Human Resource Diversity Management Practices and Citizenship Behaviour of Minorities in Nigerian Hospitality Industry (Published)
This research empirically investigated if human resource diversity management practices relates with citizenship behaviour of minorities in Nigerian hospitality industry. The cross sectional survey was adopted and the population covered 358 minority employees drawn from 30 designated firms. 186 employees were drawn as the sample size and the systematic sampling techniques was utilized. Questionnaire was utilized in data collection and only 167 questionnaires were retrieved and used. Data was analysed using spearman rank order correlation coefficient. The outcome revealed that performance appraisal diversity management practices, compensation diversity management practices and career advancement diversity management practices do positively correlate with altruism and civic virtue. It was concluded that a well vested interest in ensuring that human resource diversity management practices are void of prejudice and discrimination will positively boost the civic virtue and altruistic behaviour of minority workers in the hospitality industry. The study recommended that multicultural employees should be included in the appraisal panels as such will help mitigate the discrimination against minority workers and hence enhance altruism and civic virtue of the workers.
The study empirically investigated how employees’ perception of interpersonal trust at work affects the extent to which they go beyond formally prescribed roles, Organizational Citizenship Behaviour (OCB). The survey design was employed for the study. Two dimensions of interpersonal trust at work (Trust in co-workers and trust in Management) and OCB were studied. Social Exchange Theory was utilized in describing potential relationships between trust and citizenship behaviour. Data were obtained from 152 employees randomly sampled from various organizations and analyzed using Pearson’s r and multiple regression analysis, and the hypotheses were tested at .05 and .01 levels. The major findings of the study suggested that employees’ interpersonal trust at work significantly influences their discretionary behaviour. A very vital finding was that employees’ trust in co-workers influenced their organizational citizenship behaviour more than their trust in management. Understanding personal and organisational factors associated with OCB have important implications for the training, and development of employees to facilitate the smooth operation of any organization. There is paucity of published studies in Ghana on how interpersonal variables, such as trust, affect employees’ work attitude and behaviour as well as organisational outcomes. This study is therefore very invaluable in providing insight into the Ghanaian context in this area.