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Pension Reform: An Assessment of Policy Implementation in Kaduna and Niger States Public Service, Nigeria
Amina Lami Abdullahi,
Ramatu Hyelni Zarma,
Okopi Alexander Momoh,
Hauwa Sani Jandutse,
Hassan Muhammad Abubakar
Issue:
Volume 8, Issue 2, June 2020
Pages:
49-55
Received:
16 February 2020
Accepted:
28 February 2020
Published:
10 March 2020
Abstract: The study assessed the pension reform policy in Kaduna and Niger states public service. Research design adopted for the study is descriptive-survey method which was used to carry out the study. The total population figure was estimated at about 170,000 including the 30 pension administrators/custodians. The sample-size for the study was 1700 representing 0.01% of the entire population. The sample-size was randomly selected to give each respondent a fair chance of being selected with purposive sampling technique. A structured questionnaire was used in data collection. The descriptive and inferential statistics such as mean scores, tables and content analysis were used. The mean range starts from 3 points and above. The research results lead to the clarity about the current contributory pension scheme in the public service for effective pension administration. Based on the results of findings of the study it was recommended that the banks and private financial institutions involved in Pension Fund Administration (PFA) should show ways to facilitate transparency and prudent accountability by publishing the rate of return, regular statements of contribution and interest for the various contributors to keep them abreast with their contributions.
Abstract: The study assessed the pension reform policy in Kaduna and Niger states public service. Research design adopted for the study is descriptive-survey method which was used to carry out the study. The total population figure was estimated at about 170,000 including the 30 pension administrators/custodians. The sample-size for the study was 1700 repres...
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Talent Management and Service Quality in the Jordanian Information Technology Companies: Conceptual Framework
Marwan Alabbas,
Mohammad Tayseer Alshaboul,
Dazmin Bin Daud
Issue:
Volume 8, Issue 2, June 2020
Pages:
56-59
Received:
21 February 2020
Accepted:
4 March 2020
Published:
10 March 2020
Abstract: The challenges facing Information technology (IT) companies in Jordan are great. One of these challenges is that companies’ interest in talent management is very slow and is attributed to several reasons. The dependence of many companies in the private sector [IT, health, industry] in Jordan on the minimum wage, which is equivalent to $ 310, because it does not match the economic situation in Jordan and the poverty rate in Jordan, which is equivalent to $ 1200. In addition, the job turnover rate for companies in Jordan and the study includes all sectors in Jordan, including IT companies, where the percentage reached 18.93%. This study aim to examine effect of talent management on the quality of services with competitive creativity as mediating variable and this study will be applied in IT companies in Jordan, and the sample of the study will be employees in this sector, this study provide all recommendations to decision-makers in this sector to apply the best strategies and practices in talent management, which will reflect the impact on the quality of services provided to customers as well as provide a clear vision of best competitive creativity practices that enhance the quality of services and because talent and creativity are linked in achieve the best results. The findings indicated a direct effect among development of talent and quality of service in IT companies in Jordan.
Abstract: The challenges facing Information technology (IT) companies in Jordan are great. One of these challenges is that companies’ interest in talent management is very slow and is attributed to several reasons. The dependence of many companies in the private sector [IT, health, industry] in Jordan on the minimum wage, which is equivalent to $ 310, becaus...
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Perceived Organizational Support Leads to Less Depression Among Hotel Employees in China
Issue:
Volume 8, Issue 2, June 2020
Pages:
60-68
Received:
25 February 2020
Accepted:
9 March 2020
Published:
17 March 2020
Abstract: Given that the occurrence of depression in the workplace are severe in China, the present study empirically explored the combating effect of perceived organizational support on hospitality employees’ depression, and the mediating effect of person-organization fit, as well as the moderating role of organizational tenure on the relation between perceived organizational support and depression. A self-administered questionnaire was distributed to 250 frontline employees from the hotel industry in China. Depressive symptoms, perceived organizational support, person-organization fit and organizational tenure were measured anonymously. A total of 228 effective respondents became our final example. Hierarchical multiple regression was used to test the hypothesized model. Results showed that (a) workplace depression was negatively predicted by perceived organizational support and person-organization fit, (b) person-organization fit mediated the relation between perceived organizational support and depression, and (c) organizational tenure strengthened the negative relation between perceived organizational support and depression. This study contributes to the hospitality management literature by testing the organizational resources in mitigating depression, and investigating the pathway to link perceived organizational support to depression via person-organization fit. In practice, this study sheds light on the potential interventions that could be taken by the organization to reduce depression that is prevalent in the service industry.
Abstract: Given that the occurrence of depression in the workplace are severe in China, the present study empirically explored the combating effect of perceived organizational support on hospitality employees’ depression, and the mediating effect of person-organization fit, as well as the moderating role of organizational tenure on the relation between perce...
