Papers by Godbless Akaighe
Journal of Humanities, Social Science and Creative Arts, 2013
What constitutes ethical behaviour lies in a “grey zone†where clearcut right versus wrong an... more What constitutes ethical behaviour lies in a “grey zone†where clearcut right versus wrong and good versus bad dichotomies may not always exist. This paper is an empirical study on organizational culture and ethical behaviour from a strategic standpoint. Its objectives were to determine if there is a significant relationship between organizational culture and ethical behaviour and if there is a significant relationship between organizational culture and employees’ values. The participants of the study were employees of selected public and private organizations in Lagos, Nigeria. The selection was through simple random sampling technique. The sample size was 92 respondents. Two (2) hypotheses were formulated and tested using regression analysis. Hypothesis one revealed that there is significant relationship between organizational culture and ethical behavior; the coefficient of determination (R 2 ) is 0.370. It shows that 37% of the variation or change in ethical behaviour is caused by variation in organizational culture. Hypothesis two also shows that the coefficient of determination (R 2 ) is 0.423. It means that 42.3% of the variation or change in employees’ values is caused by variation in organizational culture, which connotes that organizational culture has significant relationship with employees’ values. The study recommends that management should constantly review its organizational culture to be sure that it remains strong on the vision of the founders of the organisation, because organizational culture can be eroded as more people come into the organization with their various individual behaviours and values.  Â
UNILAG Journal of Business, 2019
Nepotism in the public sector has dire consequences for the effective management of public instit... more Nepotism in the public sector has dire consequences for the effective management of public institutions and trickling down to poor service delivery to the populace, such as public water supply, public health services, and infrastructural development. This study examined the effects of nepotism on the ethical competence and performance of public institutions in Nigeria. This study adopted survey research design. Sample respondents to the survey were drawn from two public sector organisations in Lagos, Nigeria. A total of one hundred and eighty respondents participated in the survey, through purposive sampling technique. The data was analysed using Pearson's correlation analysis. The study empirically established that nepotism has effect on the ethical competence and performance of public institutions. It is suggested that in other for the Government to curb nepotism as an ethical or moral problem in Nigeria, a law should be added or passed to the labour laws to deal with nepotism in the workplace that defines the issues, and the penalty or punishment for the offender. The study has implications for institutional reforms, public policy management and human resource practices in the public sector, towards institutional and economic development of Nigeria.
International Journal of Public Administration, 2021
The study investigates CRM and Customer retention in the Nigerian banking industry. Five (5) rese... more The study investigates CRM and Customer retention in the Nigerian banking industry. Five (5) research objectives and hypotheses were developed for the study. Quantitative research method was adopted and sample size of 420 relationship management personnel and marketers were surveyed using stratified random sampling technique. The result establishes a positive significant relationship between CRM and customer retention. Also, CRM in the banking industry is imperative for capital adequacy, earnings, profitability and liquidity. The ‘know your customer’ (KYC) and the ‘bank verification number’ (BVN) programmes should be fully integrated in the customer data base for effective relationship management and customer retention.
International Journal of Business and Management, 2013
Socio-cultural realities are importance components in the Nigerian business environment. There is... more Socio-cultural realities are importance components in the Nigerian business environment. There is a shortage of literature and studies that linked socio-cultural realities to business development and performance. Small-Medium Enterprises (SMEs) constitutes over 70 per cent of the Nigerian businesses and characteristically informal. The objectives of this paper are in two-folds, namely (i) identify socio-cultural realities in the SME business environment in Nigeria and; (ii) examine the impact of these factors (in i) on the development of SMEs. Socio-cultural realities were measured from three major factors, namely attitude; religion and values: each of this factor were further categorised into several level of constructs. Responses from ten (10) SME owners/representatives in the five (5) major districts of Lagos state identified the socio-cultural realities as key factors affecting their businesses. A further research is recommended to further establish whether these results reflect the general condition in other states of Nigeria.
Palgrave Studies of Marketing in Emerging Economies
Contemporary Economics, 2018
Journal of Managerial Psychology
PurposeThe purpose of this paper is to examine the effect of authentic leadership (AL) on employe... more PurposeThe purpose of this paper is to examine the effect of authentic leadership (AL) on employees' health via employees' perception of climate of authenticity (PCA) across two studies. In study 2, the authors additionally explore the moderating role of employees' neuroticism.Design/methodology/approachThe hypotheses were tested across two studies using two-wave survey data. In study 1 (n = 104), the mediation hypothesis was tested. Study 2 (n = 146) extended study 1 and examined the moderated mediation model.FindingsAcross both studies, AL is positively related to employee health, and employees' perceived climate of authenticity mediates this relationship. Study 2 additionally shows that employees' neuroticism moderates this indirect effect such that perceived climate of authenticity instigated by AL is particularly conducive for employees high in neuroticism as opposed to those low in neuroticism.Practical implicationsFindings emphasize the health-promoting ef...
