Thesis submitted to the department over the years
	Faculty of Education | University of Ibadan | Adult Education | Experts in Higher Education | Staff | Thesis
20.	ACCOUNTING INFORMATION AS A DETERMINANT OF THE OUTCOME OF COLLECTIVE
	BARGAINING IN NIGERIA COMMERCIAL BANKS
21.	ANALYSIS OF SELECTED PREDICTORS FOR MOTIVATING DISTANCE LEARNERS TOWARDS
	EFFECTIVE LEARNING IN SOME DISTANCE TEACHING INSTITUTIONS IN NIGERIA
22.	COMMUNICATION CLIMATE AS A FACTOR IN THE JOB SATISFACTION OF CIVIL SERVANTS OF
	OYO STATE OF NIGERIA
23.	COMPARATIVE EFFICIENCY OF WORKERS’ EDUCATION AND STUDENTS’ EDUCATION AT THE A
	UNIVERSITY OF LAGOS, NIGERI
24.	TECHNOLOGICAL INNOVATION AND LABOUR-MANAGEMENT RELATIONS IN THE FOOD
	INDUSTRY IN NIGERIA
	TITLE: ACCOUNTING INFORMATION AS A DETERMINANT OF THE OUTCOME OF COLLECTIVE BARGAINING IN NIGERIA COMMERCIAL BANKS
	AUTHOR: OLAGOKE. PETER OLUFEMI, Ph.D. (1998)
	SUPERVISORS: PROF. J. T. OKEDARA
	MATRIC. NO.: 39974
	ABSTRACT
	The hub of this study was on the use of accounting information by unions in Nigeria Commercial Banks when deciding the ability of their employers to pay in wage negotiation.
	The descriptive survey research method was adopted. A total of thirty-one Nigerian Commercial Banks, 95 union negotiators and 62 management staff were purposively sampled and selected for this study. Two sets of questionnaires were designed and served to union negotiators and members of the National Unions of Banks, Insurance and Financial Institutions Employees, (NUBIFIE) and the Association of Senior Staff of Banks, Insurance and Financial Institutions, (ASSBIFI). The annual reports of the selected banks were examined from 1988 - 1990 determine the contribution of the accounting measures of investment /growth, profitability, liquidity and solvency to the decision of the ability or inability of the bank to pay increased wages.
	The fivepoint Likert scale was used to evaluate each information item independently. For the analysis of data collected, statistical tools such as percentages, chisquare (X2), t-test and stepwise multiple regression were used to understand the significance of the independent variables to the dependent variables’, of the ability to pay in wages relations.
	The following findings were established:-
	1.	there was a significant relationship between accessibility to valid and authentic accounting
		information and collective bargaining’s outcome when the content could be correctly
		interpreted and understood.
	2.	There was a significant correlation between the readability of accounting information, which
		has gained ranging degree of success in the selected Banks and the decision of ability to pay
		in collective bargaining.
	3.	Understanding accounting information and suing same as a motivator, a goal allocation
		device, a control mechanism and as an evaluator had significant relationship in wages
		negotiation decisions.
	4.	The use of the accounting variables of profitability/growth, investment, liquidity and leverage
		had significant relationship on labour/management relationship when deciding ability to pay.
	5.	There was no significant relationship between the attitude of the bargainers (whether
		confrontational or reconciliatory) in the use of accounting variables and the decision of the
		ability of the employer to pay in negotiations.
	6.	There was no significant relationship between the mode of presentation of accounting
		information reports and the decision of ability to pay.
	7.	There was no a significant relationship between the use of experts in gaining understanding
		of accounting reports in deciding the outcome of collective bargaining.
	8.	There was no significant relationship between the size or number of union negotiators at the
		negotiation table and the decision of the employer’s ability to pay in wages negotiations.
	Arising from these findings, the researcher concluded that the problems of flexibility in the application of accounting principles and the unsatisfactory measures of enterprise income notwithstanding, etc. accounting information on the bank remained the only medium that provides high quality information on the performance of the entity when determining ability to pay in wages negation. No substantial evidence was found to support the general view that management as issuers of financial statements deliberately conceal information on the entity to misrepresent the results.
