Job Burnout and Organizational Cynicism Among Employees in Nigerian Banks

Job burnout and organizational cynicism are two intertwined phenomena which have adverse effects on organizations. The main purpose of this study is to examine the relationship between job burnout and organizational cynicism of employees in Nigerian Banks. The study adopted the cross-sectional survey method which is a form of the quasi-experimental research design. The study had a sample size of 214 employees drawn out from an accessible population of 499 bank employees in Port Harcourt using the Krejcie& Morgan (1970) table. The study research instruments were distributed to the accessible population using the Bowley’s (1964) population allocation formula of proportion. The Spearman rank correlation coefficient was used in testing the study hypotheses. The study findings reveal that there is a significant relationship between the two dimensions of job burnout used in this study and organizational cynicism. The study recommended among others that banks should give their employees breaks and time off from time to time in order to guide against emotional exhaustion since it has a significant relationship with organizational cynicism, this would give employees the opportunity to balance their work-life and family life. Conclusively, the study has extensively looked at the relationship between job burnout and organizational cynicism

Employee Job Satisfaction and Organizational Commitment in Nigeria Manufacturing Organizations

This study investigated the relationship between employee job satisfaction and organizational commitment in selected manufacturing firms in Edo state of Nigeria. The sample for this study consisted of 106 employee from the selected manufacturing firms. The data for this research was collected using triangulation of methodologies of both quantitative and qualitative analysis. The Spearman Rank-order correlation coefficient statistical tool was adopted to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between employee job satisfaction and organizational commitment. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of job satisfaction tested (i.e. pay, promotion, working conditions) and organizational commitment. Based on the findings, it was concluded that employee job satisfaction enhances organizational commitment. Keywords:Employee, Job Satisfaction, Organizational Commitment, Pay, Promotion, Working Conditions, Affective Commitment, Continuance Commitment, Normative Commitment

Transactional Leadership Style and Employee Satisfaction in Nigerian Banking Sector

This study investigated the effect of transactional leadership style on employee satisfaction in selected banks in Rivers state of Nigeria. The sample for this study consisted of 160 employee from the 20 selected banks. The data for this research was collected using the questionnaire and interview methods. The Spearman Rank-order correlation coefficient was used to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between transactional leadership and employee satisfaction. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of transactional leadership style and employee satisfaction except passive management by exemption. Based on the findings above it was concluded that transactional leadership enhances employee job satisfaction. More specifically, it was concluded that contingent reward and active management by exemption enhances employee satisfaction while passive management by exemption does not. Key Words: Employee, transactional leadership, Job Satisfaction, contingent reward, active management by exemption and passive management by exemption, corporate cultur

CONFLICT MANAGEMENT AND ORGANIZATIONAL EFFECTIVENESS OF MANUFACTURING FIRMS IN RIVERS STATE, NIGERIA

The nexus between conflict management and organizational effectiveness in manufacturing companies in Rivers state was analyzed critically in this study. The study used a cross sectional survey-a form of quasi experimental design. The study surveyed a total of 139 workers from 12 randomly chosen companies. The research employed a systematic sampling method and drew a cumulative sample of 103 workers from the workforce. The study's main data collection instrument was a well-structured questionnaire. The data were analyzed using the Spearman rank order correlation coefficient. The study showed a substantial link between the elements of conflict management (compromising and accommodating) and organizational effectiveness metrics (adaptability and job satisfaction). Thus, it was concluded that a well-managed conflict policy within the company would contribute to the firm's increased effectiveness. As such, the study suggested, among other recommendations, that management of manufacturing companies employ a compromising approach when they face the possibility of losing something important, such as a highly skilled employee, as this would further maximize the firm's rate of effectiveness