APPENDIX II
Table 6.1: Respondents Democraphic Information
S/N
|
Characteristics
|
VARIABLES
|
FREQUENCE
|
PERCENTAGE
|
VALUE (%)
|
CUMULATIVE %
| |
1
|
Gender
|
MALE
|
586
|
62.4
|
63.6
|
63.6
|
FEMALE
|
336
|
35.8
|
36.4
|
100
|
MISSING
|
17
|
1.8
|
|
|
TOTAL
|
939
|
100
|
|
| |
2
|
Age
|
BELOW 35 YRS
|
328
|
34.9
|
35.6
|
35,6
|
35, BELOW 45YRS
|
383
|
40.8
|
41.6
|
77.2
|
45 BELOW 55
|
184
|
19.6
|
20.00
|
97.2
|
55 YRS & ABOVE
|
26
|
2.8
|
2.8
|
100
|
TOTAL
|
921
|
98.1
|
100
|
|
MISSING
|
18
|
1.9
|
|
|
3
|
Marital Status
|
SINGLE
|
183
|
19.5
|
20.4
|
20.4
|
MARRIED
|
713
|
75.9
|
79.6
|
100
|
MISSING
|
43
|
4.6
|
|
|
4
|
Education of Respondents
|
ND
|
121
|
12.9
|
13.2
|
13.2
|
HND/BSC
|
557
|
59.3
|
60.8
|
74.0
|
MSC
|
209
|
22.3
|
22.8
|
96.8
|
PHD
|
29
|
3.1
|
3.2
|
100
|
TOTAL
|
916
|
97.6
|
100
|
|
MISSING
|
23
|
2.4
|
|
|
TOTAL
|
939
|
100
|
|
|
5
|
Working Experience
|
UNDER 3YRS
|
131
|
14.00
|
14.5
|
14.5
|
3 UNDER 5YRS
|
146
|
15.5
|
162
|
30.7
|
5 YRS UNDER 10 YRS
|
236
|
25.1
|
26.2
|
56.9
|
10 YRS & ABOVE
|
389
|
41.4
|
43.1
|
100
|
TOTAL
|
902
|
96.1
|
100
|
|
MISSING
|
37
|
3.9
|
|
|
TOTAL
|
939
|
|
|
|
6
|
Job Status
(Civil Service)
|
GL 09-10
|
223
|
23.7
|
45.9
|
45.9
|
GL 12-13
|
266
|
28.1
|
54.1
|
100
|
TOTAL
|
489
|
51.8
|
100
|
|
MISSING (Banks)
|
450
|
48.2
|
|
|
TOTAL
|
939
|
100
|
|
|
7
|
Job Status(Banks)
|
SNR. BANK EXECUTIVE
|
372
|
40
|
57.1
|
57.1
|
ASST MANAGER
|
78
|
8.3
|
13.0
|
95.8
|
TOTAL
|
450
|
48.3
|
100
|
|
MISSING SYSTEM(C/S)
|
489
|
51.7
|
|
|
TOTAL
|
939
|
100
|
|
|
SOURCE : Field Survey Results (2016)
Interpretation
The table 6.1, item 1 show the distribution of the respondent based on gender. 62.4% of the respondents are male while 35.8% of the respondents are female. This is in line with the fact that male gender is more than female in the formal labour force. This is beside the fact that females generally prefer to use any extra time they have for their domestic duties. The same Table, item 2 shows that, 35.6% of the respondents are below the age of 35, 41.6% is between age 35 and 45 year, 20% is between age 45 and 55 while 2.8% are above 55 years of age. This shows that most of the respondents (i.e 46) are above 35 years. None of the respondent is below 20 years.
Table 6.1, item 3 shows that, 20.4% of the respondents are single, while 78.6 are married. This is an indicator of high level of the maturity of our respondents. Item 4 of the Table shows that 13.2% of the respondents has National Diploma (ND), while 60.8% of them have HND/BSC, 22.8% are Master Degree Holders while 3.2% have PHD Degree. This indicates that the respondents are well educated and hence would be able to understand and respond intelligently to the questions items on the questionnaire. The same Table, item 4 shows that only 14.5% of the respondents have under 3 years working experience, 16% have over 3 years but less than 5 years’ experience, 26.2% have over 5years but less than 10years experience while 41.4% have over 10 years working experience in their industry. This suggests that they have requisite experience to speak on the subject matter reference as related to their industry. Table 6.1., serial number 5 shows that 82.8% of the respondents from the bank are senior staff, while 17.2% are full-manager level. From the same Table, item 7 it may be seen that 45.9% of our respondent from the civil services are grade between level 9 and 10, 45.1% are between grade level 12 and 13. This falls within the cadre and focus of this studies i.e., middle manager.
