Employee Relations Strategy: Implication for Performance in Lagos State University, South-West, Nigeria

Abstract

The incessant industrial action, strike, boycotting among workers in the educational sector especially in the public universities is becoming a worrisome phenomenon. This paper examined the impact of employee relations strategy (Organizational policies, Promotion, Equity, Recognition and Mentoring) on job performance in Lagos State University, Southwest, Nigeria. A model was developed and tested using One hundred and thirty six (136) copies of valid questionnaire, which were completed by staff in the State owned university, Lagos, Nigeria. Structural Equation Modeling was adopted to test the hypotheses and relationships that might exist among variables. Results of the analysis indicates that equity, promotion, mentoring and recognition have positive influence on employees’ performance. While in the opposite direction, organizational policies have negative and insignificant effect on job performance which suggest that increase in employees’ performance will require that managers pay more attention to friendly organizational policies.