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JOB TENURE, PERCEIVED LEADERSHIP STYLE AND ORGANISATIONAL JUSTICE AS PREDICTORS OF ORGANISATIONAL CITIZENSHIP BEHAVIOURS AMONG SERVICE-ORIENTED EMPLOYEES IN LAGOS STATE

Olowookere, E. I. (2015) JOB TENURE, PERCEIVED LEADERSHIP STYLE AND ORGANISATIONAL JUSTICE AS PREDICTORS OF ORGANISATIONAL CITIZENSHIP BEHAVIOURS AMONG SERVICE-ORIENTED EMPLOYEES IN LAGOS STATE. PhD thesis, Covenant University, Nigeria..

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Abstract

The current study investigated the factors that predict organisational citizenship behaviours (OCB) among employees in selected service-oriented organizations. The cross sectional research design was employed in this study. A total of three hundred and fifty-nine (359) employees between the ages of 19 and 59 years old participated in this study. Forty-two percent (42%) of the participants were male; fifty-six percent (56%) were female while the remaining two percent (2%) did not indicate their gender. Teachers accounted for 28% of the total sample, health workers constituted 28%, telecom staff 16% and bankers 28%. Three research questions and five hypotheses were raised and tested using descriptive statistics, stepwise regression analysis, t-test for independent samples and one way Analysis of Variance (ANOVA). The result revealed that job tenure, perceived leadership style and perceived organisational justice jointly predicted organisational citizenship behaviours [F (3,333) = 16.156, p<.01] accounting for 12.7% variance in OCB ( = .127, p<.01). However, job tenure did not significantly contribute to the variance in OCB (β= .098, p>.05). Also, intrinsic religiosity and affective commitment were found to partially mediate the relationship between perceived leadership style and OCB; and between perceived organisational justice and OCB. The result further revealed that only marital status [t (353) = -2.728, P<.01] and educational background [t (335) = -3.826, P<.01] discriminated among employees in OCB. Furthermore, no significant difference was found between public and private sector employees on OCB [t (199) = -2.30, P>.05]. Finally, employees in education, health, banking and telecommunication sectors were found to be significantly different in OCB [F (3,355) =2.791, p<.05]. The result of post hoc analysis revealed that telecommunications had the highest OCB (88.22) while the health sector had the lowest (82.61). This study contributed to knowledge through the development of a standardized measure of OCB in the Nigerian Context. It also established the prevalence of OCB in Nigerian service sector organizations. It concluded that perceived leadership style and organisational justice were significant predictors of OCB, and that this relationship was significantly mediated by intrinsic religiosity and affective commitment; that demographic variables (marital status and educational background) discriminated among service-oriented employees in OCB; and that employees in education, health, banking and telecommunications sector differ significantly in OCB, whereas, employees in public and private sector did not differ significantly in OCB. This study recommended that the government and human resource managers encourage OCB among employees through effective leadership, organisational fairness and workplace spirituality.

Item Type: Thesis (PhD)
Uncontrolled Keywords: Job tenure, leadership style, organisational justice, religiosity, affective commitment, service-oriented
Subjects: B Philosophy. Psychology. Religion > BF Psychology
H Social Sciences > H Social Sciences (General)
Divisions: Faculty of Medicine, Health and Life Sciences > School of Psychology
Depositing User: Mrs Hannah Akinwumi
Date Deposited: 18 May 2016 13:57
Last Modified: 18 May 2016 13:57
URI: http://eprints.covenantuniversity.edu.ng/id/eprint/6585

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