Academic journal article Gender & Behaviour

Gender, Tenure and Organisational Factors as Predictors of Job Involvement among Nigerian Workers

Academic journal article Gender & Behaviour

Gender, Tenure and Organisational Factors as Predictors of Job Involvement among Nigerian Workers

Article excerpt

Abstract

The paper examined gender, tenure and organisational factors as predictors of various aspects of job involvement. A total of 504 workers comprising 285(56.5%) males and 219 (43.5%) females sampled from seven departments of some selected public and private organizations in Lagos and Abuja metropolis participated in the study. Factorial structure of Lodahl and Kejner (1965) 20item job involvement scale was first examined against Yoshimura (1996) multi-dimensional model of job involvement concept. It was hypothesized that Male and female workers in private sector will report higher job involvement compared to their counterparts in the public sector. Also, motional, cognitive and behavioural involvement will be higher among private sector workers whose tenure was above 5 years, as compared to their public sector counterparts. Results of t-test independent test and MANOVA show that there was a statistically significant different in the emotional, cognitive, behavioural and overall job involvement of male and female workers. Also, job involvement was slightly higher among private sector male workers than their public sector counterpart, particularly for workers who have just spent less than 6 years on the job. Empirical findings further show that Interaction between gender and tenure was significant on behavioural job involvement and overall job involvement. The findings underscore the incidence of preference for females in many work organizations in recent times, as well as the importance of job security. The findings were discussed in the light of current findings in industrial-organisational research.

Keywords: Tenure, Emotional Involvement, Cognitive Involvement, Behavioural Involvement

Introduction

Human behaviour plays a significant role in maximizing organisational effectiveness, regardless of technological development. Specifically, any intervention or effort to maximize and promote organisational effectiveness requires a higher degree of job involvement among members of an organization (Hendrick, 2003; Elankumaran, 2004). Job involvement has emerged over the years as an important motivational variable for any organization (Liao 8c Lee, 2009), and as such emerged also as an important variable in organisational research. Modern globalised service driven economy requires overall availability of human resources. Job involvement contributes to overall availability of human resource (Gore, 2001). In service oriented organization in particular, where interpersonal interaction is key to service delivery, customers evaluate services through attitudes and behaviours of service employees, particularly availability, and tend to consider the relationships between themselves and service providers as critical factor (Hoffman 8c Ingram, 1992; Houston, 2000). For highly involved employees, availability is sacrosanct.

People are said to be involved in their jobs where they are highly motivated, where they feel a sense of solidarity with the enterprise and where they feel a a sense of pride from their work (Ezel995). The degree of arousal of these drives or feeling states depends to a greater extent upon the nature and aspects of job situation, the characteristics and policies of the management and upon individual characteristics (Munene 8c Azuka, 1991). Moreover, their jobs seem inexorably connected to their diverse identities, interests, and life goals, as well as the satisfaction that they can derive from performing their duties effectively (Denhardt 8c .Denhardt, 2000; Liao 8c Lee, 2009).

Recently in Nigeria, the relationship between an organisational member and his/her job seems to have taken on renewed importance due to changes in individuals' characteristics, human resource management practices and rising spate of job insecurity. The most typical change in individual characteristics is that an average Nigerian employee is getting more individualistic and feministic. A curious observer will easily identify some salient signposts of the several phenomena that have appeared in recent times. …

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