Competence model for measuring career development and organisational growth in the health sector
The present changing trend and competitive business world have compelled many sectors to improve their service quality, productivity and performance. The health sector is a unique sector with peculiar work environment and developmental expectations from workers of different categories. Experts indicate that the Nigeria health sector budget is not impressive as it has never moved closer to World Health Organization template of 15% of the annual budget allocated to the health sector. Arising from this gross underfunding, the health sector has become weak while infrastructure and logistic supports seem to be obsolete with defective career initiative programmes. Hence, the present study assessed a competence model for measuring career development and growth of the health sector in Nigeria. The descriptive research design was adopted using stratified-random sampling technique with a mixed method (specifically, sequential explanatory method) approach for gathering data from the selected teaching hospitals. Six dimensions and 30 item statements of career development and organizational growth have been adopted from previous studies. The use of a structured questionnaire was employed and completely filled by 377 staff and management of the selected tertiary institutions. Data collected through the copies of questionnaire were analysed through measurement and structural models (SEM_PLS3); while interview data were codified and themes extracted. The results of the statistical analysis reveal that organizational growth significantly depends not only on the formulation and implementation of career development programmes but also on monitoring. The findings of this research have explicit implications for both the employees and the organizations. This study suggests that management will need to provide interventions and be more active in carefully implementing career management plans that will meet individual and organizational goals.
This work is licensed under a Creative Commons Attribution 4.0 International License.
Adeniji AA, Osibanjo AO (2012) Human resource management: Theory & practice. Lagos. Pumark Nigeria Limited.
Adeniji A, Falola H, Salau O (2014) A modelling relationship between work satisfaction and faculty performance in the Nigerian private universities. European Scientific Journal 10(32): 63–80.
Adeniji AA, Salau O, Awe K, Oludayo O (2018) Survey data on organisational climate and job satisfaction among academic staff in some selected private universities in Southwest Nigeria. Data in Brief (Elsevier), Science Direct, Vol. 19 (pp. 1688-1693). https://doi.org/10.1016/j.dib.2018.06.001
Adeniji AA, Akinnusi DM, Falola HO, Ohunakin F (2017) Administration of retirement benefits in Nigeria: Periscoping the effect on retirees. International Journal of Applied Business and Economic Research 15(17): 1–15.
Andrew DPS, Kent A (2007) The impact of perceived leadership behaviors on satisfaction, commitment, and motivation: An expansion of the multidimensional model of leadership. International Journal of Coaching Science 1(1): 35–56.
Armstrong M (2011) A handbook of human resource management practice (12th ed). Kogan Page Limited: United Kingdom.
Asif K, Muhammad H, Asim SL, Mohammad AK, Syed JAB, Rabia A (2011) Emotional intelligence and employee participation in decision making. African Journal of Business Management 5(12): 4775–4781.
Bagozzi R, Yi Y (1988) On the evaluation of structural equation models. Journal of the Academy of Marketing Sciences 16: 74–94. https://doi.org/10.1007/BF02723327
Blau P (1964) Power and exchange in social life. NY: John Wiley & Sons.
Bombuwela PM, De Alwis AC (2013) Effects of glass ceiling on women career development in private sector organizations – Case of Sri Lanka. Journal of Competitiveness 5(2): 3–19. https://doi.org/10.7441/joc.2013.02.01
Brousseau KR, Driver MJ, Eneroth K, Larsson R (2012) Career pandemonium: Realigning organizations and individuals. Academy of Management Executive 10: 52–64. https://doi.org/10.5465/ame.1996.3145319
Delery JE, Doty DH (1996) Modes of theorizing in strategic human resource management: Test of universalistic, contingency, and configurational performance predictions. Academy of Management Journal 39: 802–835. https://doi.org/10.5465/256713
Falk RF, Miller NB (1992) A primer for soft modeling. University of Akron Press, Akron.
Flexer RW, Baer RM, Luft P, Simmons TJ (2005) Transition planning for secondary students with disabilities. Upper Saddle River, NJ: Pearson/Merrill-Prentice Hall.
Fornell CD, Lacker DF (1981) Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research 18: 39–50. https://doi.org/10.1177/002224378101800104
Gachunga HG, Wamoto O (2012) The effect of career development activities on employee performance: a case study of world agroforestry centre. International Journal of Knowledge, Culture and Change
Management, 11(6): 121–142. https://doi.org/10.18848/1447-9524/CGP/v11i06/50215
Henseler J, Chin WW (2010) A comparison of approaches for the analysis of interaction effects between latent variables using partial least squares path modeling. Structural Equation Modeling: A Multidisciplinary Journal 17(1): 82–109. https://doi.org/10.1080/10705510903439003
Ibidunni S, Omotayo OA, Adeniji AA, Salau OP, Falola HO (2016) Talent retention and organizational performance: A competitive positioning in Nigerian banking sector. Periodica Polytechnica Social and Management Sciences 24(1): 1–13. https://doi.org/10.3311/PPso.7958
Kalejaiye P, Sokefun E, Adewusi A (2015) Leadership and human resource development in Nigeria: factors for national development. The Nigerian Journal of Sociology and Anthropology 13(1): 127–144.
Lam N, Dyke L, Duxbury L (2013) Career development in best-practice organizations: critical success factors. Optimum. The Journal of Public Sector Management 29(4): 22–30.
Law B, Watts AG (2015) Careers education. In: Hooley T, Barham L. Career development policy and practice: The Tony Watts Reader. Stafford: Highflyers, pp. 71-78.
Maimunah I (2016) Cultural values and career goal of Gen-X and Gen-Y: A conceptual framework. International Journal of Global Business and Management Research 8 (2): 1-18 (ERA).
