FACULTY OF EDUCATION
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Item Safety and digital economy in the global south: an educator’s approach(African Academic Research Forum, 2024) Akinyooye, F. E.The rapid growth of the digital economy has created various opportunities for individuals, organisations and communities particularly in the Global South. High rates of poverty and wealth inequality plague many of the Global South nations such as China, India, Indonesia, Brazil, Pakistan, among others which has resulted in notable differences in the digital divide and restricted access to education. Education systems in the Global South often face challenges such as inadequate infrastructure, insufficient funding, and a shortage of qualified teachers. The digital economy’s disruptive effect can also be seen in a variety of sectors, including health, family life, financial services and communication networks. These problems require safeguarding individuals’ safety and security in the ever-changing contexts. This paper uses systematic literature and critical analysis to investigate the main significant benefits of an internet-based economy with improved access to information and markets, job prospects, and economic growth. It will then introduce the notion of safety education in a digital economy and its role in equipping individuals to traverse the digital landscape. Safety education can help to reduce the risks posed by digital economy.Item Reading habit and gender as predictors of adult learners’ performance in english language in literacy centers in Oyo state, Nigeria(2024-06) Akinyooye, F. E.; Popoola, D. I.Reading is an effort to understand the writer's message for development on a personal level and professional achievement. As a result, psychologists view it as a complex cognitive process where meanings are constructed from texts. The current study was carried out in literacy centres in Oyo State, Nigeria, to ascertain the associations between adult learners' academic accomplishment in English language, gender, and reading habits. A descriptive survey design was used in the study. The study employed a purposive sampling technique to choose 120 participants from literacy centers located in the city of Ibadan. Data were gathered using the Reading Habits Questionnaire (RHQ) and the English Language Achievement Test (ELAT). Descriptive and inferential statistics were used to analyze the responses. The empirical findings indicated that reading habit (β = -0.097; t = -0.277; p 0.783 > 0.05) and gender (β = -0.526; t = -1.577; p 0.119 > 0.05) have negative and insignificant relationship with adult learners’ academic performance. The results also indicated reading habit and gender jointly accounted for 0.04% of the total variance in the dependent variable (adult learners’ performance in the English language) among adult learners in literacy centers in Oyo State. Lastly, the findings revealed that age significantly influences adult learners ’ performance in the English language (F3,17 = 2.46; P<0.05). It is implied that adult educators should design these kinds of projects and assignments with reflective thinking in mind, taking into account the importance of reading habits for academic success. In addition, facilitators could collaborate to develop schedules for library instruction to help adult learners develop a reading habit.Item Promoting digital technology for labour leaders training in Nigeria: issues and perspectives(2022-06) Akinyooye, F. E.Labour union leaders are very important to the success of any union activities. The labour leaders are expected to drive their members towards the achievement of the various goals set by the union. These leaders therefore need the necessary leadership skills to enable them lead effectively. Hence, the need for regular training programs to equip them with adequate skills such as. empathy, communication, problem solving, creativity, interpersonal and team work. However, such regular training programmes aimed at equipping, building and enhancing union leaders’ capacity may not be possible due to constraints like time and finance. The break out of COVID-19 which ravaged the whole world has also served as a deterrent to physical training or gathering of people in large numbers. In order to overcome these barriers, there is a call to promote digital industrial training programmes for the labour leaders through the principles of Adult Education. This paper examined the rationale and perspectives for promoting digital industrial training programmes among labour union leaders in Nigeria.Item Principal leadership styles and work climate on performance of public senior secondary schools’ teachers in Ibadan metropolis(2023-09) Akinyooye, F. E.; Fajimi, B. A.; Oluwatuyi, O. J.There has been a concern that counterproductive leadership styles of principals and schoolwork environment have negative effects on teachers’ job performance in secondary schools. The study examined the impact of principal leadership styles and work climate on teachers’ performance in selected public senior secondary schools in Ibadan metropolis. The study adopted correlational survey design. A sample of 270 participants was drawn from nine public senior secondary schools in selected three local government areas in the metropolis through multistage sampling techniques. The study used validated nstruments labelled “Principal’s Leadership Styles Questionnaire’ (PLSO), ‘School Work Climate Questionnaire’ (SWCQ), and ‘Teachers’ Performance Questionnaire’ (TPQ). The Cronbach