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
This study examined the effect of toxic leadership on organisational silence in selected faith-based organisations in Ogun State, Nigeria. It debates that securing endurable paths to organisation success requires keen attention to the menace of organisational silence, and this does not leave out organisations that base their business operations on certain fundamental doctrines, corporate practices, or religious believes. Survey research design was adopted. The population of the study was seven hundred and seventy-five (775) staff drawn from the selected faith-based organisations in Ogun State, Nigeria. The study adopted multi-stage sampling technique. Structured questionnaire was adapted, validated and used for data collection. Cronbach's Alpha Reliability Analysis ranged 0.704 to 0.775. Descriptive and inferential statistics were used for data analysis. Findings revealed that Toxic leadership had significant effect on Organisational silence (Adj. R 2 = 0.475; F (4, 361) = 83.60, p<0.05). This revealed that organisational silence exists as a result of toxic leadership, and to this end, employers and managers are expected to take every affordable step to weaken the weight of organisational silence by deploying quality leadership that encourages cross fertilization of ideas, creativity, ingenuousness and knowledge extension among employers, managers and employees.
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