Maimunah I, Atikah NR (2016) Influence of cultural values on career goal of an intergenerational workforce in a Malaysian industrial corporation. European Journal of Business and Social Sciences 4(12): 46–57.
Merchant Jr RC (2010) The role of career development in improving organizational effectiveness and employee development. Florida Department of Law Enforcement.
Mishra B, Sachan D (2012) Career management: A key driver of performance and productivity. International Journal of Management Research and Review 2(8): 1334–1341.
Muhammad S, Abdul-Rahman M, Muh J, Syamsu N (2016) The effect of career development and working discipline towards working satisfaction and employee performance in the Regional Office of Ministry of Religious Affairs in South Sulawesi. International Journal of Scientific and Technology Research 5(3): 51–57.
Nairaland (2018) https://www.nairaland.com/1820338/20-best-medical-hospitals-nigeria
Oduma C, Were S (2014) Influence of career development on employee performance in the public university. International Journal of Social Sciences Management and Entrepreneurship, 1-16.
Ohunakin F, Adeniji AA, Akintayo DI (2017) Human resource management practices and organisational commitment: employees’ perspective in the Nigerian hospitality sector. New Trends and Issues Proceedings on Humanities and Social Sciences 4(10): 246–255 https://doi.org/10.18844/prosoc.v4i10.3090
Ohunakin F, Adeniji AA, Oludayo OA, Osibanjo AO (2018a) Survey dataset on leadership styles and job satisfaction: the perspective of employees of hospitality providers. Data in Brief 19: 2178–2188. https://doi.org/10.1016/j.dib.2018.06.033
Ohunakin F, Adeniji A, Oludayo O, Osibanjo O (2018b) Perception of frontline employees towards career growth opportunities: implications on turnover intention. Business: Theory and Practice 19: 278–287. https://doi.org/10.3846/btp.2018.28
Oladejo EI (2014) Evaluation of challenges of facilities management in tertiary healthcare institutions in South East Nigeria. Published PhD Dissertation, Nnamdi Azikiwe University Awka, Anambra State, Nigeria.
Oni-Ojo EE, Salau OP, Dirisu JI, Waribo YJ (2015) Incentives and job satisfaction: Its implications for competitive positioning and organizational survival in Nigeria manufacturing industries. American Journal of Management 15(2): 75–87.
Osibanjo AO, Salau OP, Falola HO (2014) Modeling the relationship between motivating factors; Employee’ retention; and job satisfaction in the Nigerian banking industry. Journal of Management Policies and Practices 2(2): 63–83.
Osibanjo AO, Gberevbie D, Abiodun JO (2014) Career development as a determinant of organizational growth: Modelling the relationship between these constructs in the Nigerian banking industry. American International Journal of Social Science 3(7): 64–76.
Osibanjo AO, Abiodun AJ, Salau OP, Adeniji AA, Falola HO, Alimi II (2018) Job design and behavioural outcome of employees in agricultural research training, Ibadan, Nigeria. Data in Brief (Elsevier), Science Direct, 19, 1880-1887. https://doi.org/10.1016/j.dib.2018.06.073
Ovidiu ID (2013) Employee motivation and organizational performance. Review of applied socio- economic research 5(1): 53.
Rostami H, Bahramzadeh H, Saeidi P (2015) The relationship between employee’s empowerment with job performance at the Red Crescent Society of North Khorasan. International journal of Basic Science & Applied Research 4(6): 320–322.
Salau OP Adeniji AA, Oyewunmi EA (2014) Relationship between elements of job enrichment and organizational performance among the Non-academic staff in Nigerian Public Universities. Management & Marketing 12 (2).
Salau O, Worlu R, Osibanjo A, Adeniji A, Oludayo O, Falola H (2018) Survey data on work environments and productivity of academic staff of selected public universities in Nigeria. Data in Brief (Elsevier), Science Direct 19: 1912–1917. https://doi.org/10.1016/j.dib.2018.06.074
Salau O, Osibanjo A, Adeniji A, Ojebola O, Oludayo O, Falola H, Atolagbe T (2018) Datasets on employee value proposition (evp) and performance of selected fastmoving consumer goods (FMCGs) firms in Nigeria. Data in Brief (Elsevier), Science Direct 19: 1907–1911. https://doi.org/10.1016/j.dib.2018.06.027
Sahoo CK, Mishra S (2012) A framework towards employee engagement: The PSU Experience. ASCI Journal of Management 42(1): 94–112.
Sheppard G (2016) Work-life balance programs to improve employee performance. Walden University Scholar Works, 1-329.
Sultana RG (2013) Career management skills: Assessing for learning. Australian Journal of Career Development 22: 82–90. https://doi.org/10.1177/1038416213496759
Tareef AB (2012) The relationship between mentoring and career development of higher education faculty members. College Student Journal, The University of Jordan (pp. 703-710).
Tsui AS, Pearce JL, Porter LW, Tripoli AM (1997) Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal 40: 1089-1121. https://doi.org/10.5465/256928
Vander-Sluis LEC, Poell RF (2003) The impact on career development of learning opportunities and learning behaviour at work. Human Resource Development 14: 159–179. https://doi.org/10.1002/hrdq.1058
Wahyuni N (2016) Effect of education and training, career development and job satisfaction of employee performance at the department of education office of Gowa. Journal of Education and Vocational Research 7(10): 14–20.
Zhang Y (2012) The impact of performance management system on employee performance. Analysis with WERS 2004 (pp. 1-57).
Zin LM, Shamsudin FM, Subramaniam C (2013) Investigating the influence of job rotation on career development among production workers in Japanese companies. International Journal of Business and Society 14(1): 135–148.