Alpha test-retest reliability coefficient of 0.71, 0.68, and 0.81 were obtained respectively for the questionnaires after trail-tested among 30 teachers outside the sample. The study found that both principal leadership styles and work climate have a significant impact on the performance of public senior secondary schools’ teachers in Ibadan metropolis. The study also identified different leadership styles used by principals in public senior secondary schools in Ibadan Metropolis which were directive, supportive, participative, and achievement-oriented leadership styles. The work climate was found to be positive with teachers reporting high levels of job satisfaction and motivation. The school management board should institute conducive work climate and organise leadership development programmes for the academic staff to increase leadership competencies of principals, boost teachers’ performance in all areas of school operations, maintain the right work climate, and improve staff morale.Item Leadership questions and effective trade union functions(National Commission for Mass Literacy, Adult and Non-Formal Education, Abuja, Nigeria, 2023-03) Akinyooye, F. E.Trade union is important to effective industrial relationship in any economy. Organisations exist to create labour productivity and wealth in the economy but the sustenance of the objective in a competitive environment is moderated by the trade union and how its functions are managed by its leadership complex and competitive environment. Rather than harmonious relations that should foster productivity, trade disputes and strikes have been commonplace with consequences on the economy. The Nigerian Labour Congress (NLC), Academic Staff Union of Universities (ASUU), NASU, and Nigerian Medical Association (NMA) and others have been involved in prolonged industrial disputes with their employers and the government at various times in the last two years. The incessant industrial disputes have shifted attention of scholars and other stakeholders to the functions of the trade union particularly the capacity of its leadership to effectively manage the activities of the trade union and redirect the union to the path of value creation and functional relationship with the employers and government. This paper will focus on questions that workers ask in the workplace about their career and future as it relates to their associations and the meaning they derive from the response they get from leadership.Item Influence of reward system and career development programmes on non-academic employees’ commitment in University of Ibadan, Nigeria(Scholar AI LLC., 2023-09) Akinyooye, F. E.; Oniyide, A. O.There is no denying that organisations today are dealing with greater obstacles than before. These issues affect all organisations, regardless of their size, structure, or the type of the goods or services they provide. They are not special to any one organisation or industry. As a result, this study examined the nexus between reward system and career advancement programmes on non-academic employees’ commitment in University of Ibadan, Nigeria. Two specific objectives were raised for attainment. Stratified and simple random sampling techniques were employed to sample three-hundred and sixty (360) respondents. A questionnaire created by the authors tagged ‘Reward System and Career Development Questionnaire “RSCDQ” and Employees’ Commitment Questionnaire ‘ECQ’ was used to obtain information. Analyses of data were done with the aid of descriptive and inferential statistical tools of SPSS. The empirical findings indicated that the reward system has positive and significance influence on employees’ commitment. This showcases that the more favourable the reward system is, the more likely the non-academic employees would demonstrate high degree of commitment in the course of discharging their duties. The empirical outcomes further revealed that career development has a positive and significance influence on level of commitment of non-academic staff. However, it is concluded that both prevailing reward system and career development exercise have great impact on employees’ commitment level. It is recommended that reward system and career development programmes should be enhanced by the concerned stakeholders in order to always guarantee employees’ commitment to duties.Item Industrial relations practice in Nigeria: issues and perspectives(Faculty of Education, University of Delta, Agbor, Nigeria, 2022-09) Akinyooye, F. E.; Fajimi, B. A.This study explored the practice of industrial relations in Nigeria during the military regime era and civilian government era. It drew a comparison between the eras to determine the impact of the power dynamics and relationships between the government and labour unions on Nigeria's industrial relations theory and practice. The study relied on the documentary method and obtained secondary sources data from a review of journals, textbooks, and official publications to examine the impacts of these two eras on industrial relations practice by diagnosing their involvement, intervention, and interference in labour union movements in the country. As the largest employer of labour, the government was more than the employer in the power dynamics of industrial relations practice. The industrial relations system evolved in an environment of government involvement, intervention, and interference, whether it was the military or civilian government in power. Consequently, the industrial relations practice in Nigeria has not been able to