THE EFFECT OF PERSONALITY TRAITS ON ORGANIZATION CITIZENSHIP BEHAVIOUR IN SELECTED BANKS IN EDO STATE OF NIGERIA
ATTENTION:
BEFORE YOU READ THE
PROJECT WORK, PLEASE READ THE INFORMATION BELOW. THANK YOU!
TO GET THE FULL
PROJECT FOR THE TOPIC BELOW PLEASE CALL:
08068231953,
08168759420
TO GET MORE PROJECT
TOPICS IN YOUR DEPARTMENT, PLEASE VISIT:
THE EFFECT OF PERSONALITY TRAITS ON ORGANIZATION
CITIZENSHIP BEHAVIOUR IN SELECTED BANKS IN EDO STATE OF NIGERIA
CHAPTER ONE
INTRODUCTION
1.1
CONTEXT
OF THE PROBLEM
Every
well establish business want to make profit, grow as well as meet its strategic
objectives among other things. In a bid to achieving this noble fear,
organizations have come to the realization that competitive advantage can no
longer be achieved through their products, but rather through people
(employee). This reality has strategically placed employees as the major
differentiating success factor at the disposal of most organizations.
Nowadays,
it is evident that the work environment is quite turbulent and very dynamic
this poses a great challenge to the employee as he strives on a daily bases to
meet his target and increase productivity at work. Working in dynamic and
variable conditions’ seems to be one of the fundamental characteristics of
employees in the organization and organization increasingly depends on these
employees that have the ability to adapt with these dynamics and variable
conditions as such employees are capable of helping the organization achieve
its strategic objective. Therefore, the challenge facing most organizations
today had however remain the formulation of an effective strategy and viable
policy trust that can galvanize the organization to achieving corporate
excellence through adequate and proper employee management. To overcome this
challenge, motivation must be a key success factor. Employee should be properly
motivated to engage in activities that will benefit and help in the achievement
of predetermined organizational goals. In order to achieve this, it is
imperative for managers to set in motion work conditions that will help
employees to achieve satisfaction. When employees are satisfied with work
conditions, they tend to exhibit certain behaviour. This behaviour though not
recognized by the formal system of the organization, have a compelling benefit
to the organizations as it has been described as important for the growth,
success, effectiveness and productivity of any organization Murphy et al,
(2002).
It
is light of this that a considerable amount of scholarly attention to the
construct of organizational citizenship behaviour primarily stems from the fact
that organizational citizenship behaviour leads to improved organization
effectiveness Podsakoff et al, (1996) to drive home the importance of
organizational citizenship behaviour to the achievement of organizational
effectiveness Wyss (2006) postulates that an organization which depends solely
on its blueprints of prescribed behaviour are a very fragile social system.
Organizational Citizenship Behaviour basically determines the employees’
readiness to give up their effort and cooperate with the organization in order
to contribute to the productivity, employee satisfaction, customer
satisfaction, and quality. Organizations realized that for surviving in this
competitive scenario organization have to develop employee work efforts and for
effective functioning of the organization employee efforts are needed that can
be beyond the official requirements of the role.
Researchers
have theorized that the effectiveness of organization is likely to be enhanced
when employees go above and beyond the call of duty to aid fellow workers in
order to achieve organizational goals (Organ, 1988) and such behaviour has
become critical in today’s corporate world.
In
order to put this behaviour in perspective, Organ and Smith (1983) define
organizational citizenship behaviour as behaviour that is discretionary, not
directly or implicitly recognized by a formal system and that in aggregate
promotes the effective functioning of an organization. The term “discretionary
means that the behaviour is not an enforceable requirement of the role or the
job prescription that is clearly specified in an employee’s employment contract
with the organization. The behaviour is rather a product of a personal decision
by the employee such that is omission is not generally understood as punishable.
