Impact of Organisational Preferential Treatment and Employees’ Preference For Merit on Job Involvement of Civil Servants in Ekiti State
American Journal of Applied Psychology
Volume 3, Issue 6, November 2014, Pages: 144-150
Received: Nov. 9, 2014; Accepted: Nov. 13, 2014; Published: Nov. 17, 2014
Views 2552      Downloads 137
Authors
Ogunleye, Adedeji Julius, Department of Psychology, Faculty of the Social Sciences, Ekiti State University, Ado Ekiti, Nigeria
Osagu, Judith Chineye, Department of Psychology, Faculty of Social Science and Humanities, Federal University, Oye Ekiti, Nigeria
Oluwajuyitan, Femi Raphael, Department of Psychology, Faculty of the Social Sciences, Ekiti State University, Ado Ekiti, Nigeria
Article Tools
Follow on us
Abstract
The study examined the impact of organisational preferential treatment and employees’ preference for merit on job involvement of workers in Ekiti State Civil Service. Two hundred (200) participants drawn from the Ekiti State Civil Service responded to three instruments used in this study. A total of five hypotheses were tested using Pearson’s Product Moment Correlation, Independent t-test and two-way Analysis of Variance (ANOVA). Findings of the study revealed that a positive relationship exists between job involvement and employees’ preference for merit. It also showed a positive relationship between job involvement and organisational preferential treatment. There was no significant influence of organisational preferential treatment and employees’ preference for merit on job involvement. Each of the independent variables has a separate main effect on job involvement. Both employees’ preference for merit and organizational preferential treatment has a positive relationship with job involvement. There was, however, no significant interaction effect observed for both employees’ preference for merit and organisational preferential treatment on job involvement of workers. The study concluded that feelings of organisational preferential treatment and job involvement significantly differ along gender while employees’ preference for merit does not. Based on the conclusion therefore, recommendations were mad
Keywords
Organisational Preferential Treatment, Employee Preference for Merit, Job Involvement, Civil Servants, Ekiti State
To cite this article
Ogunleye, Adedeji Julius, Osagu, Judith Chineye, Oluwajuyitan, Femi Raphael, Impact of Organisational Preferential Treatment and Employees’ Preference For Merit on Job Involvement of Civil Servants in Ekiti State, American Journal of Applied Psychology. Vol. 3, No. 6, 2014, pp. 144-150. doi: 10.11648/j.ajap.20140306.15
References
[1]
Adelola, A. (1983). Preferential treatment as a correlate of job involvement among Nigeria employees. A paper presented at the graduate seminar of the Department of Psychology, University of Lagos. May 5, 1983.
[2]
Bass, B. M. (1965). Attitudes towards work. In B. M. Bass (ed.), Organisational Psychology (4th ed.) (Pgs. 393-410). Boston: Houghton Mifflin.
[3]
Bobocel, D. R., Son Ring, L. S., Davey, L. M., Stanley, D. J., & Zanna, M. P. (1998). Justice-based opposition to social policies: Is it genuine? Social Psychology Journal. 75(2): 653-669.
[4]
Brown, S. P (1996). A meta-analysis and review of organisational research on lob involvement. Psychological Bulletin. 120 (2): 235-255.
[5]
Chin-Chih, Ho, Brian Oldenburg, Gary Day & Jing Sun (2012). Work values, job involvement and organizational commitment in Taiwanese Nurses. International Journal of Psychology and Behavior Sciences, 2(3): 64-70.
[6]
Cose, E. (1995, April 3). The myth of meritocracy. Newsweek, 34.
[7]
Encina, G. B. (2006). Labour management in Agriculture: Cultivating personnel productivity (2nd ed.). California: National Association for County Agricultural Agents (NACAA). University of California.
[8]
Dubin, R. (1956). Industrial workers’ world: A study of the “central life interests” of industrial workers. Social Problem. 3 (1): 131-142.
[9]
Eze, N. (1978). Ethnic group affiliation and work motivation in the third world nations. Management in Nigeria. 14 (9): 8-23.
[10]
Eze, N. (1985). Sources of motivation among Nigerian manager. The Journal of Social Psychology. 125 (3): 341-345.
[11]
Gilker, Nasir A. & Darzi, Javid A. (2013). Job Involvement-Sense of Participation-Job Satisfaction: A triangular framework. IOSR Journal of Business and Management, 6(6): 41-47
[12]
Kanungo, R. N. (1979). The concepts of alienation and involvement revisited. Psychological Bulletin. 85(1): 119-138.
[13]
Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology. 67 (3): 341-349.
[14]
Lawler, E. E., & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction and intrinsic motivation. Journal of Applied Psychology. 54 (4): 305-312.
[15]
Lodhal, T. M., & Kejner, M. (1965). The definition and measurement of job involvement. The Journal of Applied Psychology. 49 (1): 24-33.
[16]
Madsen, S.R., Miller, D. & John, C. R. (2005). Readiness for organisational change: do organisational commitment and social relationships in the workplace make a difference? Human Resource Development Quarterly, 16 (2): 213-233.
[17]
Major, B. & Deaux, K. (1982). Individual differences in justice behaviour. In Y. Greenberg and R. L. Cohen (Eds.), Equity and Justice in Social Behaviour. (2nd ed.) (Pgs. 43-76). New York: Academic Press.
[18]
Maurer, J. G. (1969). Work role involvement of industrial supervisors. (3rd ed.). New York: Bereau of Business and Economic Research, Michigan State University.
[19]
Muchinsky, P. M. (1990). Psychology applied to work: An introduction to industrial and organisational psychology (4th ed.). Monterey, CA: Brooks/Cole Publishing Co. pp. 412-428.
[20]
Nunnally, J. C. (1970). Introduction to Psychological Measurement. New York: McGraw-Hill
[21]
Nzimiro, J. (1975). Ethnic balancing and loss of academic freedom. Daily Times Newspaper Publications, Nigeria.
[22]
Rabinowitz, S. & Hall D. (1977). Organisational research on job involvement. Psychological Bulletin. 84 (2): 265-288.
[23]
Rizwan, M., Khan, Dil Jan & Saboor, Fawad (2011). Job Involvement with Employees’ Job Performance: Moderating role of attitude. Journal of Business and Management, 3(8): 77-85.
[24]
Saleh, S. D., & Hosek, J. (1976). Job involvement: Concepts and measurements. Academy of Management Journal. 19 (2): 213-231.
[25]
Smith, P. C., Kendal, L. M. & Hulin, C. L. (1969). The measurement of satisfaction in work and retirement. Chicago: Rand McNelly.
[26]
Vroom, V. H. (1962). Ego involvement, job satisfaction and job performance. Personnel Psychology, 15 (2): 159-177.
[27]
Vroom, V. H. (1964). Work and motivation. San Fransisco, CA: Jossey-Bass.
ADDRESS
Science Publishing Group
1 Rockefeller Plaza,
10th and 11th Floors,
New York, NY 10020
U.S.A.
Tel: (001)347-983-5186