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	TITLE: ANALYSIS OF SELECTED PREDICTORS FOR MOTIVATING DISTANCE LEARNERS TOWARDS EFFECTIVE LEARNING IN SOME DISTANCE TEACHING INSTITUTIONS IN NIGERIA
	AUTHOR: KESTER OSEGHA OJOKHETA Dip., B.Ed., M.Ed., (Ibadan)
	ABSTRACT
	This study sought to investigate the predictors that help motivate distance learners to achieve effective learning, too sustain interest in their learning programme as well as to ensure their successful academic achievement in the programme. The scope of the study covers two distance teaching institutions (Distance Learning Institute, DLI and Centre for external Studies, CES of Universities of Lagos and Ibadan respectively). The study becomes imperative as a result of the recent recorded drop in the enrolment figure of distance learners in the two mentioned institutions.
	The descriptive research design was adopted for the study. Six research questions were carefully formulated and were most importantly aimed at ascertaining the composite influence of all the independent variables on the dependent variable and the relative contribution of each predictor in motivating the learners. Two questionnaires - PMDLQ and PUDLLPQ - constructed by the researcher and validated by some shcolars and which exhibited a reability coefficients of 0.92 and 0.89 respectively at 0.05 significant level was administered on 1,245 randomly selected distance learners from the two institutions.
	The results revealed that the conduciveness of the learning environment, the nature and quality of student support services provided, the quality and learners perception of course, materials, and tutors response or feedback pattern on assignments were the major predictors for motivating distance learners. These were followed by the structure of the study centres and the technical media employed in disseminating leaning content. While learners home background and occupational status as well as the institutional social interaction pattern with the learners were found to be insignificant.
	Based on these results, the study recommends, among others the following: Career counseling services should be given to distance learners immediately they are offered admission and this should be on continuos basis. A course, which will equip the distance learner with study skills and strategies, should be designed to assist the learners in their learning pattern.
	Course materials should be written in a style that enhances more conversation, which will help establish social presence of the tutors before the learners.
	These recommendations have implications for proper organisation and management of distance learning programme in Nigerian.
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	TITLE: COMMUNICATION CLIMATE AS A FACTOR IN THE JOB SATISFACTION OF CIVIL SERVANTS OF OYO STATE OF NIGERIA
	AUTHOR: ADESHINA DELE BRAIMOH B.Sc. (Hons) mass Comm. (Lagos) M.Ed. (Industrial Relations( (Ibadan)
	ABSTRACT
	Many authors and researchers have identified many variables which are associated with workers’ motivation to ensure job satisfaction and performance but none of such studies has considered communication as a satisfier in the work place. Rather, variables such as pay, conditions of service, security, occupation, environment and so on have been identified as job satisfaction motivators, and each variable has been applied singly rather than in combination of two or more.
	The present study unlike the previous ones reviewed in the literature, investigated the influence of communication climate variables on workers’ job satisfaction particularly in the public service.
	The objective of this study emanated from the persistent lukewarm attitude of government workers to their duties in spite of regular salary review by the government during 1960-1979.
	This measure was later complemented by human relations factor, in theory and was limited to the centre but it also failed. The introduction of the severe measure in 1975, that is, the first nation-wide purge affecting all the rank and file of government workers did nothing to change workers’ attitude. Even almost a decade after that, the attitude of workers virtually remained the same, and this resulted in the measure of lock-out and salary cut from workers who reported late to their respective offices, which was introduced by some State Military Governors after the demise of the second republic. Since Nigeria, as a developing country cannot afford this lukewarm attitude to go unabated because of its detrimental socio-economic effects on the nation, something positive then became imperative, a task which the present study addressed itself to.
	The sample used for this study consisted of 580 civil servants drawn from 11 ministries in the Oyo State Secretariat. Their salary levels ranged from 01 to 07, and their occupational fields included - clerical, administrative, secretarial, technical, accounting and others. The instrument used for this study consisted of 67 items broken into sections A - G, (i.e. demographic variables, access to information, participatory management, communication system, administrative style, job satisfaction and organizational commitment) respectively.
	The following research questions were proposed to which the study found answers:
	1.	Is there a difference between sexes in terms of job satisfaction?
	2.	Is there any difference between young and old workers in terms of job satisfaction?
	3.	Has marital status any significant difference on workers’ job satisfaction?
	4.	Can accessibility to information lead to workers’ job satisfaction?
	5.	What form of communication system (formal or informal) can better influence workers’
		organizational commitment?
