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Organizational creativity is indispensable in a highly competitive and dynamic academic environment; and the role of individuals is mostly unquantifiable. Hence the study argued that the ideas, novel research output, patents, grants of the academic staff depend on the flexible wellbeing of the workforce which is at a low level in Nigeria. Thus, the paper investigated the role of personality traits on the relationship between flexible wellbeing and organizational creativity. The paper implemented a cross-sectional survey research design and collated data from six hundred and twenty-one academic staff ranked from Senior Lecturer to Professor from eight selected private universities in South-West, Nigeria through applying multi-stage random sampling technique. Reliable and validated tests were conducted on the adapted questionnaire before it was used for the study. The result from hierarchical regression analysis using SPSS add-on called process analysis revealed that personality traits have a moderating effect on the interactions between flexible wellbeing and organizational creativity (ΔR2 = 0.014, ΔF(1, 528) = 13.579, p < 0.05). Management to tailor wellbeing policies and practices to workers’ creative drive as there is no “one-size-fits-all” approach to designing an effective flexible wellbeing strategy.

describes workplace discrimination as a managerial task that demands serious attention because its after-effect amplifies the intention of talented employees to leave and hinders organisation from wining a competitive advantage. Organisations are rarely giving close attention to religious affiliation in explaining inequity, injustices and discrimination, rather, attention has always been more on disability, ethnicity, gender, race, and sexual orientation, with others sharing relationship with workplace discrimination (Channar, Abbassi & Ujan, 2011; Hoobler, Lemmon & Wayne, 2011).The quest for religious affiliation is very popular due to the ongoing confusion about organisational identity, organisational culture, and operating policies that frequently follow an impression of lack of job security for employees in various organisations (Giacolone & Jurkiewicz, 2003). Globally, religious discrimination dispute is developing quickly compare to any other forms of discrimination. Religion expression has awakened strong feelings and opinions and the workplace is nonexclusive of this challenge. According to Webley (2011), there is a religious background to virtually all organisational corporate or social practices and the way organisation interacts with this is essential if it must adhere to its core values. According to the 2013 survey in the United State of America, a factor contributing to workplace discrimination is religious identity. It is not incredible to discover that the prejudice among evangelicals and nonbelievers in the workplace is alarming. Nearly 60% atheists' employees said organization looks down on their beliefs, and nearly 60% of white evangelicals agreed that discrimination against Christian employees have become a serious challenge as discrimination against other religious minorities. Adetayo and Odogwu (2017) reported that in Africa, Kano, Nigeria, about fifteen (15) Shiite members and one (1) policeman lost their lives in the workplace during a clash between members of the sect and the police while claiming right for freedom of worship. Olojo (2014) earlier reported that between June 2006 and May 2014, violent deaths caused by religious discrimination accounts for four thousand and forty-one (4041) people. From the year 2006 to 2009, statistic showed a rapid increase in number of deaths caused by religious discrimination from ten (10) to one thousand and four