Psychological Redictors of Conflict Management Behaviour of Labour Leaders in Lagos State, Nigeria

Bankole, Akanji Rafiu

doi:10.4314/ifep.v18i2.56761

Cited by 6 publications

(11 citation statements)

References 5 publications

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“…Also, it corroborates the work ofChoi et al ( 2011), who found that nurses who observed their work environment to be unsafe demonstrated an intention to leave. Thus, it negates the work of Smith (2017), who found out that safety climate is negatively associated to respondents' turnover intentions.In practice, ensuring workers' safety is crucial to achieving organisational commitment (Azeez, Jayeoba & Adeoye, 2016), it reduces workplace conflict proneness (Bankole, 2010), aids the realisation of organisational strategic vision and quality of employees working life.…”

Section: Discussion Of Resultsmentioning

confidence: 99%

Workplace Safety Climate and Turnover Intention of Nigerian Prison Service Officers

Azeez

Fapohunda

Jayeoba

2018

LJERHRM

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This study investigated workplace safety climate and turnover intention among Nigerian prison service officers. It adopted the descriptive survey research design. Three prisons were selected using convenience sampling procedure and 187 respondents were selected with the use of purposive sampling method. The formulated hypotheses were tested using the Pearson Product Moment Correlation and multiple regression. The results showed a strong, positive and statistically significant relationship between workplace safety climate and turnover intention among Nigerian prison service officers (r=.63, p<.05). Also, a statistically significant influence of workplace safety climate dimensions (organizational level and group level safety climate) on turnover intention among Nigerian prison service officers was found (F(2, 184)= 15.78, p<.05), with R2 at 0.15. This posits that 15% of the variance in turnover intention is as a result of workplace safety climate dimensions (organization and group level safety climate). From these findings, it was recommended among others that, supervisors (group level safety climate) should adopt necessary practices (enlightenments and orientations on how to act safely at work) to reduce turnover intention of officers at the selected prisons.

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Section: Discussion Of Resultsmentioning

confidence: 99%

Workplace Safety Climate and Turnover Intention of Nigerian Prison Service Officers

Azeez

Fapohunda

Jayeoba

2018

LJERHRM

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“…It is a situation where there is healthy and cooperative working relationship between employers and employees. And as such, implies that whenever these mutual expectations are breached by either parties, industrial relations tend to be strained, ending up in industrial disharmony or conflict (Bankole, 2000); and consequently, manifests in the form of open hostility, distrust, disrespect, non-cooperation and avoidance of interaction (Hatch & Cunliffe, 2013). However, in order to mitigate or probably avert this scenario, Akpoyovwaire (2013) contends that people at the herm of affairs (management staff) must have the prerequisite knowledge and authority to execute their responsibilities objectively without fair or favor; they must ensure that the task structure of each employee group is properly defined in such a way that it leaves no room for role ambiguity; that employers of labor should synergize with trade union representatives in the development of effective procedures for negotiation of terms and conditions of employment and for settlement of disputes.…”

Section: Industrial Harmonymentioning

confidence: 99%

Factors Affecting Performance of Community Development Projects in Kenya.

NDIRANGU

2021

RJIBM

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This study sought to explore the factors affecting performance of community development projects in Kenya. The study used a research design where both qualitative and quantitative techniques were used. The study adopted a census survey research design. The target population for this study was 1800 projects from Meru County. A sample of 10% was selected from the targeted population. This study used a stratified random sampling and from each stratum samples that was picked randomly. The sample size of this study was 180 respondents. The study used Instruments to collect both primary and secondary data. The instruments were both structured and semi-structured. A pilot test was conducted to test the validity and reliability of the instruments. The collected data was analyzed with the help of a Statistical Package for Social Sciences (SPSS) version 21. The study used multiple regression and analysis of variance. The study used descriptive statistics, inferential statistics, frequency, mean standard deviation and percentages. Planning coefficient of 0.865 was found to be positive at significant level of 0.0012 and this indicated that Planning has a positive influence on Project Performance, (X2) Training coefficient of 0.868 was found to be positive at significant level of 0.0022 and this indicated that Training has a positive influence on Project Performance, (X3) Monitoring and Evaluation coefficient of 0.810 was found to be positive at significant level of 0.0019 and this indicated that Monitoring and Evaluation has a positive influence on Project Performance. (X4) Stakeholder involvement coefficient of 0.741 was found to be positive at significant level of 0.001 and this indicated that Stakeholder involvement has a positive influence on Community development projects in Kenya. Key Words: Planning, Training, Monitoring and Evaluation, Stakeholder’s Involvement, Community Development Projects

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“…The incidence of frequent industrial action in our tertiary institutions could be traced to application of in-appropriate negotiation strategy (Bankole, 2014, Alake, 2015Hassan, 2016, Albert, 2016 arising from the negative interpersonal perceptions and feelings of both parties (employees and employers) and their behavioural orientation that seems to be grossly defective (Bankole, 2010). It is against this background that this paper examined some of the available negotiation strategies; identified the appropriate one based on the features of the strategy and subsequently suggested intervention training on some Behaviour Modification Skills (BMS) that could enable both parties to transform their negative perception about each other to positive one, improve on their behavioural orientation and voluntarily embrace the negotiation strategy considered appropriate and effective to manage conflicts.…”

Section: Statement Of the Problemmentioning

confidence: 99%

“…Suffice it to say that this menace has equally affected adversely the standard of education at tertiary level as some of our university graduates could not defend their certificates competently. And by extension, it has apparently impacted negatively on the socio-economic and technological advancement of Nigeria as a nation (Bankole, 2010, Alake, 2015Albert, 2016;Hassan, 2016).…”

Section: Introductionmentioning

confidence: 99%

Collaborative Negotiation Strategy: A Panacea for Sustainable Industrial Peace in the Educational Sector of Nigeria

Bankole

Oderinde

2018

LJERHRM

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The persistent occurrence of industrial conflict in Nigeria educational sector particularly at tertiary level has apparently impacted negatively on the standard of education in the country. Past studies had traced the frequency of industrial actions in tertiary institutions to the type of negotiation strategy often employed by both labour leaders and management representatives. This study therefore examined the available negotiation strategies with a view to identifying the appropriate one and subsequently suggests what could be done for the two parties to voluntarily embrace the negotiation strategy considered appropriate and effective to achieve sustainable industrial peace. Using the archival method, the study observed that competing negotiation strategy was predominantly used in the tertiary institutions in Nigeria. And due to the confrontational and judgemental nature of the strategy, it could not stem the tide of incessant incidences of industrial action. Also, the study observed that the choice of competing negotiation strategy by both parties was probably due to their negative perception about each other and their behavioural orientation that is grossly defective. Based on the observation and the theoretical framework, it was suggested that training programme on some identified Behaviour Modification Skills (BMS) be organized for both parties. It is anticipated that by acquiring the skills, both parties would consciously change their negative perception to positive and their behavioural orientation would equally be enhanced. Thus, both parties would be willing to apply voluntarily the collaborative negotiation strategy considered appropriate and effective to attain sustainable industrial peace in our tertiary institutions.

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Psychological Redictors of Conflict Management Behaviour of Labour Leaders in Lagos State, Nigeria

Cited by 6 publications

References 5 publications

Workplace Safety Climate and Turnover Intention of Nigerian Prison Service Officers

Workplace Safety Climate and Turnover Intention of Nigerian Prison Service Officers

Factors Affecting Performance of Community Development Projects in Kenya.

Collaborative Negotiation Strategy: A Panacea for Sustainable Industrial Peace in the Educational Sector of Nigeria

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