	6.	Can participatory rather than non-participatory management lead to workers’ job
		satisfaction?
	7.	Is there any difference in the ways in which available communication facilities flow (multi-
		channel and single-channel) affect workers’ job satisfaction.
	8.	What type of perceived administrative style (democratic or autocratic) can lead to workers’
		job satisfaction?
	A t-test statistical analysis was used to test all the above research questions, after the mean and standards deviation of the respondents’ scores to all the statements in each of the sections of the questionnaire were computed. All tests of significance were primarily performed at the probability level of P<0.05.
	The major findings of the study included the following:
	(i.)	There is significant statistical difference between sex and job satisfaction. In other word,
		from the t-test result the males derived greater job satisfaction than the females (t = 2.52; ).
		P<.05
	(ii)	There was a high statistical difference between workers’ access to information and their
		consequent job satisfaction. By the result, those workers with access to information showed
		a greater job satisfaction than those with no access to information (t = 6.28; p<.001).
	(iii)	It became obvious from the computed t-test that there was a high positive support for
		participatory management as a way of deriving job satisfaction than would be the case with
		non-participatory (t = 7.57; P<.001).
	(iv)	The respondents showed a positive support for the multi-channel communication facility than
		the use of a single formal communication channel (t = 9.62; P<.001).
	(v)	However, research questions 2, 3, 5 and 8 showed no statistical significant difference
		between the independent variables, i.e. age, marital status, communication system and
		organizational commitment and administrative style respectively, and job satisfaction.
	The result of this study is authentic, and generalizable, especially to all establishments under the public sector’s umbrella. However, since this kind of study has never been carried out in this country before now, using primarily communication climate variables, it will be suggested that further research be carried out on a wider premise, covering many segments of governmental institutions and parastatals as a way of finding a lasting solution to the public servants’ negative attitude to work.
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	TITLE: COMPARATIVE EFFICIENCY OF WORKERS’ EDUCATION AND STUDENTS’ EDUCATION AT THE UNIVERSITY OF LAGOS, NIGERIA
	AUTHOR: M. O. AKINTAYO B.Ed., M.Ed. (IBADAN)
	ABSTRACT
	There are many empirical studies on the use of Rate of Return Analysis to determine efficiency of investing in educational enterprises in Nigeria. Most of the studies focused on the formal system of education at the first, second and third educational levels. A few focused on the efficiency o investment in formal and non-formal educational enterprises at the first and second levels of education on a comparative basis. But none of the studies has applied the internal rate of return analysis to determine the comparative efficiency of workers’ education (a non-formal system of education) and students’ education ( a formal system of education) programmes at the tertiary level, but more specifically at the University education level. This study therefore will be the first to apply internal rate of return analysis to compare the efficiency of formal and non-formal education programmes in Nigeria at the tertiary level of education.
	It is clear that a significant proportion of the country’s scarce national resources are invested in education enterprises yearly. A closer look however, reveals that despite a large expansion in the educational system in the country, private demand for University education has continued to ride faster than the supply of educational services. At the same time, the country has no capacity to build more federal and state Universities. The problems may be solved by admitting the surplus and qualified students, more especially workers, in the non-formal education sector; that is the correspondence open studies Institute (COSIT).
	In order to regard both formal and non-formal higher education and students’ education programmes at the University of Lagos in which the following issues were examined:
	(i)	The extent of attainment of objectives of workers’ education and students’ education
	(ii)	Input per programme completer of students’ education and workers’ education
	(iii)	The extent to which expenditure are minimised relative to programme objectives in the two
		programmes.
	(iv)	The private internal rate of return to workers’ education and students’ education
	(v)	The social internal rate of return to workers’ education and that students’ education.
	Data on direct costs of university education were obtained through the Private cost of University Education Questionnaire (PCUEQ) from 1000 undergraduates of University of Lagos as at 1984/85 session. The sample was from those residential students and correspondence studies students of university of Lagos offering their first degree courses in Business Administration, Accounting and Education Science. Data were also collected from the latest audited reports of University of Lagos for te 1984/85 session.
