FACULTY OF EDUCATION
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Item Gender Disparity and Occupational Roles in the Banking Sector: Social Work Opinion on Workforce Inequality(2023) Afolabi, A.; Ajala, E. M.The connection between gender inequality and job roles among bank employees illustrates the complicated factors that sustain workplace disparities. This research investigated how gender- based imbalances appear in the banking industry, frequently leading to uneven representation, salary disparities, and fewer advancement opportunities for women. By delving into aspects like hiring practices, promotion criteria, work-life balance, and organizational culture, the study uncovers the primary obstacles that maintain gender-based occupational segregation. The results indicate that conventional gender expectations, hidden biases, and the absence of supportive workplace policies play significant roles in reinforcing this gap. Recommendations for reducing gender inequality among bank employees include implementing fair hiring and promotion practices, encouraging mentorship programmes, and advocating for workplace flexibility. Prioritizing the cultivation of an inclusive culture and addressing systemic barriers are essential for diminishing gender disparities and fostering a more diverse and fairer banking sector. This summary sheds light on the hurdles women encounter in the banking sector and offers approaches to foster greater gender balance and inclusion in the industry.Item Youth empowerment for productivity: can apprenticeship schemes turn them around?(Association of Applied Psychology and Human Performance, 2016) Ajala, E. M.; Adewole, A.Absence of acquisition of vocational skills on the part of the youths has been considered the bane of the economy of many African societies, particularly Nigeria. The National Directorate of Employment (NDE) schemes were the intervention strategies introduced by the government in its frantic effort to find a lasting solution to youth unemployment. In the light of the above, the study looked at the NDE schemes as a source of provider of employment through youth empowerment schemes in Oyo State, Nigeria. The descriptive research design of the expost-facto type was adopted for the study. The population for the study comprised all the youths who have benefited from the vocational skill acquisition and small scale enterprise schemes of the NDE in Oyo State, Nigeria. Random sampling technique was used to select 450 youths who benefited from the vocational skill acquisition scheme and the small scale enterprise schemes of the NDE. The instrument used was a questionnaire tagged "Skill Acquisition and Youth Empowerment Questionnaire" (SAYEQ) with four sub-sections. Two hypotheses were tested at 0.05 level of significance and the finding showed that there is significant impact of NDE vocational skill acquisition training scheme on youth empowerment (F(l.398) = 46. 769; P,<.05); there is significant impact of NDE small scale enterprises scheme on youth empowerment (F(l.398) = 99.284; P, <.05). It is recommended that industrial social worker should sensitise the government as to how best they can use these programmes (VSS and SSE) as agents of change in the life, socialisation and economic empowerment of youths within their communities and the nation at large.Item Youth empowerment for productivity: can apprenticeship schemes turn them around?(Association of Applied Psychology and Human Performance, 2016) Ajala, E. M.; Adewole, A.Absence of acquisition of vocational skills on the part of the youths has been considered the bane of the economy of many African societies, particularly Nigeria. The National Directorate of Employment (NDE) schemes were the intervention strategies introduced by the government in its frantic effort to find a lasting solution to youth unemployment. In the light of the above, the study looked at the NDE schemes as a source of provider of employment through youth empowerment schemes in Oyo State, Nigeria. The descriptive research design of the expost-facto type was adopted for the study. The population for the study comprised all the youths who have benefited from the vocational skill acquisition and small scale enterprise schemes of the NDE in Oyo State, Nigeria. Random sampling technique was used to select 450 youths who benefited from the vocational skill acquisition scheme and the small scale enterprise schemes of the NDE. The instrument used was a questionnaire tagged "Skill Acquisition and Youth Empowerment Questionnaire" (SAYEQ) with four sub-sections. Two hypotheses were tested at 0.05 level of significance and the finding showed that there is significant impact of NDE vocational skill acquisition training scheme on youth empowerment (F(l.398) = 46. 