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Modern Challenges of Human Resource Management Practice in Job Placement and Recruitment Within Organisations in the African Continent
Issue:
Volume 8, Issue 2, June 2020
Pages:
69-75
Received:
19 February 2020
Accepted:
6 March 2020
Published:
1 April 2020
Abstract: The practice and implementation of Human Resource Management process has become under crossroad with other professions within an organisational structures. The roles of accountants, finance officers, auditors, registrars, and most directors are often seen in performing the responsibilities and functions of Human Resource Manager. Hence, the intriguing fact is that most Human Resource Managers are not well placed within the organizational structures. Besides, the placement and recruitment of HRM potentially professionals are limited within the organizational structure which creates more difficulties for the Human Resource Management discipline going forward. Hence, the purpose of this research is to theoretically discuss these challenges to ascertain recommendations that will follow this study. Several studies have shown how HRM is misapplied in certain institutions and sectors and that disrupts the general purpose of the profession. Another challenge that needs to be checked is the eminent diminishing of potential students and trainees in this sector due to lack of available jobs to equate the number of graduates from this sector discipline. The question that kept coming up is who is responsible for recruitment management and administration of staff? Is it the line managers in the various departments and other sectors or the HRM unit? If it is the HRM unit how is it the HRM duty and responsibility, especially when it comes to specialization of staffing issues? This study is a theoretical applied study of research based on constitutions, laws, polices and theoretical studies. It is important to cross examine how HRM role and function are applied or placed within public sector organisations and institutions especially, within the institutions of higher learning–universities structures. This of course may vary from country to country where such conflict of misplaced profession needs to be clarified by standards of HRM profession. These research findings are based on secondary and theoretical sources of data.
Abstract: The practice and implementation of Human Resource Management process has become under crossroad with other professions within an organisational structures. The roles of accountants, finance officers, auditors, registrars, and most directors are often seen in performing the responsibilities and functions of Human Resource Manager. Hence, the intrigu...
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Job Satisfaction Level for Proactive Management: A Case Study at Jovay Mine Ghana Limited
Issue:
Volume 8, Issue 2, June 2020
Pages:
76-84
Received:
24 February 2020
Accepted:
9 March 2020
Published:
1 April 2020
Abstract: This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of management control on the critical overall employee job satisfaction dependency factor that will maximize profit. The lack of systemic priority model for job satisfaction parameters in the company is a gap which needed to be eradicated to overcome the dilemma situation of predicting which job satisfaction parameters (factor) to handle at a given time. The paper provides rout for evaluating given data to form priority ranking for job satisfaction parameters. The priority model staircase of step 1, 2, 3, 4, 5 and 6 provided by this research corresponds to data collation, data analysis into job satisfaction score, summarizing of scores into overall percentage scores, trendline options analysis of data, selection of best fit trendline option by comparing the of respective R2 values and ranking R2 of best fit trendline according to their relationship strength option. Additionally, equation for the best fit trendline options are developed to provide the arena or model for predicting the probable level for future job satisfaction focus for managerial key performance indications. The total samples of 60 were subjected to statistical evaluation, a standard of 8.71% and error of ±2.21% (±0.0221) were obtained for the given data.
Abstract: This study review the important of job satisfaction facets in production arena of Jovay Gold Company limited, Process Plant. It aims at rectifying the various shortfalls of using worst case scenario to enhance improvement. Clearly, the paper developed a model or steps for prioritizing the various job satisfaction parameters to enhance the focus of ...
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The Implications of Adopting and Implementing Electronic Human Resource Management Practices on Job Performance
Talatu Raiya Umar,
Bilkisu Abdulkadir Yammama,
Rashidat Otse Shaibu
Issue:
Volume 8, Issue 2, June 2020
Pages:
96-108
Received:
8 March 2020
Accepted:
24 March 2020
Published:
23 April 2020
Abstract: Past literature supports positive links between electronic human resource management practices (E-HRM), and job performance. However, poor application of e-HRM practices in the Nigerian public sector resulted in poor job performance and unwholesome ethical practices. As a result, calls for further research have been suggested, particularly on the direct process through which the adoption and implementation of e-HRM practices such e-communication; e-compensation, e-training and e-performance appraisal are likely to influence job performance. Hence, the purpose of this research is to investigate the relationship between electronic Human resource Management (E-HRM) practices and job performance (i.e. task, contextual, adaptive performance, and counterproductive work behaviour at the individual level. We employed a quantitative approach with survey from 214 academic and non academic staff in five higher institutions in Northern part of Nigeria. Using partial least square structural equation modelling (PLS-SEM), the quantitative results indicated that some of the components of E-HRM practices were positively associated with job performance. For instance, both e-communication, and e-compensation were significantly and positively related to all the dimensions of job performance (i.e. task, contextual, adaptive, and counterproductive work behaviour. Also, e-training was found to be positively related to task and adaptive performance only. Similarly, results showed that e-performance appraisal practice was only related to contextual performance and counterproductive work behaviour. On the contrary, e-training practice demonstrated no significant effect on contextual performance and counterproductive work behaviour. Similarly, no significant direct effect was found between e-performance appraisal and task and adaptive performance. Implications of the findings for future research and practice, as well as the limitations of the study are highlighted.
Abstract: Past literature supports positive links between electronic human resource management practices (E-HRM), and job performance. However, poor application of e-HRM practices in the Nigerian public sector resulted in poor job performance and unwholesome ethical practices. As a result, calls for further research have been suggested, particularly on the d...
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