This paper focuses on examining the relationship between work stress and workplace deviant behaviours in the Nigerian banking industry. Hence, the paper plans to propose ways of reducing work stress in the workplace, which will consequently reduce workplace deviant behaviours in the workplace, particularly within the Nigerian banking industry. However, the current study adopted a quantitative research approach, a survey research design. In addition, one non-probability sampling method and two sampling approaches were used, namely purposive stratified and simple random sampling, respectively. The findings revealed that work stress has a statistically positive significant relationship with workplace deviant behaviours in the Nigerian banking industry. Moreover, the results of this investigation have major implication for organisational behaviour, managerial decisions, and harmonious employee employment relationship in the Nigerian banking industry. Increased work stress significantly increases workplace deviant behaviours in the Nigerian banking industry. Hence, the Nigerian banking industry can minimise workplace deviant behaviours through a decrease or reduction in the level of work stress. There have been little, if any studies done to ascertain the relationship between work stress and workplace deviant behaviours in the Nigerian banking industry. The current investigation noticed a significant moderate positive relationship between work stress and workplace deviant behaviours in the Nigerian banking industry, indicating that the Nigerian bank employees will engage more in deviant behaviours if they encounter an increased levels of work stress in the Nigerian banking industry, as well as engage less in deviant behaviours in proportion to the low levels of work stress encountered.
This paper investigates employee engagement, authentic leadership and human capital factors’ influences on the creative behaviors of bank employees within Nigeria’s banking industry. This investigation’s sample was taken from a selection of banks (Guarantee Trust Bank Plc, First Bank Plc, and United Bank For Africa Plc) across the Lagos and Ibadan cities of Lagos and Oyo States, Nigeria. This paper adopts a survey study approach, and questionnaires were randomly circulated. However, out of the 300 questionnaires distributed, 273 were fit to be used for the research and analyzed via statistical packages for social sciences (SPSS vs. 26). The current findings suggest that the younger the bank employees, the more creative they are. The higher their educational level and work experience, the more creative they are within Nigeria’s banking industry. The current investigation further established that employee engagement and authentic leadership significantly and positively influence creativity amongst employees within Nigeria’s banking industry. Therefore, the management of the Nigerian banks needs to consider spurring of employees’ sense of belonging and engagement to help stimulate and nurture their creativity. They should also consider essential authentic leadership training for their managers to help them discharge their leadership functions, related to the positive development of their subordinates’ creative behaviors and the human capital factors in stimulating employee creativity.
Despite the surge of studies on employee achievement motivation, there is little research that looks at the combination of self-efficacy and social adjustment as predictors of achievement motivation in Nigeria. Hence, this paper examines the influence of self-efficacy and social adjustment on achievement motivation in Nigeria’s banking industry. The study’s sample was drawn from six banks (Guarantee Trust Bank, First Bank of Nigeria, United Bank for Africa, Ecobank, First City Monument Bank, and Access Bank) in Ibadan, Oyo State, Nigeria. Also, it assumes a quantitative research approach. In this study, questionnaires were distributed randomly, and out of 200 questionnaires, 149 were suitable for analysis. Hence, the analysis was completed using the SPSS version 26. The results of this paper reveal that self-efficacy provided about 22% of influence and social adjustment about 82% of the influence on variance in achievement motivation among bank employees. Further results showed that gender, marital status, educational qualification and work experience have a significant and independent influence on achievement motivation among bank employees. The findings denote that increased levels of self-efficacy and social adjustment significantly predict achievement motivation. Therefore, human resource managers in Nigeria’s banking industry should always consider the psychosocial factors of employees, which will help management to know the practical measures and motivating conditions that are useful for enhancing achievement motivation. Also, banking industry managers should train employees in social adjustment skills that will help them managing their life achievements. AcknowledgmentThe Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere is acknowledged, in funding this study and its publication.
This paper assesses the relational effects of perceived organizational support (POS), fear of COVID-19 (FOC-19), and work-related stress (WRS) on the safety performance of healthcare staff. The sample for this research was extracted from the University College Hospital (UCH) in the Oyo State of Nigeria. The participants were midwives, doctors, auxiliary services staff, and nurses who functioned in a COVID-19 hospital ward, fever or respiratory ICU, Auxiliary services, or outpatient clinics. This investigation espoused a clinical cross-sectional survey involving self-reported surveys. Of the 150 questionnaires distributed, 147 were fit for scrutiny and analyzed with Statistical Packages for the Social Sciences (SPSS version 28). This paper established a relationship between POS and safety performance (SP). Besides, it showed a significant positive correlation between FOC-19 and SP. It further noted that work-related stress negatively relates to safety performance. Moreover, this study showed the significant joint strong influence of POC, FOC-19, and WRS on the safety performance of healthcare workers. Hence, healthcare institutions are encouraged to create adequate support for healthcare workers, particularly during a global health crisis. Government and healthcare institutions should also develop an awareness program on the danger and consequences of getting infected by the virus or infecting other significant others. This will increase the fear of COVID-19 and, consequently, health workers’ safety performance. Besides, it is recommended that the management of healthcare institutions provides a proper work structure and schedule to help reduce workloads, consequently reducing WRS, as lowering it improves healthcare workers’ safety performance.
Obviously that less motivated teachers are less productive and less disposed to perform their best, despite their acquired teaching experiences in secondary schools. Drawing on equity theory, valence expectancy theory, and the two-factor theory, this paper examines the influence of minimum wage and prompt salary payment on teacher effectiveness in public secondary schools. The study’s sample was drawn from 20 selected public secondary schools in Ibadan North local government area of Oyo State, Nigeria. This study adopts a quantitative research approach. The questionnaires were randomly distributed. Out of 200 questionnaires, 149 questionnaires were effective for analysis after analyzing the data with SPSS version 25. This study revealed that minimum wage, prompt salary payment, and demographic variables have significant independent and joint influence on teachers’ effectiveness in public secondary schools. It was proved that several teachers are dissatisfied with minimum wage payments and that prompt salary payment influences teachers’ effectiveness. Therefore, the study recommended that the state government should review the current minimum wage, making it more attractive to motivate teachers, thereby directly enhancing teachers’ effectiveness. The focus should also be on achieving prompt salary payment through consistent and effective salary scheme management, promoting teachers’ effectiveness. AcknowledgmentThe current author acknowledges the Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere, in funding the current study and its publication.
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