TRAINING AND ORGANIZATIONAL SUSTAINABILITY OF OIL AND GAS COMPANIES RIVERS STATE NIGERIA
Abstract
This study examined the relationship between training and organizational sustainability of Oil and Gas Companies in Rivers State. The study adopted a cross-sectional survey in its investigation of the variables. Primary data was generated through self- administered questionnaire. The population of the study was 140 management staff of 5 Oil and Gas Companies in Rivers State. The sample size was 103 determined using the Taro Yamane’s formula for sample size determination. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Statistics. The tests were carried out at a 95% confidence interval and a 0.05 level of significance. The study findings revealed that there is a significant correlation between training and organizational sustainability of Oil and Gas Companies in Rivers State. The study recommends that management of Oil and Gas Companies should identify the training needs of each employee then programs should be developed that are best suited to their needs. The trainer should clearly identify areas to train the employees.
Keywords: Training, Organizational Sustainability, Financial Sustainability, Environmental Sustainability and Institutional Sustainability
CITATION: Ijeh, S. C., & Bassey, U. L. (2019). Training and organizational sustainability of oil and gas companies Rivers State Nigeria. The Strategic Journal of Business & Change Management, 6 (4), 1596 – 1606.
Full Text:
PDFReferences
Aarti, C., Seema, C., Bhawna,C., & Jyoti, C., (2013). Job satisfaction among bank employees: an analysis of the contributing variables towards job satisfaction. International Journal of Scientific &Technology Research, 2(8), 11-20.
Anderson, F. (2005). Human resources planning and development. New York: Prentice-Hall Inc.
Ajunwa, B (2005). Challenges of human capital development in banks. The Nigerian Tribune. Mon. May 25.
Cosar, A. K. (2011). Human Capital, Technology Adoption and Development. The B. E. Journal of Macroeconomics, 11(1), 1-41. http://dx.doi.org/10.2202/1935-1690.1907
Doane, D. & MacGilivray, A. (2001). Economic sustainability: The business of staying in business, R and D Report
Ekanem I., S. (2017). Intellectual capital and organizational sustainability in manufacturing firms in RiversState. International Journal of Advanced Academic Research | Social & Management Sciences 3(4), 6-8.
Fitzsimons, P. (1999). Human capital theory and education. The Encyclopedia of Education. London: Macmillan.
Flippo, E. (1961). Principle of Personnel Management Revised Edition. New York, McGraw Hill Book.
Frank, R. H., & Bernanke, B. S. (2007).Principles of microeconomics (3rd ed.). New York: McGraw-Hill/Irwin.
Gomez-Mejia, R. (2007). Managing Human Resources 2nd edition Pearson Education. New Jersey, USA
Goodland, R. (1995). The concept of environmental sustainability. Annual Review of Ecology and Systematics, 26(1), 1-24.
Hami, N., Muhamad, M. R. & Ebrahim, Z. (2015).The impact of sustainable manufacturing practices and innovation. Procedia CIRP, 26, 190 – 195.
Ihua, U. B. (2010). Local content policy and SMES sector promotion: the Nigerian oil industry experience. International Journal of Business and Management, 5(5), 3-13.
Iganigan, B.O. & Unemhilin, D.O. (2011). The impact of federal government agricultural expenditure on agricultural output in Nigeria. Journal of Economics, 2(2), 81-88.
Joseph, B. C. (2002). Organizational Sustainability: The Three Aspects that Matter. Academy for Educational Development Washington, DC. Page 2-3.
Jones, G.R., George, J.M. & Hill, C.W.L. (2000). Contemporary Management. New York: Irwin and McGraw Hills.
Onodugo, V. (2000). Human resources development on bottom line business management topics (ed). Enugu: Oktek publishers
Osemene, O. (2007). Human resources management: A systematic approach. Lagos: Ilupeji publishing Co.
Kamara, M., Coff, C. & Wynne, B. (2006).GMO‟s and sustainability. Available from http://www.cesagen.lancs.ac.uk/resources/docs/GMOs_and sustainability_August_2006.pdf.
Khan, M. W. (2014).Identifying the components and Importance of intellectual capital in knowledge-intensive organizations. Business and Economic Research, 4(2), 23-41.
McGehee, W. & Thayer, P. W. (1961). Training in business and industry. New York, John Wiley & Sons.
Okuwa, J. A., Nwuche, C. A., & Anyanwu, S. A. C. (2016). Human Capital Development and Organizational Resilience in Selected Manufacturing Firms in Rivers State. International Journal of Novel Research in Humanity and Social Sciences, 3(2), 43–50.
Reynolds, J. (2004). Helping people learn. CIPD, London in Armstrong, M. (2006).A Handbook of Human Resource Management Practice, 676, 10th Ed., London: Kogan Page.
Roper, J. (2012). Environmental Risk, Sustainability Discourses and Public Relations. Public Relations Inquiry, 1(1), 69-87 Schultz, T. W., ed. (1961). Investment in Human Capital. The American Economic Review, 51(1),1-17
Sleezer, C. M., Conti, G. J., & Nolan, R. E. (2003).Comparing CPE and HRD programs: definition, theoretical foundations, outcomes, and measures of quality. Advances in Developing Human Resources, 6(1), 20-34.
Ugbaja, C. O. (2005). A modern approach to management. Obosi: Pacific Publishers
DOI: http://dx.doi.org/10.61426/sjbcm.v6i4.1491
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.