Influence of Workplace management initiatives on talent engagement in the Nigerian pharmaceutical industry

Falola, Hezekiah Olubusayo; Ogueyungbo, Opeyemi; Ojebola, Oluwatunmise

doi:10.12688/f1000research.23851.2

Cited by 3 publications

(5 citation statements)

References 21 publications

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“…The response rate observed in my study was lower than that of two previous studies conducted among mental health workers in North Central (90%) 10 and South West (71.5%) 11 zones of Nigeria. However, the response rate in my study was close to the study conducted in the southwest zone.…”

Section: Discussioncontrasting

confidence: 91%

“…However, the response rate in my study was close to the study conducted in the southwest zone. The study in the southwest zone was conducted in the same state (Ota, Ogun State) 11 as the current study. A possible explanation is that my current study was carried out electronically unlike the two previous studies where paper questionnaires were administered.…”

Section: Discussionmentioning

confidence: 99%

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Job satisfaction, personality traits, and its impact on motivation among mental health workers

Sowunmi

2022

S. Afr. J. Psych.

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Background: Working in a resource setting that caters to people’s poor mental health is associated with increased vulnerability to physical, psychological, and social stressors that make motivation to work a difficult goal to attain. One way of viewing physical and social stressors in the workplace is to evaluate job satisfaction which has both intrinsic and extrinsic components. The personality of workers is a component of psychological wellbeing and this determines the way events and situations are perceived. Thus, the achievement of the mission and vision of an organisation will be dependent on the level of motivation of the employees which will be influenced by their predominant personality traits and the level of satisfaction at work.Aim: My study aimed to sought to highlight the relationship between motivation, job satisfaction and personality dimensions.Setting: The Neuropsychiatric Hospital, Aro, Abeokuta, Ogun State, Nigeria.Methods: Our study involved a cross-sectional study of staff showing the relationship between motivation, job satisfaction and personality traits among mental health workers. A total of 146 participants using systematic proportional sampling were analysed with a response rate of 67.3%. A Socio-demographic Questionnaire, Minnesota Satisfaction Questionnaire (Short Version), Big Five Inventory and the Multidimensional Work-Motivation Scale were administered to the participants. In the analysis, linear correlation and linear regression were used to determine the relationship between continuous variables (Normality was determined using kurtosis and skewness) while t-test was used to determine the relationship between categorical independent variables and continuous dependent variables.Results: The level of significance was set at 0.05 while higher scores using the Multidimensional Work-Motivation Scale represented motivated participants and vis-a-vis. The socio-demographic variable was explored using descriptive statistics; the relationship between personality, job satisfaction and motivation were explored using t-test. Most of the participants were married (80.8%), female (60.3%), with at least tertiary education (63%) and with an occupational status of class I (76%). The mean age of the participants was 40.29 ± 8.27 with a mean length of service of 13.63 ± 8.49. The most dominant personality traits were agreeableness (97.3%) and conscientiousness (97.3%), and the least was neuroticism (55.5). High agreeableness (0.01), high conscientiousness (0.03), and high openness (0.01) were significant and positively correlated with motivation. The relationship between motivation and gender (t = 4.26; p ≤ 0.001) and occupational status were statistically significant (t = -3.59; p ≤ 0.001).Conclusion: To proffer a solution to poor motivation in the workplace, human resource department should give more focus to individuals with high scores in agreeableness, conscientiousness, and openness. This is because it appears that they are more likely to be motivated at work and likely to move the organisation to a greater height. Besides, those with high neurotic scores who have already been employed will require some form of psychological remodelling (therapy), so they can contribute meaningfully to the institution.

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Section: Discussioncontrasting

confidence: 91%

Section: Discussionmentioning

confidence: 99%

Job satisfaction, personality traits, and its impact on motivation among mental health workers

Sowunmi

2022

S. Afr. J. Psych.

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“…Diversity management specifically aims to encourage acceptance and respect for people's differences as a result of their individuality in the dimensions of diversity, as well as recognition of those differences. It is the acceptance of these various distinctions in a setting via shared awareness and a conscious decision to embrace and celebrate the rich and varied qualities that are inherent in each human, as opposed to simply tolerating one another (Falola et al, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

