Managerial Mentoring Behaviour and Corporate Vitality in the Nigerian Aviation Sector

Abstract

Despite substantial evidence on managerial roles in ensuring performance in work organizations, there is heightened need targeted at exploring and examining managerial behaviour that shapens and strengthen employee capacity that in turn stimulate the needed corporate vitality. This study therefore, examined the empirical link between managerial mentoring and corporate vitality in the Nigerian Hospitality subsector. The study used the questionnaire as the primary instrument for data generation from a sample of 226 respondents. The reliability of the survey instrument was ascertained relying on the Cronbach alpha of 0.78 and benchmarked with the Nunally alpha threshold of 0.7. the data were inferentially analyzed and the findings clearly indicates that a strong positive and significant relationship exist between managerial mentoring dimension of idea clarification empathizing, shared experience and attentiveness and corporate vitality measured with resourcefulness, responsiveness and innovativeness. this is as shown by R=0.74 and it is concluded that managerial mentoring relates with corporate vitality therefore it was recommended amongst others that managers should undertake deliberate and target mentoring initiative that will provide employees with much needed experience and skills that will strengthen the organization for goals.

Opportunity-Sensing Capability and Corporate Vitality of Domestic Airlines in Nigeria

“…This simply means that vitality elucidates the efficient and dexterous running of the firm in its everyday undertakings and its eventual progression into inventive market oriented and goal driven entity. Therefore, corporate vitality is the corporate energy reflected in its resource, competencies and capabilities to enable it compete favourably, survive and gain competitive advantage (Akpotu & Konyefa, 2018). Afema (2014) posits that corporate vitality is the aggregated momentum relating to firm capabilities, competencies and systems that guarantee strategic actions targeted at gaining competitive advantage.…”

“…Organization vitality is enhanced by the number of new possibilities within the uncertain environment and helps in organizational survival (Loverde, 2005). Therefore, corporate vitality is the corporate energy reflected in its resource, competencies and capabilities to enable it compete favourably, survive and gain competitive advantage (Akpotu & Konyefa, 2018). Palmer (2011) has viewed corporate vitality as the totality of the functional operational capacity of the firms that is sustained for long-term survival.…”

Employee Competence Management and Corporate Vitality of Indigenous Oil and Gas Companies in South-South, Nigeria

“…Employee competence management is the planning, development, monitoring and application of employees' skills, knowledge, attitudes and behaviours with a view to ensuring that the organization performs at optimal levels (Zeb-Obipi 2017; Akpotu & Konyefa, 2018). Hence, the competence of the employees at work should be well planned, it must be developed through training and education, the skills and knowledge should be applied on the jobs and this should be monitored by supervisors for corrective competency behaviours (Zeb-Obipi, 2017).…”

“…Hence, managing a successful business in the face of a changing business environment requires the institution of a vital corporation. Corporate vitality is the business and economic health of the organization which ensures the stability and going concern of the workforce (Akpotu & Konyefa, 2018).…”

“…Corporate vitality is the business and economic health of the workplace, which contributes to the going concern of the firm. According to Akpotu and Konyefa (2018), the concept of corporate vitality is the energy that drives a company's competitiveness and achievement of goals and objectives. Vitality in general, refers to health or growth and defines the healthy existence of an organization.…”