APPENDIX III: Validity and reliability of Instrument
Construct Validity Results
Variables
|
No of Items
|
Ave
|
Cr
|
Recruitment Dimension
|
6
|
.513
|
.921
|
Training and Development
|
8
|
.504
|
.819
|
Compensation
|
10
|
.521
|
.900
|
Performance Appraisal
|
6
|
.570
|
.974
|
Industrial Relation
|
11
|
.526
|
.981
|
Job Design
|
8
|
.590
|
.922
|
Proactivity
|
5
|
.602
|
.942
|
Innovation
|
8
|
.550
|
.975
|
Risk Taking
|
5
|
.608
|
.962
|
Environment of HRMP
|
4
|
.523
|
.842
|
Source: Researcher’s Field Survey, 2016
Variable One (Recruitment)
Communalities
| |
|
|
Extraction
| |
To What Extent Would You Agree That Your Establishment Recruits People Based On Clear And Well Known Recruitment Policy
|
1.000
|
.262
|
To What Extent Would You Agree That The Recruitment Processes In Your Establishment Is Thorough And Objective
|
1.000
|
.406
|
To What Extent Would You Agree That Your Establisment Do Deliberately Make Attempts To Recruit The People Who Share The Same Set Of Values And Beliefs Of The Establisment
|
1.000
|
.556
|
To What Extent Would You Agree That Your Establishment Keeps Recruitment Practices Across The Organization Mostly Consistent
|
1.000
|
.626
|
To What Extent Would You Agree That The Your Establishment Finds New Workers Through Referrals From Existing Employees
|
1.000
|
.660
|
To What Extent Would You Agree That Your Establishment Places And Promotes The People Who Are Bes Equipped To Meet Future Demands Of Its Business/Operation And Not Just Qualification,Seniority, Or Length Of Service
|
1.000
|
.468
| |
Extraction Method: Principal Component Analysis.
|
Total_Variance_Explained__Component'>Total Variance Explained
| |
Component
|
Initial Eigenvalues
|
Extraction Sums of Squared Loadings
|
Total
|
% of Variance
|
Cumulative %
|
Total
|
% of Variance
|
Cumulative %
| |
1
|
2.779
|
46.313
|
46.313
|
2.779
|
46.313
|
46.313
|
2
|
.994
|
16.563
|
62.877
|
|
|
|
3
|
.693
|
11.557
|
74.434
|
|
|
|
4
|
.592
|
9.868
|
84.302
|
|
|
|
5
|
.480
|
8.003
|
92.304
|
|
|
|
6
|
.462
|
7.696
|
100.000
|
|
|
| |
Extraction Method: Principal Component Analysis.
|
Factor Loadings
|
Component
|
1
|
To What Extent Would You Agree That Your Establishment Recruits People Based On Clear And Well Known Recruitment Policy
|
.512
|
To What Extent Would You Agree That The Recruitment Processes In Your Establishment Is Thorough And Objective
|
.637
|
To What Extent Would You Agree That Your Establisment Do Deliberately Make Attempts To Recruit The People Who Share The Same Set Of Values And Beliefs Of The Establisment
|
.746
|
To What Extent Would You Agree That Your Establishment Keeps Recruitment Practices Across The Organization Mostly Consistent
|
.791
|
To What Extent Would You Agree That The Your Establishment Finds New Workers Through Referrals From Existing Employees
|
.678
|
To What Extent Would You Agree That Your Establishment Places And Promotes The People Who Are Bes Equipped To Meet Future Demands Of Its Business/Operation And Not Just Qualification,Seniority, Or Length Of Service
|
.684
|
Extraction Method: Principal Component Analysis.
|
a. 1 components extracted.
|
Variable Two
Communalities
| |
|
Initial
|
Extraction
| |
To What Extent Would You Agree That Employees In Your Establishment Are Encouraged To Take Some Responsibility For Their Own Development
|
1.000
|
.342
|
To What Extent Would You Agree That Your Establishment Foster A Culture Of Growth And Personal Development
|
1.000
|
.353
|
To What Extent Would You Agree That Your Establishment Identifies Its Own Future Leaders And Is Ensuring Their Development
|
1.000
|
.655
|
To What Extent Would You Agree That Your Establishment Invests More And Adequate Time In Developing Their Managers And Employees Potentials
|
1.000
|
.581
|
To What Extent Would You Agree Thatyour Establishment Emphaszes Learning And Developoment For Corporate Cultural Behaviours And Desirable Values Than Technical Skill Training
|
1.000
|
.444
|
To What Extent Would You Agree That Your Establishment Provides Important Guidance On Career Opportunities
|
1.000
|
.619
|
To What Extent Would You Agree That Your Establishment Offers Coaching Programs For Career Development
|
1.000
|
.662
|
To What Extent Would You Agree That Your Establishment Implements One-On-One Mentoring Program
|
1.000
|
.377
| |
Extraction Method: Principal Component Analysis.
|
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