“…A diverse workforce can contribute to a more productive work environment by offering a variety of perspectives. Studies by Iffat, Rene, and Muhammad (2021); Falola, Ogueyungbo, and Ojebola (2020); Héliot, Gleibs, Coyle, Rousseau, and Rojon (2020) have linked workforce diversity to organisational success, which can manifest in the aspect of creativity, improved customer service, and enhanced profitability. This study delves into the impact of employee diversity on organisational performance.…”

Section: Introductionmentioning

confidence: 99%

Effect of Workplace Diversity on Organisational Performance in Selected Private Universities in Southwestern Nigeria

OLU-OGUNLEYE,

AKANJI,

OLANIPEKUN

et al. 2023

LJERHRM

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Organisational performance in this contemporary era is dependent on how much management is able to fully integrate the combination of employees with varied ideologies, age grades and diverse ethnic background and utilise their skills effectively. It was on this note that this study examined the effect of workplace diversity on organisational performance in selected universities in southwest Nigeria with the Social Identity Theory (SIT) and Resource-Based View Theory (RBV) underpinning the study respectively. A total of One hundred and thirtyeight (138) respondents were randomly selected from three (3) private universities in the Southwestern region namely, Achiever University, Owo, Ondo State; Afe Babalola University, Ado-Ekiti, Ekiti State and Bowen University, Iwo, Osun State . Findings from the study demonstrated that task performance was affected by age diversity with (r=0.869, p value <0.05); also, adaptive performance was influenced by gender diversity with (r=0.905, p value <0.05) and ethnic diversity had positive and significant connection with contextual performance with (r=0.959, p-value<0.05). the study concluded that achieving optimal performance via a diverse workforce which reflects the broader fabric of the society is crucial and essential for fostering a sense of belonging and ensuring that tertiary institutions is representative of the diverse perspectives and experiences of its student body. Therefore, it was recommended that management of private university should formulate policies and practices that promote equity, fair treatment, and opportunities for professional growth irrespective of age, gender and ethnicity.

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“…It is important to note that previous studies have primarily focused on the moderating role of management support in the relationship between employee engagement, business orientation, institutional support, job commitment, innovation, and performance [8,9]. This current paper centers on how relationship management can enhance employee engagement, thereby fulfilling maritime firms' strategic objectives and contributing to achieving Sustainable Development Goal 8 (SDG 8) which aims to promote decent jobs and economic development.…”

Section: Introductionmentioning

confidence: 99%

Strengthening the role of relationship management in sustainable employee engagement at selected maritime firms in Nigeria

Adeniji,

Joel,

Ayankola

et al. 2024

ijirss

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Relationship management in a maritime firm is essential for maintaining strong partnerships ensuring smooth operations and driving business success within the industry. Extant literature suggests that Nigerian maritime firms must still thoroughly investigate relationship management possibilities and sustainable employee engagement. As a result, this study explores how relationship management affects employee engagement at selected Nigerian maritime companies. 410 respondents were polled from the employees of the selected marine enterprises in Nigeria using a stratified and purposeful sampling technique. Smart PLS 3.0 was used to analyze the returned and valid 380 copies of the questionnaire which provided a response rate of 92.6%. The study's findings demonstrated that relationship management impacted employees' cognitive, affective and behavioural engagement. The findings also revealed that behavioural engagement encompassing dedication, enthusiasm and initiative in fulfilling job duties and advancing organizational objectives is the weakest predictor of employee engagement. This suggests a widespread belief that fostering "cultural diversity and unity" in a global workplace is crucial to inspire employees' engagement and passion for their work. This study offers valid evidence in support of its conclusion that relationship management stimulates the cognitive, affective and behavioural engagement of employees in the Nigerian maritime industry. The study recommends to maritime companies that recognizing diversity and unity in relationship management is essential for higher employee engagement and involvement levels.

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Influence of Workplace management initiatives on talent engagement in the Nigerian pharmaceutical industry

Cited by 3 publications

References 21 publications

Job satisfaction, personality traits, and its impact on motivation among mental health workers

Job satisfaction, personality traits, and its impact on motivation among mental health workers

Effect of Workplace Diversity on Organisational Performance in Selected Private Universities in Southwestern Nigeria

Strengthening the role of relationship management in sustainable employee engagement at selected maritime firms in Nigeria

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