Psychology
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Item Job satisfaction and gender differences in university employees' attitude toward labour union(2014-06) Ekore, J. O.University labour unions are seen as powerful in Nigeria. Most of the industrial actions they embark upon on behalf of members have successfully brought about improvement on members conditions of service. But what is rarely understood is the university employees' attitude toward their unions and the possible roles played by individual and job factors. The study involved a survey design with sample size of 240 purposively drawn from staff members in the three main unions at the Univers ity of Ibadan. Results showed that female staff have more favourable attitude toward unions than their male counterparts. Similarly, those who indicated higher level of job satisfaction also reported more favourable attitude toward unions. Finally, the non-academic members of staff showed more favourable attitude toward their union than the academic staff. It was concluded that female members of staff, those higher on job satisfaction, and non-academic members of staff have more favourable attitude toward labour union. A major implication is that apart from the non-academic staff members being more cohesive, labour unions can promote their effectiveness by having females take up leadership positions. It was therefore concluded that there is the need to encourage females to take up leadership positions in university labour unions, while the academic staff union also need to learn from its non-academic counterpart on strategies for building cohesion among members which results in favourable attitude toward their union. Despite the major contribution in providing insight to attitude toward university's labour unions, future studies in the area should be encouraged to broaden the scope in order to enhance generalization of findingsItem Gender differences and entrepreneurial factors in psychological adjustment during organizational restructuring(2014) Ekore, J. O.Typically, organizational restructuring come with change and the challenge of what to do when there is job loss. This can impact psychological well-being for both male and female employees. Hence, the study with a sample of 496 [233 (46.9%) males and 263 (53.1%) females]. Their mean age was 39.1 years (sd=10.31). Questionnaires were used for data collection. Two hypotheses were tested with ‘Pearson r’ and t-test. Results showed positive and significant correlation between entrepreneurial factors and psychological adjustment: Entrepreneurial role models (r = 0.28, df = 494, p<.001); promotion of entrepreneurship (r= 0.11, df=494, p<.05); entrepreneurial readiness (r= 0.11, df= 494, p<.05); and subjective norms (r= 0.16, df= 494, p<.05). Gender differences was found in psychological well-being (t = 24.7; df = 494; p<.001). Males (Ẋ=13.30) significantly differ from females ( Ẋ= 7.94) on psychological adjustment. Entrepreneurial factors showed positive relationship with psychological well-being. Gender was also important. Findings implied that the factors are relevant in employees’ psychological adjustment during organization restructuring. Therefore, in preparing workforce for exercise leading to job-loss, organizations need to consider these factors as important in their staff exit/ lay-off sensitization training. This would help them to cope with the change associated with restructuring.Item An African perspective on gender and adjustment issues in firms' entrepreneurial orientation(2011-06) Ekore, J. O.The paper reviewed earlier attempts that consider female and males on entrepreneurial development. A specific contextual difference in their reaction to cultural expectations in organizational practices and entrepreneurial traits was considered from African perspective which has not enjoyed much attention in entrepreneurial adjustment discussions. The paper revealed that certain cultural practices reinforced by stereotype largely determine the difference between male and females' adjustment to a firm's entrepreneurial orientation. This necessitated the proposition that men and-women would differ in their adjustment to the dimensions of entrepreneurial orientation, especially in an African country. A major conclusion reported in the paper is that any firm that seek to promote entrepreneurial orientation need to consider the employees adjustment as an important variableItem Influence of sex-role expectations on perceived work performance among employees in multinational corporations in Nigeria(Kamla-RaJ, Delhi, 2007) Ekore, J. O.The study, which adopted ex post facto research design, investigated the influence of sex role expectations on perceived work performance. A total of three hundred (309) employees were drawn from two multinational corporations in Nigeria. In all, two hundred and five (205) were males representing 66.6%, while the remaining one hundred and nine (109) were females representing 33.7% of the total participants. Their age ranged between 19-58 yrs with a mean age of 31.40 yrs (S.D = 7.03). Two hypotheses were tested in the course of the study. The result obtained revealed that there was a significant difference between employees high on male expected characteristics and those low on male expected characteristics on perceived work performance, (t(2, 294,) = 2.339 ;P<.05). However there was no significant differences between employees form Procter and Gamble and those from Fan Milk on perceived work performance, (t(2, 294,) = 1.517 ; P >.05). Based on the outcome of the results obtained, conclusions were drawn and recommendations made with emphasis on the importance of employees’ characteristics in selection and placement in organizations