Pro-social ethical behaviours such as helping new employees to understand the
internal working of the organization, assisting co-workers complete their jobs,
attending meetings and volunteering to do things in excess of job prescriptions
are some of the behaviours that can be associated with organizational
citizenship behaviour (Schnake 1991).
Organizational
citizenship behaviour has often been referred to in academic literature as a
construct focused on helping (Ehrhart & Nauman2004). Over the years organizational
citizenship behaviour has received greater attention by different scholars.
Studies have been carried out on organizational citizenship in different
countries and how it influence organization efficiency. (Hossam Abu 2007)
carried out a research on the relationship between personality traits and OCB
among 164 employees working in service sector in Dubai, he found that both
extraversion and agreeableness showed no significant relationship with OCB, he
also found that openness was significantly related to OCB. (Akhilendra et al,
2009) conducted a study of 188 front level managers to examine the role personality
were significantly negatively correlated with sportsmanship, courtesy and
altruism dimensions of OCB. (Malvein et al 2011) carried out a research on
evaluation of job satisfaction and organizational citizenship amongst selected
organization in Zimbabwe. Their research was aimed at achieving organizational
citizenship behaviour through job satisfaction. Also organizational citizenship
behaviour and organizational commitment studies amongst university teachers of
Pakistan by Noor (2009), on impact of training & development opportunities
shows a positive relationship this further demonstrated how organizational
commitment impact positively to enhance organizational citizenship behaviour
among the teachers and implications that can help the universities of Pakistan
in augmenting the organizational citizenship behaviour of teachers. George and
Batternhausen (1990) carried out a study on attraction and retention to O.C.B.
1.2
STATEMENT
OF THE PROBLEM
Due
to the prevailing turbulence in the Nigerian business environment, it is almost
impossible for organizational to make significance progress in their drive
towards achieving organizational excellence.
Although
organizations seek committed workforce is crucial in maintaining their
competitive advantage, modern trends in work organization tends to portray the
opposite. It is also a common knowledge that today’s employee is looking for
other ways of making more money, asks for salary increment and other fringe
benefits are becoming very common, and the more the salaries are increased, the
higher the employee instability shows up. Lack of organizational citizenship
behaviour manifest in high intentions to leave the organizational (Allen &
Meyer, 1996), high rate of absenteeism, lateness to work, fall in productivity,
insubordination to authorities etc.
One
of the antecedents of lack of employee’s organizational citizenship behaviour
has been noted in the drastic organizational changes like mergers and
acquisition, restructuring, downsizing and bankruptcies which no longer
guarantee secure employment for (Tan 2008). Hence, employees seek to gain
marketability and employability across industries instead of remaining
competent in as single organization. This was the experience of the banking
industry in Nigeria by mid-2000’s following the mandate given by the CBN for
banks to recapitalize with a Twenty five billion naira recapitalize with
banking sector of the Nigerian economy leaving only 25 banks as at the time.
Many employees were laid off in the process. In addition the aftermath of the
reforms in the banking sector, by mid02009, carried out by the central bank
Governor Sanusi Lamido which lead to the sack of eight bank chiefs and their
directors has made many bank employees the victims of the exercise. As over
8,000 bank employees lost their job as a fall out form the reforms.
It
therefore appear that these are not the best time to work in the banks. The
retrenchment that were based on no criteria or convincing reasons as well as
continual warning mails from higher authorities leaves existing employees
emotionally disengaged as both the best performers and newly promoted are
terrified. The future now looks bleak for most bank workers who are victims.
However employees are not able to exhibit citizenship behaviour due to the fact
that there lies within the work environment uncertainties that may cause them
to be laid off anytime.
However,
despite the growing body of research on the concept organizational citizenship
behaviour, empirically literature on the relationship between personality
traits and citizenship behaiour in developing countries especially in Nigeria
remains scanty. In light of these, the researcher tends to study personality
traits and organizational citizenship behaviour among employees in Nigerian
banks.
