WORK ETHIC DIMENSION AND TALENT MANAGEMENT DIMENSION AS CORRELATES OF CAREER PROGRESSION OF BUSINESS EDUCATORS IN COLLEGES OF EDUCATION IN SOUTH-WEST, NIGERIA
Keywords:
Business Educators, Career Progression, Colleges of Education, South-West Nigeria, Talent Acquisition, Work Ethics Dependability.Abstract
The study examined the influence of work ethics dependability and talent acquisition on career progression of business educators in Colleges of Education in South-West, Nigeria. Two research questions were raised and two hypotheses were tested at a 0.05 level of significance. A correlational survey research design was adopted with a population of 177 Business Educators across all the nine Colleges of Education in South-West, Nigeria. A census sampling was used to select the entire population of 177 business educators because of its manageable size. The instrument for data collection was a structured questionnaire adapted from existing human resource management scales, titled: Work Ethic Dependability, Talent Acquisition and Career Progression. The instrument was subjected to face and content validity by three experts, one in Education Evaluation and Counseling Psychology and two in Business Education. A reliability test was calculated using Cronbach’s alpha, which yielded a co-efficient value of 0.93. The data collected from the respondents was analyzed using Mean, Standard Deviation, Pearson Product Moment Correlation Coefficient and Linear Regression statistics. The findings revealed that there is positive relationship between the dependability and career progression of business educators in South-West colleges of education. The findings also revealed that talent acquisition is significantly related to career progression of business educators in South-West colleges of education. It was recommended among others that the National Commission for Colleges of Education (NCCE) and administrators of colleges of education should endeavor to initiate a process to review the conditions of service with a view to infuse work ethics and talent management dimensions as part of conditions and requirements for promotion towards ensuring an all-round career progression among business educators in Nigerian colleges of education.
References
Brundage, H., & Koziel, M. (2010). Retaining top talent still a requirement for firms. Journal of Accountancy, 209(5), 38–44.
Cappelli, P. (2008). Talent on demand: managing talent in an age of uncertainty. Boston, MA: Harvard Business School Press.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304–313.
Deb, T. (2005). A conceptual approach to strategic talent management: Business strategy, benchmarking initiatives, leadership strategies, talent acquisition & integration. New Delhi: INDUS Publishing Company.
Edokpolor, J. E., & Abusomwan, V. I. (2019). Students’ potential abilities as correlates of self-employment start-up intentions: Evidence from private sector-led technical and vocational education institutions in Nigeria. International Journal of Learning, Teaching and Educational Research, 18 (9), 146-169. Retrieved from https://pdfs.semanticscholar.org/1b28/a1158663e9e9e82f6df85b1ee7badcea4c11.pdf
Gay, L. R., Mills, G. E., & Airasian, P. (2009). Educational research: Competencies for analysis and applications (9th Ed.). Merrill, New Jersey: Upper Saddle River.
Gorman, C. A., & Meriac, J. P. (2016). Examining the work ethic of correctional officers using a short form of the multidimensional work ethic profile. The Prison Journal, 96, 258–278.
Hill, R. B., & Petty, G. C. (1995). A new look at selected employability skills: A factor analysis of the occupational work ethic. Journal of Vocational Education Research, 20(4), 59-73.
Human Capital Institute (2011). Human capital institute stakeholder survey.
Kearney, M.H. (2015). Predatory publishing: what authors need to know. Research in Nursing & Health, 38 (1), 1–3.
Meriac, J. P., Woehr, D. J., Gorman, C. A., & Thomas, A. L. (2013). Development and validation of a short form for the multidimensional work ethic profile. Journal of Vocational Behaviour, 82, 155-164.
Nankervis, A. R., Compton, R. L., & Baird, M. (2005). Human resource management: Strategies & processes (6th ed.). South Melbourne: Victoria Cengage Learning.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2010). Human resource management: Gaining a competitive advantage. New York: McGraw-Hill.
Park, H., & Hill, R. B. (2016). Employability skills assessment: Measuring work ethic for research and learning. Career and Technical Education Research, 41(3), 175-192.
Petty, G. C. & Hill, R. B. (2005). A new look at selected employability skills: A factor analysis of the occupational work ethic. Journal of Vocational Education Research, 20(4), 59-73.
Rojewski, J. W., & Hill, R. B. (2014). Positioning research and practice in career and technical education: A framework for college and career preparation in the 21st century. Career and Technical Education Research, 39(2), 137-150.
Seidel, M. (2019). Flat vs. Hierarchical organizational structure. Retrieved from https://smallbusiness.chron.com/flat-vs-hierachical-organizational-structure 724.html.
Schuler, R. S., & Tarique, I. (2012). Global talent management: Theoretical perspectives, systems, and challenges. In G. K. Stahl, I. Bjo¨rkman, & S. Morris (Eds.), Handbook of research in international human resource management (pp. 205–219). Cheltenham, UK & Northampton, MA: Edward Elgar.
Stahl, G. K., Bjorkman, I., Farndale, E., Morris, S. S., Stiles, P., Trevor, J., & Wright, P. M. (2007). Global Talent Management: How Leading Multinationals Build and Sustain their Talent Pipeline, Faculty & Research Working Paper. Fontainebleau, France, INSEAD.
Suzanne, S. (2017). Career progression in the further education and training sector. Society for Education and Training (SET), Education and Training Foundation
Tansley, C., Kirk, S.,& Tietze, S. (2013). The currency of talent management—A reply to talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), 337 – 340.
World Economic Forum. (2015). Global competitiveness report 2014-2015.
World Economic Forum (2016, January 30). New vision for education: Fostering social and emotional learning through technology (REF 040316). Retrieved from http://www3.weforum.org/docs/WEF_New_Vision_for_Education.pdf.