Academy of Management Proceedings
Journal of Economics and Business Research, 2018
How much of cultural diversity will be adequate to spice up the civil service and address some ch... more How much of cultural diversity will be adequate to spice up the civil service and address some challenges such as redundancy, poor engagement, nepotism and perceived ineffectiveness of the civil service in Nigeria is worthy of investigation. Civil services play an important role in a globalized business environment, where the war for talents is intense and competition for human resource is aided by regionalization, open market principles and an information technology driven environment. A study on cultural diversity is useful for managers, human resource practitioners and organizational behaviorists, to understand culture, people, and work engagement in the organizations. This study examined cultural diversity as predictors of work engagement in the Nigerian civil service sector.
Journal of Emerging Trends in Economics and Management Sciences, 2016
Managerial ethical behaviour in the public and private sectors need to take cognisance of possibl... more Managerial ethical behaviour in the public and private sectors need to take cognisance of possible value conflicts and ethical differences with respect to specific norms, attitudes and cultural expectations. This study is a comparative analysis of managerial behaviour in the public and private sectors in Nigeria. The objective is to determine how managers in either public or private organisations are encouraging honesty and openness among workers in their organisations. Four public and four private sector organisation are selected using stratified random sampling. A sample size of 350 was used for the analysis. The collected data for the study was analysed using Pearson Correlation Coefficient. The study concludes that encouraging openness and honesty by managers' will reduce unethical practices in either the public or private organisations in Nigeria. The study recommends that effective corporate governance mechanism and control system should be enshrined in the operations of t...
Proceedings of the International Conference on Business, Management and Finance, Mar 7, 2019
This study examines the emergence of corporate social performance through the path of corporate s... more This study examines the emergence of corporate social performance through the path of corporate social responsibility and identifies the seeming failure of both practices in alleviating the deprivation and poverty of community and environmental stakeholders in Ogoniland of the Niger Delta Region. The high expectation and desire for better standard of living in an oil producing community where governance, the rule of law and accountability mechanisms are limited has necessitated the call for a new approach to social contribution for societal development. The study employed a qualitative approach with semi-structured interview. Specifically, the study covered the villages traversed by the Shell-owned Trans-Niger Pipeline (TNP) in Tai, Gokana, and Khana Local Government Areas of Rivers State, Nigeria. The results of the study indicate that CSR interventions of the IOCs have not provided sustainable economic development for the host communities of oil and gas fields and the interventions of the IOCs are not considered by the communities to be sustainable. On the basis of the arguments and findings of this study, we introduce Social Performance (SP) with the capacity to improve the interactions between the host communities and the IOCs in Nigeria.
Journal of Organizational Effectiveness: People and Performance
PurposeEmotional intelligence (EI) plays a vital role in work and non-work outcomes. Gaps exist i... more PurposeEmotional intelligence (EI) plays a vital role in work and non-work outcomes. Gaps exist in the role of contextual factor (i.e. perceived organisational support, POS) and personal resource (i.e. psychological capital, PsyCap) in investigating employees’ EI. This current research draws on the cognitive–motivational–reactional theory of emotions and conservation of resources theory in examining the serial explanatory pathways between EI and work engagement.Design/methodology/approachData were collected at three points of measurement from the public sector in Nigeria. The authors tested their serial mediation model with a sample of 528 public sector employees using PROCESS macro with a bias-corrected bootstrapping method.FindingsThe findings show that EI was positively related to work engagement. EI exerted an indirect effect on PsyCap via POS. The indirect effect of EI on work engagement was serially mediated by POS and PsyCap.Practical implicationsOrganisations need to pay att...
Palgrave Studies of Marketing in Emerging Economies
Contemporary Economics, 2018
Group decision making is often associated with better qualitative decisions and outcomes than dec... more Group decision making is often associated with better qualitative decisions and outcomes than decisions made by individuals alone. The dynamics of the group decision-making process, as opposed to the consequences of such decisions, have received limited research attention. While there is considerable evidence to support that cross-functional team decision making facilitates easy implementation of decisions, and higher participation in decision making, the intricacies involved in the decision-making process remain underexplored. The paper aims to understand how different factors drive the behavior of the team members in the decision-making process in cross-functional teams and how decisions are reached in such teams. Under simulation conditions, we observed decision-making sessions involving six groups of six managers each, representing six different functions in a hypothetical organization. We find that the behavior of team leaders, the presence of`dominantof`dominant' team members and the self-interest of team members, drove the process and defined the final output.
