Psychological Ownership, Hope, Resilience and Employee Work Engagement among Teachers in Selected Mission Schools

Since the quality of education in Nigeria has continued to progressively decline in standard, there has been a sustained public outcry and suggestions on the possible ways to save the Nigerian education from total collapse. As a result many schools, especially the post primary schools (public) have undergone transformation. Teachers’ level of engagement has been suggested as one of the factors that may be responsible for this decline in education in Nigeria. The current study adopted the cross-sectional survey design to explore whether psychological ownership, hope and resilience could predict work engagement behaviour among teachers in selected mission schools. Contrary to speculation and in conflict with previous studies, results showed that psychological ownership did not predict work engagement behavior among teachers whereas hope and resilience significantly predicted work engagement behaviour among the teachers. The study’s implications point to the fact that since psychological ownership is seen as a vital organisational behavior, managers should endeavor to build a culture that will promote such ownership for the good of the organisation. Keywords: Psychological ownership, hope, resilience, employee work engagemen

Ethnicity and self-esteem as predictors of work-family conflict among Nigerian workers

This study investigated the impact of ethnicity and self-esteem on work-family conflict of Nigerian employees. Five hundred and three volunteered workers (202 Hausa ethnic group workers and 301 Igbo ethnic group workers) drawn from four Federal institutions in Nigeria participated in the study. A multiple regression analysis showed that ethnicity significantly predicted work-family conflict of Nigerian employees. The result further revealed that self-esteem significantly predicted work-family conflict. It was concluded that shared values and beliefs about work and family, as well as immediate socio-contextual circumstances, shape the potential for individuals to experience work-family conflict. Keywords: Ethnicity, self-esteem, work-family conflict and Nigerian workers

Work-family life balance in a Nigerian banking sector setting

This study examined work-family life in a Nigerian banking sector setting. One hundred and twenty-one (121) commercial bank employees from the North Central region of Nigeria were the participants (females = 37.5%; age range = 29–56 years). The employees completed measures of work life and work-interference with family conflict (WIFC). The results of the regression analyses showed that work organizational citizenship behaviour was a significant predictor of WIFC (β = .46, p < .001) and contributed 31% of the variance in WIFC. The result further revealed that work-role overload significantly predicted WIFC (β = .33, p < .001) and contributed 47% of the variance in work interference with family conflict. Job stress significantly predicted WIFC (β = .36, p < .001) and contributed 57% of the variance in WIFC. Based on the scarcity hypothesis, the findings of the study suggest that when employees invest resources in their jobs as a result of OCB, work overload and job stress, they tend to experience work-interference with their family lives due to fewer resources allocated to their family roles