769; P,<.05); there is significant impact of NDE small scale enterprises scheme on youth empowerment (F(l.398) = 99.284; P, <.05). It is recommended that industrial social worker should sensitise the government as to how best they can use these programmes (VSS and SSE) as agents of change in the life, socialisation and economic empowerment of youths within their communities and the nation at large.Item The role of industrial social workers in integrating people with physical challenges in the work place(2017) Ajala, E. M.There is a misconception and belief by employers that persons with disabilities can be regular absentees at work, non-productive and not suitable for employment. The result is seeing persons with disabilities that are gainfully employed at workplace as strangers in the foreign land; whereas some of these physically challenged persons may be willing to work efficiently and effectively If given the opportunity to actively participate in the labour force rather than been excluded This study, therefore. examined job commitment adequacy of job performance, and/or otherwise of absenteeism of persons with disabilities from the point of view of employers and supervisors to whom they are responsible. The descriptive survey research design of the ex-post facto type was used for the study. The population consists of all employees in the selected workplaces in Oyo State/ Nigeria namely: Oyo State Civil Service, Federal Secretariat Ibadan, University of Ibadan and Federal College of Education (Special/ Oyo. The staff of the establishments were clustered into the able-bodied and the physically-challenged The total number of the physically challenged from the four establishments was 175 and a random sampling technique was used to select 275 non-physically challenged employees from where a physically challenged person is selected The supervisors of chosen samples (75 in number) were then contacted to respond to the questionnaires that elicit information about the 450 employees. A questionnaire tagged. "Employees Workplace Performance/Commitment and Attendance Questionnaire" at 0.05 level of significance was utilized to elicit response. The findings showed there is no significant difference in the work performance/ job commitment and absentee rates of physically challenged people and those that are non-physically challenged in the workplace. Based on these findings and for full integration of persons with disabilities into the workplace/ employers/ through their services and involvement of industrial social workers/ should work on job designs, access to the workplace/ work area design and give proper training and orientation to both the disabled and non-disabled persons at the workplace. Also/ there is the need to put in place flexible workplace practices that are peculiar and advantageous to the persons with disabilities. Full integration of physically challenged into the workplace will not only reduce the cost of maintenance by the family and society but will also reduce the poverty within the economy.Item Safety knowledge as predictor of accident prevention and crisis management among health and industrial social workers in southwest Nigeria(2017) Ojedokun, I. M.; Ajala, E. M."Safety consciousness is an everyday affair that is closely knitted with security. Safety consciousness which is a way of accident prevention couple with crisis management has become a challenge in the workplace. The absence of knowledge of safety on the part of Social workers intervention in accident prevention and crisis management has become challenging in different ways to the extent of affecting individuals, families, organizations and communities. To this end this study looked at safety knowledge as predictor of accident prevention and crisis management among health and industrial social workers in South-West Nigeria. The study adopts the descriptive survey research design with the population consisting of health social workers in public hospitals and industrial social workers in selected manufacturing firms in the South West Nigeria. Random sampling was used to select three states, Oyo, Lagos and Ogun States, out of the six states in the South West. The population was clustered into health and industrial sectors. Purposive sampling technique was used to select forty respondents from each stratum thereby making a total of two hundred and forty respondents. A self-developed questionnaire tagged “Safety Knowledge, Accident prevention and Crisis Management Questionnaire- SKAPCMQ” with a reliability coefficient of 0.84 was used for data collection. The instrument was rated on a four-point scale of Strongly Disagree (SD=1), Disagree (D=2), Agree (A=3), Strongly Agree (SA=4). Frequency counts and percentages were used to analyse the demographic characteristics of the respondents while Pearson Product Moment Correlation was used to test the research hypotheses at 0.05 level of significance. Findings from the study showed that health and industrial social workers’ safety knowledge had a significant relationship with accident prevention (r = 0.855, P < 0.05) and that health and industrial social workers’ safety knowledge had a significant relationship with crisis management (r = 0.529, P < 0.05). Based on these findings, it was recommended that employers should provide financial support for in-service training of social workers on crisis and disaster management to improve proficiency of the work force. "Item Work-family-conflict and family-work-conflict as correlates of job performance among working mothers: implications for industrial social workers(2017) Ajala, E. M.There has been an increased concern over the inter-role conflict that employees are experiencing as they try to balance the demands of work and family roles since these conflicts could result in negative consequences like poor job