Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Petra International journal of Business Studies (IJBS) SULTANIST: Jurnal Manajemen dan Keuangan
Oluwabusayo Olanrewaju Oni
University of Lagos
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
The Impact of ‘No Work, No Pay’ Policy on Industrial Actions: A Case Study of ASUU at the University of Lagos Oluwabusayo Olanrewaju Oni; Mariam Gbajumo-Sheriff
Petra International Journal of Business Studies Vol. 8 No. 1 (2025): JUNE 2025
Publisher : Master of Management, School of Business and Management, Petra Christian University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.9744/petraijbs.8.1.43-53

Abstract

Trade unions regard the right to strike as a vital tool to counter low wages or unfavorable working conditions. This study explores the impact of the "No Work, No Pay" policy on industrial actions by the Academic Staff Union of Universities (ASUU) in Nigeria. Using a qualitative approach and a review of related literature, primary data were collected through structured interviews. The interview guide featured two sections: Section A addressed respondents' sociodemographic characteristics, while Section B focused on the study's core subject. The study's population consisted of 1,707 ASUU members, and 58 interviews were conducted across eight faculties at the University of Lagos, located on the Akoka campus. Data were analyzed using content and thematic analysis. Findings revealed that the "No Work, No Pay" policy has a significant influence on academic staff's willingness to engage in strikes and the frequency of such actions in the sector. The study concluded that the policy has a dual effect: it can deter strikes by encouraging alternative dispute resolution while reinforcing lecturers' determination due to perceived infringements on their rights. Therefore, the study recommended a continuous dialogue between lecturers and government authorities to address disputes constructively.
TALENT MANAGEMENT PRACTICES, INCLUSIVE LEADERSHIP, AND EMPOWERMENT CLIMATE AS DETERMINANT OF EMPLOYEE ENGAGEMENT OF STATE-OWNED ENTERPRISES (SOEs) Emi Wakhyuni; Trisnia Manggiasih; Pungky Eka Ratnasari; Hillary O. Odor; Oluwabusayo Olanrewaju Oni
SULTANIST: Jurnal Manajemen dan Keuangan Vol. 14 No. 1 (2026)
Publisher : Sekolah Tinggi Ilmu Ekonomi Sultan Agung Pematangsiantar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37403/sultanist.v14i1.879

Abstract

Abstract This research is motivated by the low level of employee engagement in State-Owned Enterprises (BUMN), which are often faced with bureaucratic rigidity and limitations in human resource management, while empirical studies that integrate talent management, inclusive leadership, and empowerment climate practices remain relatively limited. This study aims to comprehensively analyze the direct and simultaneous influence of these three variables on employee engagement. A quantitative approach was used, involving 160 BUMN employee respondents, and the data were analyzed using Structural Equation Modelling–Partial Least Squares (SEM-PLS). The research results show that talent management practices have a positive, significant effect on employee engagement by increasing competency development and talent retention, while inclusive leadership strengthens engagement by fostering an open, fair, and supportive work environment. In addition, the empowerment climate has been shown to act as a reinforcing mechanism, deepening the influence of these two variables on employee engagement. These findings make theoretical contributions by expanding the conceptual framework of employee engagement through the integration of inclusive leadership perspectives and an empowering climate, and practical contributions for BUMN managers in designing adaptive talent management strategies, inclusive leadership, and an empowering work environment to improve organizational performance sustainably.
Co-Authors Hillary O. Odor Mariam Gbajumo-Sheriff Pungky Eka Ratnasari Trisnia Manggiasih