International Research and Academic scholar society

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Our Mission
At IRASS Publisher, our mission is to empower authors and researchers by providing a platform for their unique perspectives. We believe in fostering creativity and promoting voices that reflect the richness of human experience.
Our Vision
We envision a world where diverse stories and groundbreaking research thrive, enriching the literary and academic landscape. We aim to be a leading publisher recognized for our commitment to quality, innovation, and inclusivity.
Open Access Policy
IRASS Publisher commits to providing open access to all its published content. Our policy ensures that research articles are freely accessible to the public without subscription fees. Authors retain copyright while allowing unrestricted distribution and reproduction in any medium, provided the original work is properly cited. By removing access barriers, IRASS aims to foster a more inclusive and collaborative scientific community.
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Latest Article
Artificial Intelligence and People Analytics in Human Resource Decisio...
3

Nancy Ayongo Odoi Opong*1, Kingsley Kumi Yeboah2, Joseph Manasseh Opong3, Enoch Kwablah Teye4
1*-2-3-4Presbyterian University, Ghana, P.O. Box 59. Abetifi-Kwahu
37-44
http://doi.org/10.67564/IRASSJMS.v3.i7.0180

A new era for human resources is beginning, driven by the use of artificial intelligence (AI) and people analytics to inform human resources (HR) decisions. This report presents an integrated, multi-disciplinary review of the current state-of-the-art of using AI and people analytics in HR, based upon established theoretical models from information systems, organizational behavior, ethics, etc. The report describes how traditional descriptive HR metrics have evolved to predictive and prescriptive HR analytics through the application of machine learning, natural language processing and algorithmic decision systems. In addition to providing examples of AI/people analytics applications throughout recruitment, performance management, retention, workforce planning and employee wellbeing, the report also assesses both the positive impacts of AI/people analytics to enable HR decisions to be made more quickly, efficiently and strategically; as well as the significant negative implications of adopting these technologies - i.e. Algorithmic bias, erosion of employee privacy, distrust of employees toward HR systems, deskilling of HR professionals. Additionally, this report reviews ethical and legal frameworks related to fairness, accountability, transparency and the General Data Protection Regulation. Based on a synthesis of recent empirical and conceptual scholarship (2015 – 2025), the report argues that although AI and people analytics represent unparalleled opportunities for enhancing the quality and effectiveness of HR decisions; un-critically adopting them will lead to institutionalized biases, diminished employee dignity and degradation of the relational core of human resource management. Therefore, the report advocates for a human-centered augmented intelligence approach to HR where ethical principles are embedded within system design and human discretion is preserved. Finally, the report outlines a forward-looking research agenda centered around explainable AI, algorithmic literacy among HR professionals and co-design of analytics systems by employees.
SCALING THE INADEQUACIES OF HOUSING AVAILABILITY AND DELIVERY ASSOCIAT...
3

Imiete Godspower1, Chuku Chima2, Dappa, Daddy Ibiewotogha3, Kpang, MeeluBari Barinua Tsaro*4
1Department of Environmental Management, Faculty of Environmental Sciences, Rivers State University, Nkoplu-Orowurokwo, Port Harcourt, Rivers State, Nigeria, 2-3Department of Geography and Environmental Management, University of Port Harcourt, Port Harcourt, Rivers State, Nigeria, 4*Department of Environmental Management and Toxicology, Federal University of Environment and Technology, Koroma/ Saakpenwa, Ogoni, Rivers State
33-43
https://doi.org/10.5281/zenodo.21465676

This study examined the inadequacies of housing availability and delivery associated with traditional land ownership system in different states across the Niger Delta of region, Nigeria. The cross-sectional research design was adopted in the study. The data for this study was elicited from 400 household heads in the study area determined through the use of Taro Yamane’s and Kumar stratum allocation formulas whereas the Kruskal–Wallis test was employed for analysis. Housing availability was found to be inadequate with only 36% affirming that housing units are sufficient, while 52.7% disagreed (WM = 2.99). Accessibility also scored low (WM = 2.90), and population growth was consistently seen as a constraint, with 79% agreeing it reduces availability (WM = 4.16). Infrastructure deficits were critical, with 80.5% strongly agreeing that lack of basic services limits housing expansion (WM = 4.19). Effectiveness of housing development recorded weak results, with most weighted means below 3.0, including project timeliness (WM = 2.90), affordability (WM = 2.86), infrastructure provision (WM = 2.86), and policy support (WM = 2.86). The result revealed no statistically significant differences (at p > .05), indicating uniformity of perceptions across respondents. It is concluded from the findings that land ownership system is a major constraint affecting housing development and delivery. Consequently, holistic policy reforms that enhance affordability, and strengthen infrastructure provision were strongly recommended.
Job Autonomy and Employee Performance in Public Institutions in Nigeri...
0

EDONYABO Fidelis*1, OKEREKA Onofere Princewill Ph.D2, MUKORO Akpomuvire Ph.D3
1*-2-3Department of Public Administration, Delta State University, Abraka
21-32
https://doi.org/10.5281/zenodo.21449264

This study examined the impact of job autonomy on employee performance in selected Federal government hospitals in Delta and Edo States, Nigeria. Job autonomy, a critical element of employee empowerment, was analyzed through four dimensions: flexible work schedules, flexible working hours, participation in decision-making, and clear work criteria. Questionnaire was employed as the research instrument for this study with 170 respondents deemed usable and the study relied on the Agency Theory as its theoretical framework. Data collected were analysed using Pearson’s coefficient of correlation and linear regression analysis with the aid of Statistical Package for Social Sciences (SPSS) Version 23. The findings affirmed that flexible work schedules enable employees to balance professional and personal responsibilities, reducing stress and enhancing job satisfaction. Similarly, flexible working hours were found to improve employee engagement and productivity by allowing individuals to align their work times with their peak performance hours. The study recommends among others that hospital administrators in Federal government hospitals in Delta and Edo States should implement policies that promote flexible work schedules. Flexibility can allow healthcare workers to balance their professional and personal lives, reducing stress and improving job satisfaction, among others.
An Assessment of Financial Autonomy and Local Government Councils' Per...
5

AGIRI, Eseoghene James*1, MUKORO Akpomuvire2, OKEREKA Onofere Princewill3
1*-2-3Department of Public Administration, Faculty of Management Science, Delta State University, Abraka, Nigeria
10-20
https://doi.org/10.5281/zenodo.21448973

Historically speaking there have always been agitations for the autonomy of local government in Nigeria. Fiscal autonomy in local government administration is generally accepted to be the instrument for effective and efficient service delivery for the grassroots. Local government fiscal autonomy is the independence of the local government to impose local taxation, generate revenue within its constitutional powers, allocates its financial and material resources determines and authorizes its own annual budget without external interferences. It is somewhat worrisome to observe that various literature reveals that in Nigeria, the rural areas are under developed and local government councils do not have sufficient resources to discharge their constitutional responsibilities because the state governors in Nigeria take charge of the local government council’s funds. The major objective of this study is to assess financial autonomy and local government performance in the fourth republic in selected local government councils in south/south states in Nigeria. This study employed secondary method to source of data. The adopted public finance theory. The study will enrich existing literature in Public Administration and will be used as a policy instrument for government and policy makers. The study made some recommendations that financial Autonomy should be granted to democratically elected Local Government councils for effective and efficient service delivery at the grassroots levels in Nigeria, among others.
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