Employment Relations & Human Resource Management- Scholarly Publications

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Browsing Employment Relations & Human Resource Management- Scholarly Publications by Author "Ekwoaba, J.O."

Now showing 1 - 4 of 4
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    Open Access
    Collective Bargaining in the Nigerian Chemical Rubber and Non-Metallic Products Industry.
    (2014) Anyim, F.C.; Olusanya, O.A.; Ekwoaba, J.O.
    Collective bargaining is the process which facilitates an agreement between workers on one side and employer on the other in which each side promises to carry out an obligation in exchange for its demand. This study utilized primary data gathered through structured interviews and a short questionnaire while secondary data were accessed from existing procedural agreements, industry periodicals and annual reports. The authors also witnessed the negotiation process between the parties up to the point that the collective agreement was signed. The previous and current collective agreements are presented in tables and analysed accordingly. The results show a decline in pay in relation to the national minimum wage between 2010 and 2012. In the light of this, the paper suggests that the prevailing economic conditions in Nigeria and the resultant adverse effect on organizations in the industry are the factors responsible for decline in pay in the industry.
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    Open Access
    The Impact of Recruitment and Selection Criteria on Organizational Performance.
    (Published by European Centre for Research Training and Development UK., 2015) Ekwoaba, J.O.; Ikeije, U.U.; Ufoma, N.;
    This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization’s performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization’s performance (X2 = 20.007; df = 4; p<0.05).
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    Open Access
    Organisational Culture: A Tool for Management to Control, Motivate and Enhance Employees’ Performance.
    (2014) Owoyemi, O.; Ekwoaba, J.O.
    This study examines strong organizational culture as a tool for management to control, motivate and enhance/improve employees’ performance in selected federal government tertiary institutions in Lagos mainland local government area of Lagos state. Structured questionnaire constituted the major instrument; it was administered on 120 employees of Personnel Departments of these institutions. Descriptive and inferential statistics were used for data analysis. The response rate was 90 percent as only 108 filled questionnaires. The result showed that organisational culture is a two edged sword that can cut across both management and employees, and therefore should be encouraged if it will lead to productivity and increase on performance, if not, other means of achieving performance should be employed. This study indicates that organizational culture is ambiguous and can lead to closure of mind and restriction and reduction of autonomy. It also provides direction. Results were discussed and recommendations made on the findings of the study.
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    Open Access
    Union Membership: Organizing Workers in the Shop and Distributive Industry in Nigeria.
    (2014) Anyim, F.C.; Ikeije, U.U.; Ekwoaba, J.O.
    This present study focuses on becoming a union member and organizing the unorganized workers with focus on Shop and Distributive Industry in Nigeria. Specifically, it investigates the conditions that influence workers’ decision to join a trade union, and whether workers’ organization provides collective voice for the workers in the workplace in relation to representation and participation and how union membership affects overall conditions of employment. Three research hypotheses guided this investigation and one hundred questionnaires were distributed to employees and union leaders in the Shop and Distributive industry. Out of these 100 questionnaires, 93 were fully completed and returned, thus representing 93% response rate. The reliability of the research instrument was 0.854 using Cronbach alpha technique. A descriptive and multiple regression analysis were employed in the analysis of data and hypotheses were tested at 0.01 and 0.05 significant level. The result showed that support for workers’ organization has a significant relationship with poor conditions of work (F = 28.952, P > .001), workers’ organizing decision has a significant relationship with the need for employees’ voice (F = 27.919, P > .001), and union membership and improved working conditions are significantly related (F = 10.389, P > .001).