performance. Therefore, this study looks at the correlation between work-family-conflict, family-work-conflict and job performance of working mothers. The descriptive survey research design was used for the study. The population of the study comprised all working mothers in public hospital (nurses) and Local Government (clerical staff) in Ekiti State of Nigeria. Purposive and random sampling techniques were used to select three hundred respondents. The major instrument used for this study was a questionnaire tagged “Work-Family Conflict, Family-Work Conflict and Job Performance Questionnaire - WFCFWCAJPQ” adopted from Netemeyer et al. (1996) with 0.85 reliability coefficient. Data collected was analysed with mean, standard deviation and Pearson Product Moment Correlation. Findings showed that work-family-conflict was more predominant with working mother than the family-work-conflict. There was positive significant relationship between work-family-conflict; family work-conflict and job performance of working mothers It was then recommended that Industrial Social Workers should educate working mothers on how to balance their work and family responsibilities in order to have sense of belongingness in both domains and perform efficiently and effectively in the workplace.Item The effects of employee assistance programmes on workers' performance in selected work organisations in Ondo and Edo states, Nigeria(Department of Sociology, University of Jos, Jos,Nigeria, 2016) Ajala, E. M.; Osunrinde, T.P.Employees feel that their employers are disinterested in their personal issues mid difficulties, so they in turn feel no sense of care or belongingness towards the organisation which in turn becomes detrimental to the attainment of organizational objectives. It is against this background that this study examined the influence of employee assistance programmes on workers' performance in selected work organisations in Ondo and Edo States. Descriptive survey research design of the expost facto type was adopted for the study. Stratified random sampling technique was used to select three hundred and sixty (360) workers' from work organisations. A questionnaire tagged "Employee Assistance Programmes and Workers' Performance. Questionnaire" (EAPWPQ) with reliability coefficient of 0.87 was used for the study. Findings showed that there was no significant effect of counselling programme on workers' performance (r = -.124, r2=.0154; P >.05); that there was significant effect of stress management programme on workers' performance (r = .593, r2=.3516, p < .05); that there was a significant effect of supervisory programme on workers'performance (r = .645 r2, =.4277,p < .05); that there was a significant effect of conflict management programme on workers' performance (r = .679, r2 =.461,p < .05). There was a joint contribution of the four independent variables to the prediction of the dependent variable (R = .743, R2 of .551). There was relative contribution of each of the four independent variables to the dependent variable in the ascending order: counselling programme (β =-.132, t=-3.56), stress management pragramme (β = .092, t= 1.54), supervisory programme (β = .296, t= 5.21) and conflict management programme (β = .426, t=8.00). The findings concluded that Employee assistance programmes such as counselling programme, stress management programme, supervisory programme and conflict management programme have positive influence on the performance of workers. Based on these findings, it was recommended that the management of organisations where employee assistance programmes are absent should introduce these assistance programmes so as to take care of the welfare of their workers as it has been proven to have positive influence on the performance of workers' in the workplace. The study also recommended that the industrial social worker should help to make sure that the workers' are aware of EAPs, their benefits and why they should make use of the available employee assistance services in the organisation.Item "Perceived impact of music listening practices on task performance of clerical staff in service industry in Nigeria "(Department of Sociology, University of Ilorin., 2016) Ajala, E. M.Music at The workplace is assumed to be a form of distraction to employees' performance. However, occupational stress and depression that affect 'workers productivity had been seen to have reduced at workplace through listening to music. It is against these diverse views that this research looked at the impact of listening to music on the task performance of clerical staff in the service industry. Purposively sampling technique was used to select 147 participants from the University and Federal Secretariat in Ibadan, Oyo State, Nigeria. Qualitative method was used for data collection and analysis. Finding showed that 96% of respondents listen to music while at work from music recorded on their laptops or from CDs played from their computers. About 74% did not see listening to music has been distractive to task performance rather it motivate them for better performance of tasks. About 94% (138) agreed that music at work smoothened their mood, help them to remain focused, and help in their being creative toward their job tasks. Finding showed that 30% of respondents want fast rhythm