Jones Emakpor Umukoro
Human Resources Management Organizations must formulate, implement, and sustain (FIS) policies that prioritize flexible worker well-being and strategic work designs to unlock employee commitment and creativity, which ultimately drives the institution’s operational resilience and competitive advantage in a changing market. Workaholism, burnout, and well-being Social Psychology

Educational Journey

Babcock University

PhD • Human Resources Management

Babcock University

Doctor of Philosophy in Business Administration & Marketing • Business Administration & Marketing

Experience

Human Resource Specialist, Lecturer and Statistician

0 - Present • Buiness Administration and Marketing

Editors Role

Reviewer

Technology Knowledge and Learning Journal

0 -

Reviewer

Library Philosophy and Practice (e-journal)

0 -

Reviewer

Gadjah Mada International Journal of Business

0 -
Show all 6 roles

Affiliations

Babcock University

ACIPM

Member since 0

Grants and Awards

FELLOW

Fellowship

2021 6800 USD

Research

Dual Perspective to Child’s Wholeness

Article May 22, 2021

child’s wholeness is argued to be essential to the child becoming a productive citizen. However, when measured by the spiritual, academic, moral, and emotional wholeness appear to have maintained a steady decline. Therefore, the paper investigated the role of parental presence and parenting practices on child’s wholeness. The cross-sectional survey research design was adopted through a validated structured questionnaire. A purposive random sampling technique was applied to select 87 married people at Babcock University, Ogun State Nigeria. The data gathered were analyzed using both descriptive and inferential statistics. Multiple regression results revealed that parental presence and parenting practices had a positive significant effect on child’s wholeness (Adj. R2 = 0.396 (F (2, 84) = 27.549, p<0.05), and the artificial neural network analysis showed parenting practices as the best predictor.

Job-Characteristics Dimensions and Employee Continuance Commitment

Article September 21, 2019

Effort towards retaining committed of regular nonacademic staff has remained a recurrent concern, indicating that, employees' commitment among university workers, could have been compromised. However, even when investigated into, more extrinsic and less intrinsic factors are applied to determine the commitment. Hence, the study approached this gap from job-characteristics dimensions to employee continuance commitment. The cross-sectional survey research design was adopted and, data collected from 377 regular nonacademic staff using validated and reliable copies of a questionnaire. Multiple regression analysis was applied as the inferential statistics. Results from multiple regression analysis conducted found that job-characteristics dimensions had a significant effect on employee continuance commitment [R = 0.726, F(5, 371) = 78.081, p< 0.05]. Also, task identity, task significance, and feedback had a significant positive effect on continuance commitment. On the strength of the statistical findings, it was recommended for management emphasize on task identify, significance and, feedback to enable continuance commitment of non-academic staff.