Corporate culture is a critical factor in enhancing the attainment of organizational goals and objectives. This study examined the impact of four corporate cultural variables namely, involvement, consistency, adaptability, and mission on employee commitment to the organization. Data was collected from 134 employees of 18 selected SMEs in Makurdi metropolis. Data was collected through the use of standardized questionnaires measuring corporate culture and organizational commitment. Analysis of data was done using pearson correlation coefficient, regression analysis, independent T-test and ANOVA. The study found that involvement and adaptability significantly correlated with commitment, while consistency and mission did not correlate with commitment. The implications of the findings were discussed and recommendations made.
Purpose
The purpose of this paper is to explore how the institutional context influences human resource management (HRM) policies in the public and private sector in Nigeria.
Design/methodology/approach
The convergent parallel mixed methods approach was adopted for this study. Survey data were collected from 122 HR managers across public and private sector organizations in Nigeria as well as 13 qualitative interviews. ANCOVA was used to analyse quantitative data while thematic analysis was used to analyse qualitative data in order to understand the influence of institutions on HRM in the public and private sector in Nigeria.
Findings
Findings indicate that while coercive, mimetic and normative institutional mechanisms influenced HRM in both the public and private sector, the influence of coercive mechanisms was significantly higher in the public sector, largely due to the poor enforcement of labour legislation and attempts by private sector organizations to adopt neo-liberal approaches to HRM.
Originality/value
The study provides an understanding of the institutional context of HRM in Nigeria by highlighting how varying degrees of pressures from the environment create internal diversity in HRM approaches in the public and private sector.
Due to the importance of knowledge transfer in enhancing competitive advantage of firms, organizations are increasingly developing strategies for effective knowledge transfer. This study examined the relationship between high-performance HRM and knowledge transfer as well as the mediating effect of affective commitment on this relationship. The study is based on data from 136 mangers drawn from six banks in Nigeria. Through the use of regression analysis and mediation analysis using PROCESS macros, we report a positive relationship between highperformance HRM and knowledge transfer. We also found a positive relationship between affective commitment and knowledge transfer. In turn, affective commitment mediated the relationship between high-performance HRM and knowledge transfer. The study therefore concluded that highperformance HRM contributes to knowledge transfer directly and indirectly through affective commitment.
The study examined the relationship among organizational communication, job stress, and citizenship behaviour of IT employees in Nigerian universities and investigated if differences existed in the rating of these variables between federal and state university employees. Data were collected from IT employees in University of Agriculture Makurdi and Benue State University Makurdi (n = 49). Using Pearson correlation coefficient, t-test and regression model as tools of data analysis, the study found that there was no difference in organizational communication and stress levels between IT employees in federal and state universities. However, differences existed in citizenship behaviour between the two samples, with IT employees in the state university showing higher levels of citizenship behaviour. The study also found a significant positive relationship between organizational communication and citizenship behaviour while stress levels were not found to be related to either organizational communication or citizenship behaviour. The implications of the findings were discussed with recommendations made.
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