music be played to further 'soothing out their tension while carrying out their tasks and not only the current use of relaxed rhythm. Also, 85% of respondents supported regulating the volume of the music played so as not to serve as distraction to their task performance. Based on these findings, it was recommended that both rhythm and volume of music should be varied to take care of individual differences to enhance task performance.Item Benefits of employee assistance programmes in industrial organisations(His Lineage Publishing House, 2016) Ajala, E. M.Ensuring that employees work with their greatest potential to enhance productivity and efficiency are inhibited and restricted by physical and psychological problems. These problems come in the form of depression, sickness, disability, stress, burnout, absenteeism, and presenteeism. Work organisations can reduce or eliminate these problems through employees assistance programme (EAP). EAP typically provides screening, assessment, brief intervention, referrals to other services, and case managements with longitudinal follow up for these problems. This paper looked at the historical evolution of EAPs, functions of EAPs, the need for the establishment of EAPs in the workplace and the main types of EAPs which are classified based on the users, namely: individual, managerial/supervisory, organisational and administrative services. The paper also looked at the roles of EAPs to individual, managers and the organization. The paper established that EAP practitioners provide consulting services to managers and supervisors regarding employee performance and serve as behavioural consultants to corporate leaders when unexpected events occur. It helps employees to obtain help with problems that can/are affecting work, family and their well-being. Early uses of EAPs contributed to the prevention of serious problems for the individual employee, family and employer. Finally, positive organizational culture, improved morals, attraction of top talents, increased job commitment and increased job satisfaction are guaranteed when EAPs are efficiently and effectively utilised. It is recommended that the identification, integrating EAPs will enhance employees and workplace effectiveness in becoming vital tool for maintaining and improving worker health and productivity, retaining valued employees, and returning employees to work after illness or injuries. Furthermore, the establishment of EAPs will confer the following benefits to the organisation: productive employees, low rate of absenteeism, better job climates and organisational morale, less inter-group conflicts.Item Organisational justice and psychological well-being of employees in the local government service of Osun state, Nigeria(Indexed African journals online (AJOL), 2015) Ajala, E. M.; Bolarinwa, K. O ."An individual's perception of and reactions to fairness in an organisation, is fundamental to human psychological and social interaction. The feeling of justice, be it promotional decision, assignment of tasks, allocation of rewards are germane to the psychological well-being of employees. It is against this background that the research looks into organisational justice and psychological well-being of employeesin the local government service of Osun State, Nigeria. The descriptive research design of the expost facto was used for the research. The population of this study consisted of staff of the Ministry of Local Government and all employees of the thirty Local Government Councils in Osun State. A multi-stage sampling technique was used for the selection of the 317 respondents used for the research. The main instrument used for the study is a questionnaire tagged ""Organisational Justice and Employees' Psychological Wellbeing Questionnaire (OJAEPWQ)"" with four sub-sections namely Distributive Justice Scale (DJS), Procedural Justice Scale (PJS), Interactional Justice Scale (IJS), Psychological Wellbeing Scale (PWS) with reliability coefficient of 0.79, 0.90, 0.86 and 0.87 respectively. Two research questions and three hypotheses were analyzed using multiple regression analysis and Pearson Product Moment Correlation at 0.05 level of significance. Findings showed the joint contribution of the three independent variables to the prediction of the dependent variable is significant (F(3,313)= 181.203). The relative contribution of the three independent variables to the dependent variable, expressed as beta weights are Distributive justice (β = 150, t=3.436, P<.05), Procedural justice (β= .247, t=5.537, P <.05) and Interactional justice (β= .511, t=10.305, P<.05). Furthermore, it was revealed that there was a significant relationship between distributive justice and psychological well-being (r=.583, n=317, P <.05). There was a significant relationship between procedural justice and psychological well-being (r=.643, n=317, P < .05) and that there was a significant relationship between interactional justice and psychological well-being (r = .760, n = 317, P < .05). Based on the above findings it was recommended that managements in organisations should give room for justice in such a way that the psychological well-being of employees in terms of their thoughts, feelings, emotions, understanding, perception and interpersonal relations are protected among others. "