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Organizational Citizenship Behavior, Employee Voice and Academic Staff Retention in Nigerian Universities: Mediating Role of Conflict Resolution
Comportamiento de Ciudadanía Organizacional, Voz de los Empleados y Retención del Personal Académico en Universidades Nigerianas: Papel Mediador en la Resolución de Conflictos
DOI:
https://doi.org/10.15446/rcp.v33n1.100117Keywords:
employee retention, organizational citizenship behavior, employee voice, conflict resolution (en)la retención de empleados, comportamiento de ciudadanía organizacional, voz del empleado, resolución de conflictos (es)
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The researchers in African countries have received attention in the literature, especially in the academic environment, as high labour turnover among the academic staff leds to reduced productivity and quality of education in Africa. This study investigated the positioning of conflict resolution through the extemporization of ‘Employee voice (EV), organizational citizenship behaviour (OCB), and employee retention (ER) using selected Universities with the underlay history of established successive culture in Southwest, Nigeria. The survey involved three hundred and seventy-six (376) academic staff members. A quantitative study was conducted with a structured questionnaire to test the hypothesis. Structural equation modelling was used to analyze the data. The independent variable (EV and OCB) predicts the dependent variable (ER); this shows that the relationship is statistically significant. The study recommends that organizations, particularly tertiary institutions, enhance and value employee voice. scheduling of periodic meetings in which all voices are given the necessary respect and opinions will change the positioning of the mediating variable.
Los investigadores en los países africanos han recibido atención en la literatura, especialmente en el entorno académico, ya que la alta rotación laboral entre el personal académico conduce a una reducción de la productividad y la calidad de la educación en África. Este estudio investigó el posicionamiento de la resolución de conflictos a través de la improvisación de la ‘voz de los empleados (EV), el comportamiento de ciudadanía organizacional (OCB) y la retención de empleados (ER) utilizando universidades seleccionadas con la historia subyacente de la cultura sucesiva establecida en el suroeste de Nigeria. La encuesta involucró a trescientos setenta y seis (376) miembros del personal académico. Se realizó un estudio cuantitativo con un cuestionario estructurado para probar la hipótesis. Se utilizó un modelo de ecuaciones estructurales para analizar los datos. La variable independiente (EV y OCB) predice la variable dependiente (ER); esto demuestra que la relación es estadísticamente significativa. El estudio recomienda que las organizaciones, particularmente las instituciones terciarias, mejoren y valoren la voz de los empleados. programación de reuniones periódicas en las que se da a todas las voces la necesaria el respeto y las opiniones cambiarán el posicionamiento de la variable mediadora.
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