2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator
| Format: | General Document |
|---|
| _version_ | 1860798034441404416 |
|---|---|
| building | INTELEK Repository |
| collection | Online Access |
| collectionurl | https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 |
| copyright | Copyright©PWB2025 |
| country | Malaysia |
| date | 2023-07-10 |
| format | General Document |
| id | 15574 |
| institution | UniSZA |
| internalnotes | Sila masukkan subject wajib Dissertations, Academic. Terima kasih... |
| originalfilename | FACTORS INFLUENCING EMPLOYEES’ COMPETENCE IN NIGERIA WORK ENGAGEMENT AS MEDIATOR (PHD_2023).pdf |
| person | Isah Sani |
| recordtype | oai_dc |
| resourceurl | https://intelek.unisza.edu.my/intelek/pages/view.php?ref=15574 |
| sourcemedia | Server storage Scanned document |
| spelling | 15574 https://intelek.unisza.edu.my/intelek/pages/view.php?ref=15574 https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 General Document Malaysia Library Staff (Top Management) Library Staff (Management) Library Staff (Support) Terengganu Faculty of Business and Management English application/pdf 1.5 Nigeria Server storage Scanned document Universiti Sultan Zainal Abidin UniSZA Private Access Universiti Sultan Zainal Abidin SAMBox 2.4.24; modified using iTextSharp™ 5.5.10 ©2000-2016 iText Group NV (AGPL-version) Copyright©PWB2025 2023-07-10 377 FACTORS INFLUENCING EMPLOYEES’ COMPETENCE IN NIGERIA WORK ENGAGEMENT AS MEDIATOR (PHD_2023).pdf Factors Influencing Employees’ Competence Work Engagement As Mediator Employee competence — Nigeria Employees — Job performance Employee motivation Workforce development Labor productivity — Nigeria 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator Competency is considered as the combination of related job skills, attitude, explicit and tacit knowledge that provides employees the potential to perform their responsibilities effectively. The Nigerian Universal Basic Education System Administration (UBESA) is faced with serious unethical challenges resulting in employees’ incompetence towards adequate implementation of universal basic education. These unethical challenges include corruption, embezzlement, nepotism, mismanagement, and lack of efficient service delivery, all of which resulted in the inadequate implementation of the universal basic education in Nigeria leading to an increase in the number of out-of-school children, high rate of poverty and illiteracy among its citizens. Thus, Nigerian UBESA needs to employ measures to ensure adequate implementation through an increase in employees’ competence to overcome these challenges. Hence, considering basic education as the foundation of all levels of education and the backbone of every nation’s development, this study was conducted to examine the mediating role of work engagement (WE) in the relationship between HRM practices (recruitment and selection, training and development, performance appraisal, compensation), psychological empowerment, affective commitment and employee’s competence (EC) in Nigerian UBESA. This study employed a quantitative and cross-sectional research design with the workforce from seven selected states UBESA’s namely; Kano, Kaduna, Katsina, Kebbi, Sokoto, Jigawa, and Zamfara state. Stratified sampling was applied in selecting these respondents. 455 administered structured questionnaires were distributed to the respondents in the selected UBESA’s after conducting pre-test and pilot tests. Afterward, data cleaning and normality testing were performed, and 341questionnaires were fit for analysis with a 75% response rate. The pilot study data was analyzed using Exploratory Factor Analysis (EFA). Later, the field study data were analyzed using IBM SPSS AMOS 24 (Analysis of Moment Structures) for the Structural Equation Modelling (SEM) to test the hypotheses. Hypotheses testing revealed that all ten hypotheses were supported suggesting that HRM practices, psychological empowerment, affective commitment and WE have significant influences on EC as well as HRM practices, psychological empowerment, and affective commitment have significant influences on WE. In addition, the mediating role of WE was able to influence the relationship between HRM practices and EC, and between psychological empowerment and EC, as well as between affective commitment and EC. The findings of this study contributed to the theoretical implication which proposed a new structural model that examined the mediating effect of WE in relationships with HRM practices, psychological empowerment, affective commitment, and EC. In addition, the findings offered a better insight into the management of Nigerian UBESA towards increasing employees’ competence. Likewise, the findings can serve as a guide to the government towards policy formulation that will ensure quality basic education. Future research should expand to UBESA in other states so as to generalize the findings and probably could explain more about the variance of competency levels among the workforce. Isah Sani Dissertations, Academic Sila masukkan subject wajib Dissertations, Academic. Terima kasih... Thesis |
| spellingShingle | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| state | Terengganu |
| subject | Employee competence — Nigeria Employees — Job performance Employee motivation Workforce development Labor productivity — Nigeria Dissertations, Academic |
| summary | Competency is considered as the combination of related job skills, attitude, explicit and tacit knowledge that provides employees the potential to perform their responsibilities effectively. The Nigerian Universal Basic Education System Administration (UBESA) is faced with serious unethical challenges resulting in employees’ incompetence towards adequate implementation of universal basic education. These unethical challenges include corruption, embezzlement, nepotism, mismanagement, and lack of efficient service delivery, all of which resulted in the inadequate implementation of the universal basic education in Nigeria leading to an increase in the number of out-of-school children, high rate of poverty and illiteracy among its citizens. Thus, Nigerian UBESA needs to employ measures to ensure adequate implementation through an increase in employees’ competence to overcome these challenges. Hence, considering basic education as the foundation of all levels of education and the backbone of every nation’s development, this study was conducted to examine the mediating role of work engagement (WE) in the relationship between HRM practices (recruitment and selection, training and development, performance appraisal, compensation), psychological empowerment, affective commitment and employee’s competence (EC) in Nigerian UBESA. This study employed a quantitative and cross-sectional research design with the workforce from seven selected states UBESA’s namely; Kano, Kaduna, Katsina, Kebbi, Sokoto, Jigawa, and Zamfara state. Stratified sampling was applied in selecting these respondents. 455 administered structured questionnaires were distributed to the respondents in the selected UBESA’s after conducting pre-test and pilot tests. Afterward, data cleaning and normality testing were performed, and 341questionnaires were fit for analysis with a 75% response rate. The pilot study data was analyzed using Exploratory Factor Analysis (EFA). Later, the field study data were analyzed using IBM SPSS AMOS 24 (Analysis of Moment Structures) for the Structural Equation Modelling (SEM) to test the hypotheses. Hypotheses testing revealed that all ten hypotheses were supported suggesting that HRM practices, psychological empowerment, affective commitment and WE have significant influences on EC as well as HRM practices, psychological empowerment, and affective commitment have significant influences on WE. In addition, the mediating role of WE was able to influence the relationship between HRM practices and EC, and between psychological empowerment and EC, as well as between affective commitment and EC. The findings of this study contributed to the theoretical implication which proposed a new structural model that examined the mediating effect of WE in relationships with HRM practices, psychological empowerment, affective commitment, and EC. In addition, the findings offered a better insight into the management of Nigerian UBESA towards increasing employees’ competence. Likewise, the findings can serve as a guide to the government towards policy formulation that will ensure quality basic education. Future research should expand to UBESA in other states so as to generalize the findings and probably could explain more about the variance of competency levels among the workforce. |
| title | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| title_full | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| title_fullStr | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| title_full_unstemmed | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| title_short | 2023_Factors Influencing Employees’ Competence in Nigeria Work Engagement as Mediator |
| title_sort | 2023_factors influencing employees’ competence in nigeria work engagement as mediator |