	The indirect costs were derived from the earnings forgone by students who, instead of joining the labour force, opted for University Education through the students’ education programmes. The indirect costs of workers pursuing the correspondence studies were computed from t heir not earnings based on the hours devoted to reading instead of doing overtime at work or relaxing after the normal official hours.
	A cross-sectional data on the benefits of university education were derived from a sample survey of the earnings of 1200 graduate workers of students’ education and workers’ education programmes at the University of Lagos. Using a stratified sampling method in both the private and public sectors of the economy, the questionnaires on graduate workers’ earnings were administered to graduates in Business Administration, Accounting and Education Science in four major towns in Nigeria.. these towns included Ibadan, Enugu, Kaduna and Lagos.
	Internal rate of return analysis was employed to obtain the rates of return (private and social) to workers’ education and students’ education programmes by courses. The rates obtained were adjusted for wastage, unemployment and alpha-co-efficient (0.67). The two programmes were compared with the estimated alternative social and private rates of return of 7.5 per cent and 8.5 per cent respectively.
	I general, the findings from the study revealed the following:
	(i)	Both workers’ education and students’ education programmes at the University of Lagos
		attained their set objectives by producing graduates of the University in 1984/85 session.
	(ii)	The input per programme completer is cheaper for workers’ education than for students’
		education
	(iii)	That workers’ education is more cost effective in terms of minimisation of expenditures
		relative to programme objectives than students’ education
	(iv)	That the private internal rate of return to workers’ education is higher than that to students’
		education
	(v)	That the social internal rate of return to workers’ education is higher than that to students’
		education.
	The study revealed that workers’ education is more efficient than students’ education programmes at the university of Lagos. This has a great policy implication for the national Policy on Education in Nigeria. Necessary recommendations were made in which workers’ employers of labour and the government are to embrace workers’ education to complement and supplement the efforts of the conventional students’ education programmes in a period of economic recession for better effective utilization of the scarce resources at the disposal of the Nation.
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	TITLE: TECHNOLOGICAL INNOVATION AND LABOUR-MANAGEMENT RELATIONS IN THE FOOD INDUSTRY IN NIGERIA
	AUTHOR: NOAH ADEBISI ADEGOKE B.Sc. TECH. EDUCATION, M.Sc. INDUSTRIAL Ed. (WISCONSIN)
	ABSTRACT
	Nigeria is at present trying to look inward for economic survival, hence local production of consumer items has been encouraged and intensified as an important economic policy. Since food is a basic consumer item, the food industry has been greatly challenged by this policy and has thus intensified technological (product/process) innovation in recent times to satisfy both consumer and national needs. Laudable as this may be. It calls for effective management to ensure that the technological innovation is a success in an atmosphere of healthy labour-management relations.
	Review of literature revealed that although technological innovation might be perceived by workers with varying degrees of suspicion which might negatively affect labour-management relations, it was all the same necessary for the growth of an industrial enterprise and a nation’s industrial/economic development. Hence the onus is management to find effective means of relating to workers and motivating them such that objectives of technological innovation might be achieved in an atmosphere of healthy labour-management relations. Among others, workers’ involvement was tentatively identified as an important factor in effective management of technological innovation.
	Using the descriptive research method, 627 randomly selected respondents in the food-processing industry in Lagos area were involved in the survey. A set of questionnaires using the Likert Scale and True/False items was used as survey instrument. Mean, standard deviation and t-test were used to analyse collected data. Analysis revealed two groups of respondents - those who reported having a particular experience/attribute and those who reported lack of such experience/attribute, with their perception of labour-management relations.
	Findings showed that such factors as: workers’ involvement at planning and implementation states of technological-innovation, communication between management and workers, information flow from management to workers and workers’ education have significantly positive effect on labour-management relations. Recommendations include the following:
	Workers should be seen as the most valuable asset in achieving company goals of technological innovation.
	Those factors, such as workers’ involvement at planning and implementation-stages, which have significantly positive effect on labour-management relations should be favourably considered for effective and crisis-free technological innovation.
	Workers should be made to feel that they have a stake in the innovation programme and that they could have a fair share in the productivity gains that may result from it.
	It should be seen as a moral obligation as well as a motivational measure for management to consult workers on all issued affecting them in the course of the innovation process.
	Organisational climate should be characterized by mutual trust, respect an openness
	These, among others, will go a long way to unlocking workers’ potentials for the whole organisation’s well-being.