Survey data on work environments and productivity of academic staff of selected public universities in Nigeria

Salau, Odunayo Paul; Worlu, Rowland E.K.; Osibanjo, Adewale Omotayo; Adeniji, Anthonia; Oludayo, O. Olumuyiwa

doi:10.1016/j.dib.2018.06.074

Cited by 17 publications

(11 citation statements)

References 6 publications

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“…According to Nwosu et al 2013, Simbo et al (2012) and Vilasini et al (2012), poor performance of the manufacturing sector in Nigeria is attributed to incessant power outage and inadequate trainings (O.P. Salau et al, 2018), poor maintenance of machines and machineries, low motivation (Ghadi et al, 2013), leadership deficiency, technology upgrade and poor safety mechanisms. As a result of the importance of job performance in the competitive service industry, it is essential to determine the predictor(s) and explore new insights into how and which leadership dimension enhances job performance of employees' significantly in Nigeria manufacturing sector.…”

Section: Introductionmentioning

confidence: 99%

Leadership dimensions, employee engagement and job performance of selected consumer-packaged goods firms

Adeniji

Osibanjo

Salau

et al. 2020

Cogent Arts & Humanities

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Section: Introductionmentioning

confidence: 99%

Leadership dimensions, employee engagement and job performance of selected consumer-packaged goods firms

Adeniji

Osibanjo

Salau

et al. 2020

Cogent Arts & Humanities

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“…For this reason, the datasets 31 attached to this research were analysed at the university level, model level and combined, using partial least square -structural equation modelling (SEM) technique for data analysis. Smart Partial Least Square (SEM-PLS, version 3) software was used for the analysis, because this tool can be used for theory testing in early stages 28,32,33 .…”

Section: Discussionmentioning

confidence: 99%

“…Teachers are pivotal to the running of an effective and efficient university academic process and central to driving teaching and learning improvements in universities. The right representation of teachers in the university system in both quantity and quality is a sine qua non for instituting quality and standards in the university system [1][2][3][4] .…”

Section: Introductionmentioning

confidence: 99%

Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

et al. 2020

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Background: Retention of academic staff is gaining the attention of various educational stakeholders in many developing countries like Nigeria. However, there is little extant literature on how various determinants and risk factors affect retention strategies and sustainable performance of academic staff of government owned universities in Nigeria. Consequently, this paper showed the direct relationships between retention strategies and sustainable performance. Methods: Copies of the designed questionnaire were distributed to members of the academic staff ranging from the Professors to Graduate Assistants of the selected state-owned Universities in Southern Nigeria. Statistical analysis for the study included descriptive measures, measurement and structural models. Results: The determinants of retention strategies had significant impacts on the sustainable performance of academic staff at r = 0.660 (p < 0.05) and r = 0.558 (p < 0.05), respectively. A direct relationship was also established between academic retention and sustainable performance of staff in the selected universities (r = 0.187, p < 0.05). This implies that the 48.3% variance in sustainable performance is explained by the level of determinants/risk factors and retention of academic staff in the selected universities. Conclusions: The study concludes that adequate funding provides Nigerian universities with the opportunity to meet the needs of the growing population and to match other top universities elsewhere in the development of vital highly skilled manpower, research and innovations, which are the tools for sustainable performance.

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“…There is an overlap between the views of the company and the worker about quality jobs. For example, both dimensions of job quality are income and benefits from employment, as well as job security and social protection ( Rani and Mishra, 2012 ; Salau et al., 2014 ; Salau et al., 2018 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Crystalising employment quality and behavioural outcomes of employees in the public service

Salau

Osibanjo

Adeniji

et al. 2020

Heliyon

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The goals of equitable and fair treatment in employment relationships have become a growing concern due to demographic changes and globalisation. Consequently, the quality of employment and relationships appeared to be an anachronism in competitive conditions where an organisation may need to minimise costs by reducing the headcounts. The study investigated the determinants of employment quality on employee behavioural outcomes. The study adopted a descriptive research design to establish trends related to the objectives of this study. The survey questionnaire was adopted to elicit information from the staff of the selected public (corporation) service. Out of 350 copies of the questionnaire distributed, only 230 copies were duly filled and completed. A variance-based model, specifically, SEM was adopted to establish goodness fit. Results indicate that work flexibility, learning and development, organisational culture, involvement in the determination of reward system, and work relationship significantly impact on employee behavioural outcomes. On the contrary, it was evident that the organisational policy has the least predictive value for promoting desirable outcomes. This could probably be as a result of many written rules and bureaucratic structure that exist in the public service. Differences in employees’ behavioural outcomes can be linked to age (λ 2 = 5.741, df = 4, P < 0.05), educational background (λ 2 = 7.723, df = 4, P < 0.05) and work experience (λ 2 = 9.672, df = 4, P < 0.05) while gender was not statistically significant. By implications, organisational policies should be tailored towards ensuring the quality of employment and should be targeted to facilitate commitment and positive work behaviour.

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Survey data on work environments and productivity of academic staff of selected public universities in Nigeria

Cited by 17 publications

References 6 publications

Leadership dimensions, employee engagement and job performance of selected consumer-packaged goods firms

Leadership dimensions, employee engagement and job performance of selected consumer-packaged goods firms

Determinants of retention strategies and sustainable performance of academic staff of government-owned universities in Nigeria

Crystalising employment quality and behavioural outcomes of employees in the public service

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