Good Governance Practices in E-Recruitment Adoption in Nigerian Public Service
The global clamour for good governance in the conduct of public affairs warranted some Nigeria public sector organisations to adopt technology as their recruitment strategy for transparency, accountability, responsiveness, accessibility and efficient service delivery. The introduction of electronic...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2012
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| Online Access: | https://etd.uum.edu.my/3402/1/AHMAD_SANUSI.pdf https://etd.uum.edu.my/3402/4/AHMAD_SANUSI.pdf |
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| Summary: | The global clamour for good governance in the conduct of public affairs warranted some Nigeria public sector organisations to adopt technology as their recruitment strategy for transparency, accountability, responsiveness, accessibility and efficient service delivery. The introduction of electronic government forces some public organisations to jettison conventional recruitment strategy in favour of electronic recruitment. But different individuals and groups complaint of discrepancies emanated from the conduct of e-recruitment exercise in Nigerian public service. This study investigated the applicability of good governance dimensions in the conduct e-recruitment in some selected Nigerian public sector organisations. Quantitative and qualitative methods were used to collect data from the two selected organisations in line with research questions. After preliminary data screening, 326 questionnaires were used in quantitative data analysis while about 13 respondents were interviewed. Regression analysis was used to analyse responses generated from the questionnaires while thematic analysis was used to analyse the data recorded from interviews. This study empirically tested 13 hypotheses out of which 9 are supported and 4 are not supported. It indicates significance relationship between e-recruitment adoption and the good governance practices. It also found that e-recruitment adoption mediates the relationship between perceived trust and perceived quality with good governance practices. The results further reveals that an increase in R2 when mediator is added from R2 =.203 to R2 =.356 becomes one of the contributions to theory and practices. Furthermore, results from qualitative findings reveals that undue political influence, institutional problems, monetizing e-recruitment, poor accessibility and distorted selection procedures impinge the realisation of good governance in e-recruitment adoption. The study concludes that government should put effective institutional framework in motion that will enhance the quality of good governance in e-recruitment in Nigerian public service. |
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