Browsing by Author "Abiwu, Lawrence."

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Impact of employee strike action on employment relations in selected Accra, Ghana, public universities.
(2016) Abiwu, Lawrence.; Dlamini, David Vusi.
The study investigated the impact of employee strike action regarding employment relations in selected public universities in Accra, Ghana. The study sought to explore the effect of strike action on employment relations, determine its impact in the workplace, identify its causes, determine the factors that promote sound employment relations and identify the measures of addressing strike action in the public universities. The study adopted both descriptive and exploratory research as the main research design. It employed mixed method design where both quantitative and qualitative data was collected from the participants. A sample size of 306 was chosen for the participation in the study based on the total population of about 1500 staff. Purposive and stratified sampling techniques were used to select the participants for the study. The study utilised both questionnaires and interviews as the main data collection instruments. Reliability and validity of the research instruments were tested using Cronbach’s Alpha Coefficient and Factor Analysis. The quantitative data was analysed using SPSS version 21.0, while the qualitative data was analysed manually using thematic analysis. Both descriptive and inferential statistics were also employed in the study. The quantitative results revealed that employee strike action affects employment relations in terms of loss of remuneration (67.5%) and unhealthy relationship (73.5%). The qualitative result on the other hand complimented the quantitative results which revealed that strike action leads to loss of remuneration (n= 5) and unhealthy relationship (n = 5). Furthermore, the quantitative results showed that the main causes of strike action in Ghanaian public universities include demand for increment in wages and salaries (87.5%), inadequate funding (79%), books and research allowances (82%) and poor working conditions (87.5%). The results of the qualitative study also agreed with these findings. In light of these findings, the study recommends payment of adequate salaries, improvement in working conditions and payment of books and research allowances for lecturers as measures to address strike action in the public universities in Ghana.
Intangible outcomes of talent management practices in selected South African higher education institutions.
(2021) Abiwu, Lawrence.; Martins, Maria Isabel De Azevedo.
In today’s competitive environment, talent management has been considered an important strategy that influences talent attraction, development, and retention required to create value for the organisation. Although talent management has received scholarly interest from both organisational researchers and human resources management practitioners, there is still a paucity of research on the intangible outcomes of talent management. Therefore, this study aimed to investigate the intangible outcomes of talent management practices in some South African universities. The study adopted descriptive and exploratory research to describe and provide in-depth knowledge about the subject matter. The mixed-methods was employed to collect and analyse the quantitative and qualitative data. Stratified and purposive sampling techniques were used to select 347 respondents and participants from three South African universities: University of Cape Town, University of KwaZulu-Natal, and University of Pretoria. A structured questionnaire and semi-structured interview grid were used to collect the data. The Statistical Package for the Social Sciences (version 27.0) and Analysis of Moment Structures (version 27.0) were used to analyse the quantitative data, while the qualitative data was analysed using NVivo (version 12.0). The quantitative results revealed a significant relationship between talent management practices and intangible outcomes such as employee humility, teaching and learning, and university-industry collaboration. On the other hand, the qualitative findings affirmed that talent management practices positively impacted organisational trust, employee engagement, employee humility, teaching and learning, and university-industry collaboration. Additionally, the quantitative and qualitative findings revealed a positive relationship between talent management practices and a sustainable competitive advantage. Moreover, the quantitative and qualitative results showed a significant relationship between intangible outcomes and competitive advantage. The scope of the study was limited to the intangible outcomes of talent management in South African universities. This study is unique because it creates a sustainable competitive advantage for South African Higher Education Institutions through talent attraction, development, and retention. The study recommends that universities continue to integrate talent management practices into their strategic plans.