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.
OPPORTUNITY FOR INNOVATION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR IN THE NIGERIAN HOSPITALITY INDUSTRY (Published)
The purpose of this study was to examine the relationship between opportunity for innovation and organizational citizenship behaviour in the Nigerian hospitality industry. The cross sectional survey was conducted with a sample size of 1450 workers drawn from a population of 3768 workers in the South-South geopolitical region of Nigeria. The scales used were within the acceptable Cronbach Alpha values of 0.7, which was interpreted to be reliable. A total of 1,093 copies of completed and usable questionnaire were used for data analysis. Furthermore, the data obtained were analysed using the Spearman Rank Order Coefficient. The results reveal that opportunity for innovation is strongly related to altruism, conscientiousness, civic virtue, courtesy and sportsmanship. The findings suggest that organizations conducive for innovation tends to promote extra discretionary employee behaviour. The study concluded that in the presence of opportunity for innovation of the worker, organizational citizenship behaviour is activated.