represent the management of institutionalized relationships in the social system to promote harmonious industrial co-existence between principal actors: government and labour unions. The study suggested that the government should serve as regulators in the industrial relations systems to manage institutionalized relationships through policies and evolve self-governing mechanisms devoid of interference for harmonious mutual co-existence with labour unions for stability in the policy and economic posterity in Nigeria.Item Digital technology as a tool for changing learning space for workers’ training in Nigeria(2024) Akinyooye, F. E.Workers are essential part of the organisational system because they represent the human capital resources that drive all other factors or parts of the system in a bid to achieve the organizational goal. In order to keep the workers abreast of changes and to ensure acquisition of requisite skills needed for optimal performance, there is always the need to engage the workers in training and retraining from time to time. Organization of trainings for workers come in different forms and types. There could be on the job training where workers are exposed to learning components while on duty at work. There could also be organization of training outside the workplace when workers take time off to undergo trainings which will help in additional skill acquisition. Facilitators used for workers training can either be internal or external facilitators depending on the needs and choice of organisers. However, with the emergence of technology and the recent occurrence like the world pandemic which nearly stopped all activities even at the workplace, there have been many evolutions on how activities at workplace can be carried out. This is also inclusive of training process which can afford the workers the opportunity to learn and improve their skills inspite of the limitations prevalent in the world. One would then think of exploring digital training for workers in Nigeria. This paper looks at the need for a change of learning space for Nigerian workers, opportunities in digital training, challenges of digital technology at the workplace for training and some suggestions on how to maximize the benefits for training Nigerian workers.Item Socio-economic factors as determinants of employees’ commitment in a selected organization in Ibadan(2022) Akinyooye, F. E.; Osainika, A. EThe commitment of employees in an Organization is very important especially in Service providing public Organization. Despite various studies on the determinants of employees' commitment, little studies have examined the influence of socio-economic factors on employees' commitment. This study therefore, investigates employees' educational qualification and income on commitment in a selected Organization in Ibadan. The study adopted descriptive design with multi-stage sampling techniques. About 250 employees were selected into the study, their ages ranged between 20 and 59years, mean of 41.7 white Standard deviation of 8.27. Structured questionnaire was used for data collection. The result showed that educational qualification significantly influenced employee's commitment (F[5,249] =3.05;P<05). Employees with primary school certificate (x=61.00; SD=0.01) significantly different from other employees with OND/NCE (x Diff=15.26; Std Error=6.13; P<.05), B.Sc./BEn/BA (x Diff.=15.01; Std Error=6.10; P<.05), and Postgraduate (x_Diff.= 16.94; Std Error=6.22; P<.05); however, not significantly different from employees with SSCE (x Dijf.=10.27; Std Error=6.57; P>.05) on employees' commitment. Therefore, employees with primary school certificates contributed to the significance of educational qualification on employees' commitment. More so, income significantly predicts employee commitment (R2=.14, R=.38; ß=.38; F (1,248) = 41.75; P<.01). The income of employees accounted for 14% variance that occurred in employees' commitment. The study concluded that income of the employees including their bonus, allowances and other benefits should be closely paid attention to, while considering educational qualification of the employees especially when recruiting and allocating employees into job unitsItem Industrial relations practice in Nigeria: issues and perspectives(2022) Akinyooye, F. E.; Fajimi, B.A.The study relied on the documentary method and obtained secondary sources data from a review of journals, textbooks, and official publications to examine the impacts of these two eras on industrial relations practice by diagnosing their involvement, intervention, and interference in labour union movements in the country. As the largest employer of labour, the government was more than the employer in the power dynamics of industrial relations practice. The industrial relations System evolved in an environment of government involvement, intervention, and interference, whether it was the military or civilian government in power. Consequently, the industrial relations practice in Nigeria has not been able to represent the management of institutionalized relationships in the social System to promote harmonious industrial co-existence between principal actors: government and labour unions. The study suggested that the government should serve as regulators in the industrial relations Systems to manage institutionalized relationships through policies and evolve self-governing mechanisms devoid of interference for harmonious mutual co-existence with labour unions for stability in the policy and economic posterity in Nigeria