1.3
CONCEPTUAL
FRAMEWORK
This
model explains the intersection of the dimensions of the predictor variable
(personality traits) and measures of the criterion variable (organizational
citizenship behaviour) with organizational culture as a moderating variable.
Source:
Conceptualized by the Researcher 2014.
Dimensions of
predictor variable (personality trait):- by Barrick and Mount (1991),
§ Extraversion
§ Conscientiousness
§ Emotional
Stability
§ Openness
to Experience
Measures of criterion
variable (O.C.B.) by Organ D.W. (1988).
§ Altruism
§ Conscientiousness
§ Civic
virtue
Contextual variable
(Dennison 1990)
§ Organizational
Culture
1.4
PURPOSE
OF THE STUDY
The
purpose of the study if to ascertain the relationship between personality
traits and organizational citizenship behaviour in the Nigeria banking
industry.
More
specifically this study will seek to:-
1. Ascertain
the relationship between extraversion personality and organizational
citizenship behaviour in Nigeria banking industry.
2. Investigate
the relationship between agreeableness personality and organizational
citizenship behaviour in Nigeria banks.
3. Find
out the relationship between conscientiousness personality and organization
citizenship behaviour in Nigerian banks.
4. Ascertain
the relationship between emotional stability personality and organization
citizenship behaviour in Nigerian banks.
5. Investigate
the relationship between openness to experience personality and organizational
behaviour in Nigerian banks.
6. Ascertain
if corporate culture will moderate the relationship between personality traits
and organizational citizenship behaviour in Nigerian banks.
1.5 RESEARCH
QUESTIONS
The
research questions below are raised in order to locate answers to the research
problems as well as lead to findings which conclusions would be drawn from.
1. To
what extent does extraversion personality influence organization citizenship
behaviour of Nigerian banks?
2. To
what extent does agreeableness personality influence organization citizenship
behaviour of Nigeria banks?
3. To
what extent does conscientiousness personality influence organization
citizenship behaviour of Nigerian banks?
4. To
what extent does emotional stability personality influences organization
citizenship behaviour of Nigerian banks?
5. To
what extent does openness to experience personality influences organization
citizenship behaviour of Nigerian banks?
6. will
corporate culture moderates the relationship between personality traits and
organizational citizenship behaviour in Nigerian banks?
1.6 HYPOTHESES
In
order to have a clear test and validity of the study, the following hypotheses
were tested.
H01: There is no significance
relationship between extraversion personality and altruism of Nigerian banking
industry.
H02: There is no significance
relationship between extraversion personality and conscientiousness of Nigerian
banking industry.
H03: There is no significance
relationship between extraversion personality and civil virtue of Nigerian
banking industry.
H04: There is no significance
relationship between agreeableness personality and altruism of Nigeria banking
industry.
H05: There is no significance
relationship between agreeableness personality and conscientiousness of
Nigerian banking industry.
H06: There is no significance
relationship between agreeableness personality and civic virtue of Nigerian
banking industry.
H07: There is no significance
relationship between conscientiousness personality and altruism of Nigerian
banking industry.
H08: There is no significance
relationship between conscientiousness personality and OCB conscientiousness of
Nigerian banking industry.
H09: There is no significance
relationship between conscientiousness personality and civil virtue of Nigerian
banking industry.
H010: There is no significance
relationship between emotional stability personality and altruism of Nigerian
banking industry.
H011: There is no significance
relationship between emotional stability personality and conscientiousness of
Nigerian banking industry.
H012: There is no significance
relationship between emotional stability personality and civil virtue of
Nigerian banking industry.
H013: There is no significance
relationship between openness to experience personality and altruism of
Nigerian banking industry.
H014: There is no significance
relationship between openness to experience personality and conscientiousness
of Nigerian banking industry.
H015: There is no significance relationship between openness to
experience personality and civil virtue of Nigerian banking industry.
H016: Corporate culture will not
moderate the relationship between personality trait and organizational
citizenship behaviour of Nigerian banking industry.
