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Doctoral Degrees (Management)

Permanent URI for this collectionhttps://hdl.handle.net/10413/7868

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Browsing Doctoral Degrees (Management) by Author "Atiku, Sulaiman Olusegun."

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    A conceptual framework to measure the effectiveness of work-life balance strategies in selected manufacturing firms, Lagos metropolis, Nigeria.
    (2018) Ganiyu, Idris Olayiwola.; Fields, Ziska.; Atiku, Sulaiman Olusegun.
    Achievement of work-life balance (WLB) by manufacturing firms in Lagos Metropolis, Nigeria is still a major challenge. Most manufacturing companies have put in place various work-life balance strategies (WLBS) such as parental leave, employees’ health and wellness programmes (EHWP), dependant care, personal development and flexible work arrangement to overcome this challenge. However, the efficacy of these WLBS at helping employees to address work and family stressors are still in doubt. Exploring the mediating influences of WLB satisfaction and WLBS on the link between work-family stressors and organisational performance could contribute to the body of literature in human resource management. Given the preceding, developing a conceptual framework to measure the effectiveness of WLBS in the selected manufacturing firms is of utmost importance to human resource management practice. This study employed explanatory sequential mixed methods research design in providing the required explanations of the mediating influences of WLBS and work-family satisfaction on the link between work-family stressors and organisational performance. A simple random sampling technique was adopted to select respondents for quantitative data ollection. A self-reported questionnaire was used as the main research instrument for this study. A total of 350 structured questionnaires were administered, while 315 questionnaires were returned from which three were not properly completed and were discarded. The remaining 312 which constituted an 89% response rate were coded and analysed for this study. Subsequently, six members of the management staff were purposively selected to participate in interviews for qualitative data. Five hypotheses which align with the research questions and objectives were formulated and tested using multiple regression and Structural Equation Modeling (SEM). Qualitative data was analysed utilising NVivo 11. The result of the statistical analysis revealed that there was no relationship between WLBS and employees’ job performance in the selected manufacturing firms. This implies that, the WLBS in place at the selected firms did not impact on job performance. The results also showed that there was no direct link between work-family stressors and the selected manufacturing firms’ performance. Rather, work-family stressors exert indirect influence on the selected manufacturing firms’ performance through WLBS and work-family satisfaction, indicating full mediation. The managerial implication of this study was drawn from the mediation analysis which illustrated that WLBS and work-family satisfaction mediate the relationship between work-family stressors and manufacturing firms’ performance. It is recommended that the manufacturing firms HR operate an inclusive policy in the redesigning of the WLBS by getting the employees involve in the redesign process.
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    The relationship between organisational culture and performance : a case of the banking sector in Nigeria.
    (2014) Atiku, Sulaiman Olusegun.; Fields, Ziska.
    The interplay between organisational culture and performance is an on-going area of research. Previous studies have not being able to provide constructive explanations of the link between organisational culture and performance. The current study proposes a research model as an extension to the direct link between organisational culture and performance, utilising human resource development policy and human resource outcomes as mediating variables. This study also explores the role of human resource outcomes in the relationship between human resource development policy and commercial banks’ performance in Nigeria. The study adopted a non-experimental research design of ex post facto type, utilising a correlational approach with advanced explanatory design. This suggested the utilisation of concurrent transformative mixed methods for data collection and suitable corresponding data analysis procedures. The instruments used for data collection were the: Organisation Culture Scale (OCS), Dimensions of Learning Organisation Questionnaire (DLOQ), Human Resource Outcomes Scale (HROS), Employee Attitude Survey (EAS), Organisational Citizenship Behaviours (OCBs) and Organisational Performance Scale (OPS). The Cronbach’s alpha coefficients were; 0.886, 0.914, 0.898, 0.900, 0.878 and 0.821, respectively. A combination of simple random sampling and convenience sampling techniques was adopted. While three hundred and eighty (380) questionnaires were distributed to the respondents; three hundred and six (306) were returned. Only one questionnaire was not properly filled and was discarded. The remaining 305 questionnaires represent an 80.3% response rate. Based on the overall objective of the study, five hypotheses were formulated and tested using Pearson Product-Moment Correlation (PPMC) and multiple regression analysis, and Structural Equation Modelling (SEM) via IBM SPSS statistics version 21 and IBM SPSS AMOS version 21, respectively. The study found a statistically significant alternative route from organisational culture to performance, by communicating core values through human resource development policy and shaping employee skills, attitudes and behaviours; as human resource outcome factors, which better explained the variations in commercial banks’ performance in Nigeria. This study extends the frontiers of knowledge in the field of human resource management and organisational behaviour by offering a four-stage explanation/discussion on the culture-performance link.