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CHAPTER ONE
INTRODUCTION
Background of the study
Employees are a critical asset for any organization, so organizations that can successfully retain their human resources have a competitive advantage over those that cannot.Consequently, attracting and retaining employees has emerged as one of the most important and crucial challenges facing organisations today. The failure to manage workforce attrition is costly and organisations have become more proactive in introducing strategies aimed at retaining employees. Employee turnover, regardless of industry, makes it difficult to secure a work force and incurs enormous costs for companies to recruit, hire, and train new personnel.Hence, to remain competitive in the rapidly expanding global economy and to keep pace with technological advances requires a workforce with robust institutional knowledge. Therefore, employee retention is of great importance to business organizations.
Successful organisations have employees who go beyond their formal job responsibilities and freely give up their time and energy to succeed at the assigned job. Such behaviour is neither prescribed nor required, yet it contributes to the smooth functioning of the organisation. An organisation can not survive or prosper without its members behaving as good citizens by engaging in positive behaviour. In the increasingly dynamic and competitive environment in which organisations operate, this discretionary behaviour, not formally recognized or rewarded, termed Organisational Citizenship Behaviour (OCB), is considered a highly valuable contribution to the effective functioning of an organisation. Organisational behaviour provides knowledge for managers about the understanding of employees’ behavior for the purpose of eliciting cooperation from them in order to achieve the organisation’s objective. One of the contributing behaviours, which is rather discretionary but has been proven empirically to increase organisational functioning, is organisation citizenship behaviour (OCB). It refers to various forms of cooperation and helpfulness to others that support the organisation’s social and psychological context. These are discretionary behaviors that are not part of the job description and are carried out by the employee as a result of personal choice.Organizational citizenship behavior (OCB) refers to anything positive and constructive that employees do on their own initiative that benefits their coworkers and the company.
However, organizational citizenship behavior has been influenced by factors such as the organization’s climate, work-family conflict, employee resilience, and, in between these factors, employees’ changing intentions.climate is essentially a perceived state of operation. Thus, it can be thought of as the way employees describe an organisational environment to themselves and interpret what they find. Organizational climate is defined as the set of characteristics that describe an organisation and that distinguishes the organisation from other organisations and influences the behavior of people in the organisation (Farooqui, 2012) cited in (Paul, H., Bamel, U. & Garg, P. 2016). More importantly, employees today are more likely than ever to be concerned with how to balance their work and family lives. Competing demands, which arise between work and personal roles, often result in conflict between employees. Family-Work role conflict has been defined as a form of inter-role conflict in which role pressures from the work and family domains are mutually incompatible in some respects (Flippo,2005) cited in Nwana, David (2016). The conflict occurs when the employee extends their efforts to satisfy their work demands at the expense of their family demands or vice versa. Balancing family and work is a challenge in an adult’s life. Thus, this is where resilience is measured by how an employee handles adversity, stress, and relationship problems, so that it does not affect their productivity in the organization. Hence, for the effective functioning of an organisation, team work, good organizational behaviour, maintaining family-work balance and resilience attributes amongst employees are forms of productive behaviour.
Statement of the problem
The increase in job functions and working outside the scope of job descriptions propelled by recent challenges and the trend of development in some organizations has made employees in organizations resort to waking up from bed very early to enable them to attend to house chores and play their family roles, thus depriving themselves of adequate sleep/rest, which affects their productivity during work time. Most staff leave the office once work time is over without finishing their daily work load, in order to catch up with their family activities. Working during weekends and even on Sundays has not made life so pleasurable for most workers as most staff come to work to enable them finish up what they have left over. Indirectly, most workers are unable to participate in social and religious activities, have lost close friends, and are unable to provide adequate parental care to their children, the consequences of which cannot be overstated.While some employees can handle conflict and work stress through resilience, others have resorted to looking for alternative jobs to reduce the conflict that exists in their work life and other life activities, resulting in a high rate of turnover of intentions and important and helpful employees in the organization without realizing the organizational climate or the way employees are treated.A hostile organizational climate has an impact on the organizational behaviour of employees and this behaviour can either improve or mar the productivity of employees in the organization. Thus is upon the premise that this study seeks to examine Organizational Climate, Work-Family Conflict and Resilience as Predictors of Organizational Citizenship Behaviour and Turnover Intentions (A case study of Dataplus interactive Limited).
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Objectives of the study
The main focus of this study is to examine Organizational Climate, Work-Family Conflict and Resilience as Predictors of Organizational Citizenship Behaviour and Turnover Intentions (A case study of Dataplus Interactive Limited). Specifically, the study seeks
1. Examine if work-family conflict can affect employees’ organizational behaviour.
2. Investigate if the organizational climate can affect employee turnover intentions and Organizational Citizenship Behavior.
3. To determine whether resilience has any effect on maintaining work-family balance, turnover intentions and Organizational Citizenship Behaviour.
Research Hypothesis
The research is guided by the following hypothesis.
H01: Organizational climate does not affect employee turnover intentions and Organizational Citizenship Behavior.
H02: Work-family conflict can not affect employees’ organizational behaviour
Significance of the study
Since this study presented Organizational Climate, Work-Family Conflict and Resilience as Predictors of Organizational Citizenship Behaviour and Turnover Intentions. It is therefore pivotal to note that the findings and theoretical aspects of this work will be relevant to managers, employees and researchers. The study will enlighten managers on the importance of employees exhibiting high levels of citizenship behavior.Thus, management should encourage or reward monthly/annually staff who perform credibly well, as well as improve employee working conditions, as this will increase the OCB and reduce turnover intentions. employees, the study will encourage them to see the need to exhibit a high level of resilience in managing work stress, family and relationship conflict such that it does not affect their job. The findings from the study will also be significantly useful to students and researchers and other individuals who may have an interest in gathering or conducting further research related to the topic under study.
Scope of the study
The scope of this study borders on Organizational Climate, Work-Family Conflict and Resilience as Predictors of Organizational Citizenship Behaviour and Turnover Intentions. The study is therefore limited to DataPlus Interactive Limited, Abuja.
Limitations of the study
During the course of this research, the following factors are proposed to be a limitation.
Financial constraint– Inadequate funding tends to impede the researcher’s efficiency in locating relevant materials, literature, or information, as well as in the data collection process (internet, questionnaire, and interview).
Time constraint– The researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research is reduced.
Definition of terms
Organizational Citizenship Behaviour: This refers to employees who are willing to go above and beyond their formal and primary job responsibilities.
Turnover intention: This refers to the subjective perception of an organizational member of quitting the current job for other opportunities.
Organizational Climate: This refers to an employee’s perceptions of what the organization is like in terms of practices, policies, procedures, routines and rewards.
Family-Work Conflict: This refers to a form of inter-role conflict in which family pressure interferes with the quality of work.
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