Browsing by Author "ORENUGA, DAVID AYOYINKA"

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    EMPLOYEE RELATIONS AND JOB PERFORMANCE OUTCOMES IN SELECTED DEPOSIT-MONEY BANKS IN NIGERIA: MODERATING ROLE OF ETHICAL ORIENTATION
    (2022) ORENUGA, DAVID AYOYINKA
    This study became necessary due to the occurrence of poor employee relations noticed in many Nigerian banks which in turn affects the job performance of bank employees. In Nigerian Deposit-Money Banks, there have been complaints of poor pay, poor conditions of work, and excessive use of contract staffing among others. Nigerian Deposit-Money Banks often struggle with how to address these employee issues and how to cultivate a healthy relationship with their employees to elicit better job performance. This study therefore, investigated how employee relations and ethical orientation can enhance job performance in some selected deposit-money banks in Nigeria. The study employed a mixed method approach for data collection and a total of 381 copies of questionnaire were administered to bank employees who constitute the respondents of the study. Managers of the selected banks were also interviewed through semi-structured interviews. Structural Equation Model (SMART-PLS) was utilised in analysing the responses extracted from the 316 valid copies of the administered questionnaire. A series of confirmatory factor analyses and structural equation modelling (SEM) were carried out to test the measurement model and developed hypotheses. Thematic analysis was also used for the semi-structured interview responses. Five hypotheses were raised and tested using SEM. The findings revealed a significant influence of conflict management on banks‟ performance at r=0.694, R2 = 0.482, t = 20.511 and P<0.05. Job performance of selected banks was found to be significantly influenced by employee remuneration at r=0.722, R2 =0.521, t=22.836 and p<0.05. Employee communication was also found to significantly influence job performance of selected banks at r=0.771, R2 = 0.594, t=20.722 and p<0.05. Employee empowerment was found to significantly influence the job performance of selected banks at r=0.733, R2 =0.537, t=15.361 and p<0.05. Results from the thematic analyses validated the findings from the test of hypotheses. The outcomes of the quantitative and qualitative analysis concluded that employees who are happy with their relationship with their employers are more likely to be happy and productive on the job in the long-run. The fifth hypothesis established the extent to which ethical orientation moderated the relationship between employee relations and job performance of staff in the selected banks. It was recommended that Deposit-Money Banks should encourage and motivate their staff with equitable remuneration to complement a proper ethical orientation strategy. Furthermore, the study recommended that relationship between banks‟ staff should be strengthened through seminars and workshops to facilitate cooperation and improved job performance.