Browsing 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.
Employer branding and attraction of new employees: a case study of Ethekwini technical vocational education training college.
(2018) Musengi, Denis.; Atiku, Sulaiman Olusegun.
Employer branding implies differentiation of a company’s traits as potential employer from those of its rivals. The employment brand shows the unique aspects of a company’s employment offering. This study explored the influence of employer branding in attracting new employees. The study investigated the influence of employer branding, employer brand associations, image and self-concept in attracting new employees. The study was underpinned by a case study research design which required an in-depth understanding of a phenomenon. The qualitative methodology through in-depth interviews was employed. Twenty exit level students from the N6 Business Studies and Engineering were selected to participate in the study using non-probability sampling technique. Purposive sampling was used to select the sample. Data was analysed through the use of thematic analysis. Results of the study indicated that employer branding has an influence on attracting new employees. The study results showed that the brand associations that influence attraction are salary, benefits, working conditions, culture, growth opportunities and coaching and mentoring. The results of this study also indicated that employer image is central to the attraction of new employees. Self-concept was also revealed as a factor which influenced attraction. The study recommends employers to benchmark their employment offerings with best employers in their respective industries, employers to give top management support to employer branding programs and to fulfill employment offerings among other recommendations.
Factors influencing student attrition at Umgungundlovu technical and vocational education and training college.
(2017) Gwala, Bongani.; Atiku, Sulaiman Olusegun.
College qualification and post-secondary education provides individuals with the necessary skills to actively participate in the labour force. Without technical and labour skills individuals often find it difficult to obtain employment. Institutions of higher education such as Technical and Vocational Education and Training (TVET) Colleges and Universities offer such skills. TVET Colleges and universities often fail to ensure that all persons enrolled for different instructional programmes and qualifications end up obtaining the appropriate qualification. This study serves to describe factors influencing student attrition and the extent of influence at Umgungundlovu TVET College. In order to study student attrition at Umgungundlovu TVET College four objectives were set and this study incorporated a descriptive quantitative study which sought to describe and understand factors influencing student attrition at Umgungundlovu TVET College. A sample of 370 students was taken at the Msunduzi and Midlands campuses of Umgungundlovu TVET College. Data was collected using a structured questionnaire and analysed using descriptive and inferential statistical techniques. The results revealed that academic integration, social integration and organisational influences were most reliable in measuring students‟ attrition at Umgungundlovu TVET College. Environmental pull factors were not very reliable in measuring the students‟ attrition rate. Influences such as lack of study skills, limited practical work and theoretical approach to vocational education are cited as some of the factors that influence student attrition. Recommendations include that all TVET Colleges should have an enrolment management plan, which should involve all the stakeholders in the institution.
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.
Strategic capabilities and sustainability of SMMEs in Gauteng: a case of Roodepoort area in Johannesburg.
(2018) Abatan, Abiola Afolakemi.; Atiku, Sulaiman Olusegun.
Despite the interventions of South African government on SMMEs, there is still a huge challenge in ensuring that SMMEs are sustainable. SMMEs plays a major role in the sustenance of the South African economy. However, the lack of access to the necessary capabilities has led to the close down of many small businesses. Therefore, to achieve continuous success and low failure rate in SMME sector, there is need for the knowledge and awareness on the essential strategic capabilities for business sustainability. The challenges faced by SMMEs should also be carefully examined and monitored in order to provide lasting solutions. This research adopted the Sustainable Business Model (SBM) as the theoretical framework underpinning the concept and structure of the study. The SBM was used in the study as a foundation for identifying and suggesting the integration of strategic capabilities for the sustainability of SMMEs. This study performed an exploratory research analysis through quantitative research method to understand the level of awareness and adoption of various strategic capabilities within the SMME industries. The study investigated and identified the various key strategic capabilities available for SMMEs’ sustainability. The research also investigated challenges that SMMEs face in applying and performing the business actions/strategies for sustainability of their businesses. The study further examined the impact of adopting and performing business actions/strategies for the sustainability of SMMEs. In the process of understanding the essential strategic capabilities for sustainability of SMMEs, the findings of the study identified various essential strategic capabilities available within SMMEs. These essential strategic capabilities are in form of business strategies and process improvement actions. The cohesion of these two factors when effectively applied, ensures profitability and sustainability of SMMEs. Hence, recommendations were proposed on strategies that will ensure business sustenance over a long period. The study recommends and suggests that government support and intervention programmes should be effectively implemented to support SMMEs. Large organisations were encouraged to network and partner with SMMEs in order to enhance flexibility in organisational structure of large companies to accommodate business relationships with SMMEs. The study further recommends that SMMEs should build Business-to-Consumer (B2C) relationships in order to establish trust between SMMEs and their clients. Lastly, governments were encouraged to be consistent in their labour laws and implement low tax rates to ensure sustainability of SMMEs.