Youths' inquisitiveness draws and attracts them to innovations; social media is not different. Among undergraduates, the use of social media as an evolving way of life may have reached addiction level with its consequences. Given this disturbing situation, this study explored compulsive social media use as an encouraging factor in academic procrastination among students with its consequences on students' academic achievement among undergraduate of Nnamdi Azikiwe University. Using a correlation design which was tested at 0.05 significance, the study evaluated the responses of 965 undergraduate students selected through cluster sampling during their examinations. Social Media Scale (SSMAS) and Academic Procrastination Scale (APS) was used as instrument for data collection. Academic achievement was measured using the students' cumulative grade point. Data were analyzed using regression analysis and result revealed that 33.47% of the undergraduate exhibit high levels of academic procrastination, 42.70% exhibit a moderate level of academic procrastination 23.83% exhibit academic procrastination among undergraduate students. The result further indicated that social media addiction predicted both academic procrastination and academic achievement among the undergraduates. Based on the findings of the study, it was recommended among others, that students should be channeled into the proper use of social media for academic purposes irrespective of their gender with counseling services to help those with chronic or addictive use.
Private sector is so challenging and demanding owing to market competitions and unfavorable work environment which frustrate employees’ efforts. Against this backdrop, this study explored the association of innovative work behavior, organizational frustration and work-family conflict among employees of Innoson Technical and Industrial Company Ltd Emene, Enugu, Nigeria. The sample population of the study comprised 112 private sector workers (89 males and 23 females) with age range from 23-56 years with a mean age of 32.5 who were selected through simple random sampling. Instruments for data collection were: Innovative work behaviour scale, organizational frustration scale and work-family conflict scale. In the method session, Correlation design was adopted and Pearson chi-square statistic was used to analyze the association among variables. Three hypotheses guided the inquiry and the result indicated that: innovative work behaviour was significantly associated with organizational frustration and work-family conflict at 1446.4, p < .05 and 1761.6 p < .05 (n = 112) respectively; while organizational frustration was also significantly associated with work-family conflict at 1799.2, p < .05 (n = 112). The finding imply that innovative work behaviour can influence a reduced level of organizational frustration and work-family conflict while organizational frustration can influence an increased level of work-family conflict among private sector employees. It is recommended that private sector organizations encourage the growth of innovative trait among workers and implement same in their recruitment policy to engender reduced levels of organizational frustration and work-family conflict.
Sexual harassment like any negative job antecedents is one of the workplace vices which organizations attempt to checkmate in order to create conducive atmosphere for employees to thrive. In Nigeria, lack of legislative efforts and enforcement of extant laws have increased vulnerability. This study therefore attempts to evaluate the incidence and the impacts it may have on the workers which most likely affect organizational efficiency and effectiveness. Using a descriptive design, the study evaluated patterns of sexual harassment, prevalence and consequences in higher institutions in Anambra State, Nigeria. The sample comprised 312 female workers from three higher institutions in Anambra State whose ages ranged from 23yrs and mean age of 37.50yrs and standard deviation of 2.40. Data were collected with the aid of 31-item questionnaire. Reliability of the instrument was ascertained at determined Cronbach alpha coefficient of 0.71. The result of descriptive analysis revealed the prevalence of sexual harassment is high among female workers at 69.4% (X = 3.9) with verbal sexual harassment being the most common type at 73.7% prevalence. Job insecurity was identified as the leading consequences of sexual harassment in the views of the female workers at 67.2% (X = 3.4) among other consequences. Considering the job outcomes of sexual harassment of female workers in the workplace, it is recommended that organizational climate in education sector be protected by legislative enablement to create a gender free working environment for thriving of both males and females especially females who are the common victims of sexual harassment in this part of the world while prosecuting reported cases.
Due to the growing employment rate, employees' voices may not be heard but they speak in salient ways especially regarding their organizational climate as regards work load and uneven distribution of organizational rewards and punishments. Considering that these circumstances elicit employees' reaction, this study explored the roles of work overload and organizational justice dimensions on counterproductive work behaviour (CWB). The design was correlation design while regression statistics was used to analyze the predictive effects of work overload and organizational justice dimensions on CWB. Sample for the study was 85 employees, 44 males (51.8%) and 41 females (48.2%) drawn with the aid of purposive and cluster sampling. Participants' ages range from 20 to 57 at an average age of 34.02 years. CWB scale, Distributive justice index, and Work overload scale were instruments for data collection. The result revealed that employees were high on counterproductive work behaviour and that the predictive effects of work overload on CWB was positive and significant at β(3, 385) = .57*, p < .05 implying that with greater work overload on employees CWB increased proportionally. However, predictive effects of distributive justice (DJ) and procedural justice (PJ) were negative and significant at β(3, 385) = .52 and .40, p < .05 respectively implying that as the justice dimensions (distributive and procedural) improved, CWB reduced proportionally. The study recommends that management of organizations should shun exploitation and enthrone fair treatment of employees across board irrespective of ethnic background, age, religion, and gender to reduce CWB and improve organizational efficiency.
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