1.5
SIGNIFICANCE
OF THE STUDY
Theoretical Significance:
The result of this study is of tremendous importance to researchers and
practitioners of management. It will educate them on the influence of
personality traits on organizational citizenship behaviour. It also contributes
to the existing body of knowledge on personality traits and organizational
citizenship behavior and it also a basis for further research.
Practical Significance:
The study will be of benefit to managers, policy makers in the organization. It
will demonstrate to managers, the importance of creating an enabling structure
that would facilities employee participation and involvement in the decision
making process and functioning of the organization.
1.8 SCOPE
OF THE STUDY
Theoretical Scope:
The theoretical scope covers all relevant literature on personality traits and
organizational citizenship behaviour.
Geographical Scope:
The survey scope covers all banks listed on the Nigeria stock exchange.
Unit of Analysis:
The unit of analysis is generally shaped by the purpose of the researcher and
the material of study (Matusor 2007). Unit of analysis helps to articulate and
address many methodological issues. It helps to operationalize the phenomenon
under study so that it can be measured quantitatively (Kenny 2003). For the
purpose of this study, the individual is our unit of analysis, thereby
positioning our research in the micro level. We elicited information from
individual employees using questionnaire regarding their level of citizenship
behaviour exhibited to the organization.
1.9 LIMITATION
OF THE STUDY
The
study encountered several limitations.
1. Difficulty
in measurement of variables on personality traits and organizational
citizenship behaviour.
2. Difficulty
in generating data because of the fluid nature of the stud variables and also
due to company policies or individual reasons, some of the respondents showed
reluctance in divulging information relating to their organization.
Nevertheless,
these limitations have not stultified our efforts in carrying out the research
that we hope will contribute to the existing body of knowledge. More so, as we
will be mindful of the instructive observation, it is not always possible to
conduct investigation that is one hundred percent scientific. Thus we have made
every effort to maximize the use of research instruments at our disposal.
1.10
OPERATIONAL DEFINITION OF TERMS
1. Extraversion: This refers to the extent
to which a person is sociable, talkative, lively, active and excitable.
2. Altruism: is that voluntary behaviour
that is centered of helping fellow employees with their duties thereby
preventing work relate problems.
3. Conscientiousness: This involves going
beyond your call of duty to perform those functions that will be benefit to the
organization. This is evident in spending extra hours at work, taking short
breaks etc.
4. Civic Virtue: Civic virtue is those
responsibilities that employee exhibits by being commitment to the
organization. These is expressed by given suggestions on how to takes the
organization to the next level. Monitoring the business environment and give
relevant information about opportunities and treat.
5. Agreeableness: This refers to the
extent to which a person is good-natured, helpful, trusting and cooperative.
6. Organizational Citizenship Behaviour:
are those voluntary behaviours that employees exhibit toward work which is not
bided by their terms of contract, failure to do so does not attract any
punishment or benefits but in aggregate, it promotes the effective functioning
of the organization.
7. Emotional Stability: The act of an
individual being emotionally secure and stable.
8. Openness to Experience: This refers to
the extent to which is a person is clam and secure
9. Corporate Culture: This refers to the
predominating attitudes and behaviour that characterized the functioning of a
group or organization.
1.11 ORGANIZATION OF THE STUDY
This
study is made up of five chapters 1-5, chapter one was presented under the
following sub-headings, context of the study, statement of the problem,
operational conceptual framework, purpose of the study, research questions,
hypotheses, significance of the study, scope of the study, limitations, and
definition of the terms and organization of the study. Chapter two focuses on
the review of related literature. In it, extant literature on the predictor,
criterion and contextual variables was reviewed.
Chapter
three focuses about the methodology of the study. The methods applied by the
researches in collecting, analyzing and presenting the data. Chapter four
centers on the presentation, analysis and interpretation of data. Chapter five
revealed summary of findings, conclusion recommendations and suggestions for
further study.
AFFILIATE LINKS:
Comments
Post a Comment