisfaction at r = 0.35 (p < 0.05) and r = 0.28 (p < 0.05) respectively. The following mediating relationships were also statistically confirmed: job satisfaction related with affective commitment (r = 0.41, p < 0.05) and normative commitment (r = 0.26, p < 0.05). Conclusions: Based on the results of the statistical analysis, the study concludes that there is a relationship between diversity of employees and job satisfaction, diversity of employees and organizational commitment and the influence of work satisfaction on organizational commitment.

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Data article on the effect of work engagement strategies on faculty staff behavioural outcomes in private universities

Cited by 10 publications

References 3 publications

Job design and behavioural outcome of employees in agricultural research training, Ibadan, Nigeria

Job design and behavioural outcome of employees in agricultural research training, Ibadan, Nigeria

Moderating Influence of Virtual Learning Supports on the Relationship Between Emotional Intelligence and Faculty Engagement in Institutions of Higher Learning

Diversity issues in Nigeria’s healthcare sector: implications on organizational commitment. A cross-sectional study

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