Lingering Challenges of Microfinance Institutions (MFIs) and the Way Forward

Abubakar, Lawan Shamsu; Zainol, Fakhrul Anwar; Abdullahi, Mohammed Sani

doi:10.6007/ijarems/v4-i3/1815

Cited by 11 publications

(11 citation statements)

References 4 publications

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“…This study is quantitative in nature, and a survey research design was used in the present research, and other empirical studies conducted by Nuhu et al (2018), Abdullahi et al (2015b), Figure 1 Conceptual model Mohammed and Munirah (2018), Abubakar et al (2015), Abdullahi (2018), Abdullahi et al (2019aAbdullahi et al ( , 2018Abdullahi et al ( , 2015a, Sani Abdullahi et al (2018) and Abdullahi et al (2019b) used the same research design to achieve the necessary goals. The unit of analysis in the present study was teaching staff of MPUs; this group of respondents are expected to provide an accurate view of the content asked.…”

Section: Methodsmentioning

confidence: 99%

Talent management practices on employee performance: a mediating role of employee engagement in institution of higher learning: quantitative analysis

Abdullahi

Adeiza

Fattah

et al. 2022

ICT

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Purpose The purpose of this paper is to investigate the effect of talent management (TM) practices on employee performance (EP) and to explore the mediating role of employee engagement (EE) on the relationship between TM practices and EP in Malaysian private universities (MPUs). Design/methodology/approach The paper used both descriptive and quantitative approaches, and the unit of analysis of this research consists of MPUs academic staff. The research sample consists of 314 MPUs academic staff, and a questionnaire was used to collect data from the target respondents, while partial least squares-structural equation modelling was used to evaluate the study hypotheses through bootstrapping approach. Findings The research outcome revealed that TM practices that comprise of talent recruitment practice (TRP), training and development practice (T&DP), compensation practice (CP) have a significant effect on EP. Furthermore, EE partially mediates the relationship between T&DP, CP and EP, while EE does not mediate the relationship between TRP and EP in MPUs. Practical implications The research suggests that universities management should focus on TM practices as a tool to achieve and maintain EE and positive attitudes (EP) in relation to work. Originality/value The research makes substantial contributions to the literature by investigating the effect of TM practices on EP through the role of EE as mediation in MPUs. The research is one of the very few studies undertaken in MPUs. Therefore, the results of this research serve as a guide for the universities management to develop their institutional strategies and policies in a manner in which their employees’ success can be achieved and encouraged.International Journal of Business and Society.

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Section: Methodsmentioning

confidence: 99%

Talent management practices on employee performance: a mediating role of employee engagement in institution of higher learning: quantitative analysis

Abdullahi

Adeiza

Fattah

et al. 2022

ICT

Self Cite

View full text Add to dashboard Cite

show abstract

“…Survey research design was used in the present research, and other empirical studies conducted by Nuhu et al (2018), Abdullahi et al (2015a, b), Mohammed and Munirah (2018), Abubakar et al (2015), Abdullahi (2018), Abdullahi et al (2018), Abdullahi et al (2019) and Yazid et al (2017) used the same research design. The unit of analysis in the present study was academic staff of MPU and the study population consists of 10, 473 participants which are identified from MPU that has un-expired license as at 31st January 2019, which happen to be 41 MPU as issued by Ministry of Higher Education (2019).…”

Section: Methodsmentioning

confidence: 99%

Mediating role of employee engagement on the relationship between succession planning practice and employee performance in academic institutions: PLS-SEM approach

Abdullahi

Raman

Solarin

2021

JARHE

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PurposeThe purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU).Design/methodology/approachThis paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square–structural equation modeling (PLS-SEM) was used to test the study hypotheses.FindingsThe findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE.Practical implicationsSound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result.Originality/valueThis paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.

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“…The majority of these studies have been conducted in advanced countries, with an emphasis on large and publicly traded companies. Prior studies highlighted the significance of innovative lending processes in improving accessibility and profitability, loan repayment pattern factors, MFBs challenges, MFBs and their impact on borrowers (Abiola & Salami, 2010;Abubakar et al, 2015;Taiwo et al, 2016;Ademola et al, 2020;Ademola & Adegoke, 2021). To close this gap, this study aims to examine the effect of corporate governance on MFBs' performance in order to enhance their performance and promote their long-term sustainability.…”

Section: Introductionmentioning

confidence: 99%

Effect of Corporate Governance on Performance of ‎Microfinance Banks in Nigeria‎

Ademola¹,

Liafeez²,

Oluwole³

2022

KJEMS

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Good corporate governance is perceived as a key component of sustainability for Microfinance ‎Banks (MFBs) as it is assumed to help them achieve their social and financial objectives. This study ‎examined the effect of corporate governance on the performance of MFBs in Nigeria. Corporate ‎governance was proxied by audit committees, board size and composition while Return on Equity ‎‎(ROE) was used as the measure of financial performance. Twelve MFBs were randomly selected ‎from South West, Nigeria. Secondary data was obtained from the annually published reports of the ‎selected licensed microfinance banks in Nigeria between ten years period of 2011 and 2020. Data ‎were analyzed using regression and correlation techniques.‎ The results demonstrated that board size correlates favourably and significantly with MFBs ‎performance, implying that larger boards improve bank performance. Board composition exhibited ‎a strong positive relationship with MFBs’ performance. Furthermore, audit committees correlate ‎positively and significantly with MFBs’ performance, demonstrating that audit committees are ‎important components of corporate governance. Finally, the study found that corporate governance ‎proxies (audit committees, board size, and composition) have a positive and significant effect on ‎MFB's performance in Nigeria.‎ Consequentially, this study suggests that an operational audit committee be established if MFBs’ ‎credibility, efficiency, competitiveness, and sustainability are to be ensured. MFBs should also ‎maintain a completely unbiased board composition to ensure optimal achievement of goals and ‎long-term profit maximization.‎

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Lingering Challenges of Microfinance Institutions (MFIs) and the Way Forward

Cited by 11 publications

References 4 publications

Talent management practices on employee performance: a mediating role of employee engagement in institution of higher learning: quantitative analysis

Talent management practices on employee performance: a mediating role of employee engagement in institution of higher learning: quantitative analysis

Mediating role of employee engagement on the relationship between succession planning practice and employee performance in academic institutions: PLS-SEM approach

Effect of Corporate Governance on Performance of ‎Microfinance Banks in Nigeria‎

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