Contemporary Economics, 2018
Group decision making is often associated with better qualitative decisions and outcomes than dec... more Group decision making is often associated with better qualitative decisions and outcomes than decisions made by individuals alone. The dynamics of the group decision-making process, as opposed to the consequences of such decisions, have received limited research attention. While there is considerable evidence to support that cross-functional team decision making facilitates easy implementation of decisions, and higher participation in decision making, the intricacies involved in the decisionmaking process remain underexplored. The paper aims to understand how different factors drive the behavior of the team members in the decision-making process in cross-functional teams and how decisions are reached in such teams. Under simulation conditions, we observed decision-making sessions involving six groups of six managers each, representing six different functions in a hypothetical organization. We find that the behavior of team leaders, the presence of `dominant’ team members and the self-interest of team members, drove the process and defined the final output.
Determining an appropriate salaries and wages in the Nigerian public university has been a thing ... more Determining an appropriate salaries and wages in the Nigerian public university has been a thing of general concerns in last two decades without any meaningful solution. Without doubt, all three unions in the Nigerian Public Universities: that is, ASUU, SANU and NASU have at one time or the other embarked on series of long and protracted strike action with a devastating effects on the national economy, students, parents as well as the universities itself. However, of note is the Academic Staff Union of University because of the prominent role they play in the administration of universities in Nigeria. A recent investigation by the researcher reveals that the two key actors in any university system are the lecturer and the student; and it therefore means that the role of lecturer(s) in smooth running of university system cannot be overemphasized. ASUU has variously been dealt a great blow when it comes to negotiation for an appropriate reward especially during the military era with little progress during the civilian regime. Worse still is
the case of state owned universities where implementation of any collective agreements reached between government and ASUU has always been a curse rather than blessing. Infact, the 2009 ASUU /federal government is yet to be implemented in most of the state universities and thus generating a lot of controversy, confusion and unending protracted strike actions by the individual state ASUU'S in view of the foregoing, this study therefore examine the collective bargaining challenges in the Nigerian public university: A Study of Academic Staff
of Universities Unions Olabisi Onabanjo University, Ago Iwoye, Ogun State.
Keywords: Collective Bargaining, Challenges, Public University, ASUU.
The appropriate strategies and strategy mix to adopt for corporate restructuring and managing the... more The appropriate strategies and strategy mix to adopt for corporate restructuring and managing the gains of restructuring are central to corporate restructuring. The study assesses corporate restructuring and organizational productivity in Nigeria insurance industry. Three (3) objectives and hypotheses are developed for the study. Quantitative research method is employed with a sample of 220 respondents from three insurance companies using simple random sampling technique. Multiple regression analysis is employed in testing the multivariate model specifications. The findings of the study shows that there are reasons necessitating corporate restructuring with effects on organizational productivity. In conclusion, insurance firms require corporate restructuring as occasion demands, to be able to compete favorably given the enormous individual and business needs for mitigating losses. Therefore, management should apply tact in the selection of appropriate restructuring strategies.
Curbing incidences of high turnover, low employee morale, embezzlement of funds and other counter... more Curbing incidences of high turnover, low employee morale, embezzlement of funds and other counter-productive behaviours from followers in the banking industry are critical issues. This paper linked transformational leadership to followers " performance. The study examined idealized influence, inspirational motivation, intellectual stimulation and individualized consideration as components of transformational leadership and how they predict performance of followers from five first tier banks in Nigeria, going by the 2012 financial report rating by Augusto and Co. A response sample of 400 respondents participated in the study, using stratified random sampling technique. The retrieved data was analysed using Pearson Correlation Coefficient. The study concluded that all the four aspects of transformational leadership are significantly related to employees " performance, as exemplary and visionary leadership embedded in the transformational leader is highly desired in the industry. The study recommended that management of banks should constantly review the activities of line and operational managers to ascertain that transformational leadership principles are in practice, towards the performance of followers and a well-functioning organisation. This study impacts on the reading community in empirically highlighting the critical role of transformational leadership in the banking industry as a modern leadership style that can improve followers " performance and can be applicable to other industries, businesses and works of life.
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Papers by Godbless Akaighe
the case of state owned universities where implementation of any collective agreements reached between government and ASUU has always been a curse rather than blessing. Infact, the 2009 ASUU /federal government is yet to be implemented in most of the state universities and thus generating a lot of controversy, confusion and unending protracted strike actions by the individual state ASUU'S in view of the foregoing, this study therefore examine the collective bargaining challenges in the Nigerian public university: A Study of Academic Staff
of Universities Unions Olabisi Onabanjo University, Ago Iwoye, Ogun State.
Keywords: Collective Bargaining, Challenges, Public University, ASUU.
the case of state owned universities where implementation of any collective agreements reached between government and ASUU has always been a curse rather than blessing. Infact, the 2009 ASUU /federal government is yet to be implemented in most of the state universities and thus generating a lot of controversy, confusion and unending protracted strike actions by the individual state ASUU'S in view of the foregoing, this study therefore examine the collective bargaining challenges in the Nigerian public university: A Study of Academic Staff
of Universities Unions Olabisi Onabanjo University, Ago Iwoye, Ogun State.
Keywords: Collective Bargaining, Challenges, Public University, ASUU.