ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND LEADER-MEMBER EXCHANGE AS CORRELATES OF WORKPLACE VIOLENCE AMONG WORKERS: MODERATING ROLE OF AUTONOMY

The present study investigated the moderating role of autonomy in the relationship among organizational citizenship behaviours, leader member exchange and workplace violence. Two hundred and twenty (220) non-teaching staff of Nnamdi Azikiwe University, Awka campus participated in the study. They comprised of 176 females and 44 males. Their age ranged from 22 to 53 years with their mean age of 33.1yearsand standard deviation of 5.7. Four instruments were adopted in the study, namely 12-item workplace violence scale developed by Wang (2002), 20-item organizational citizenship behavior scale developed by Spector, Fox, Goh, Brussema & Kessler (2012), 11-item leader member exchange scale developed by Graen and Taylor (2004). Correlational design was employed for the study. Pearson product moment correlation statistics and multiple regression were also employed as the statistical tool to test the 4 hypotheses generated. The results of the hypotheses tested showed that organizational citizenship behavior positively and significantly correlated with workplace violence (r=.88,

Perceived Supervisor’s Support and Job Insecurity as Predictors of Employee Anxiety

Organisational stability is central to the strength of human development and organizational effectiveness which enables sustainable nation’s development amidst global competitiveness. Hence this study examined perceived supervisor’s support and job insecurity as predictors of employee anxiety. The study participants comprised of 211 workers (86 males) and (125) females drawn through systematic sampling from two local government areas. These participants are of the mean age of 35.22, standard deviation of 3.22 and age range of 19-56yrs. The study made use of three questionnaires namely- Symptoms Distress Check List (SCL-90R,) Perceived Supervisor’s Support Scale and Job insecurity scale. The study adopted a correlation design with multiple linear regression as the statistics for data analysis. Findings indicated that the first hypothesis which stated that perceived supervisors’ support will positively and significantly predict employee anxiety was rejected at α = .194, P> .05 (N = 211). Findings also indicated that the second hypothesis which stated that job insecurity will positively and significantly predict employee anxiety was accepted at α = .007*, P < .05 (N = 211) and Findings also revealed that he third hypothesis which stated that supervisors’ support and job insecurity will jointly predict employee anxiety was accepted at r(1, 211) = .002*, P < .05. Hence, findings were discussed and recommendations made.Keywords: Employee anxiety, Supervisor’s support, Job insecurit