Nigerian Journal of Applied Behavioural Sciences

June 12, 1993 or June 12 for short, occupies an undying place in
Nigeria’s chequered history for obvious reasons. On this day, an
estimated 14 million Nigerians pulled down the divisive walls of
religion, ethnicity and other primordial sentiments to vote for a new
united Nigeria in a presidential election that became adjudged the
freest, fairest and most orderly in Nigeria. The annulment of that
election brought to a head the monumental fraud which the Nigerian
military under the then self-styled President Ibrahim Babangida had
become, and shook to its foundation the patriotic credentials which it
had hitherto touted. But just as inherent in every action lies a reaction
of equal velocity, that singular military misadventure bore in its very
bowel an uncommon Nigerian courage midwifed by the civil society
that would thoroughly demystify and hound the military back to the
barracks, and also lay the foundation for the country’s current
democratic experience. This paper analyses the forces that shaped
June 12 elections, the role played by the civil society in its attainment
and its prospects and implications for democracy in Nigeria.

This study investigates the predictive effects of knowledge management and leadership behaviour on engagement practices among academic staff in universities in Ogun State. Three hundred academic staff with a mean age 33.3 selected from six (6) universities through stratified and simple random sampling techniques participated in the study. Three instruments, Knowledge Management Processes Questionnaire (KMPQ), The Leadership Practices Inventory (LPI), and The Job Engagement Scale (JES) were utilized in the study. The data collected were analyzed using multiple regressions (stepwise) and t-test statistics. Findings showed that the two predictor variables (knowledge management and leadership behaviour) combined and individually, predicted the criterion variable (engagement practices). Finding also indicated that critical life event was the most potent contributor to the prediction of engagement practices among academic staff. The results of this study provide policy makers in higher education with a framework to make universities more innovative and more capable of responding to the needs of the constantly changing environment.

Re-offending is one of the major problems with ex- convicts and researches have been conducted to ascertain causes of re-offending among ex -offenders. Evidence is still needed on the influence of family support and jail duration on reoffending among ex prison inmates in Nigeria. The sample for this study is 200 (Two hundred) respondents who were purposively selected in a cross sectional survey among other inmates at Agodi prison. Results reveal that there is a significant inverse relationship between family support and criminal intent (r = -.32, p<.01), family support, family relationship quality and partner support jointly predicted criminal intent (R2 = 0.13, F (3,245) = 11.79, p < .01). The results further reveal that there is significant effect of length of sentence on criminal intent (F (3,246) = 6.57, p<.001), inmates with awaiting trial (short sentence) reported high criminal intent than awaiting trial. It was concluded that family support and jail duration influence re-offending among inmates and necessary recommendations were made. 

This study investigated the extent to which locus of control and organizational 

climate predicts occupational burnout among federal road safety workers. A subsample of 276 Federal Road Safety Commission personnel in Ondo State, 

Nigeria participated in the study. They comprised of 150 men and 126 women. 

Their ages ranged from 21 to 53 years with a mean of 34.97 years and SD 7.1). 

Data on locus of control, perceived organizational climate and occupational 

burnout were collected using structured questionnaire. Three hypotheses were 

tested using the linear multiple regressions. Results showed that locus of control 

perceived and organizational climate led to reduced occupational burnout. The 

findings suggested that, in order to reduce occupational burnout among 

employee of the Federal Road Safety Commission, appropriate training an d 

development workshops on handling burnout should be regularly organized .

Happiness doesn't have a specific definition because how individuals experience it differs. Happiness is a sense of wellbeing, joy or contentment and it's one of the most sought after disposition in human life. There has been growing concern over the low level of subjective happiness experienced by Nigerian undergraduates. Few research efforts have been devoted to how life orientation, personality traits and selfesteem predict subjective happiness among these undergraduates. This study therefore explored the prediction of subjective happiness among Nigerian undergraduates by these variables. An expo-facto research design was adopted. Accidental sampling technique was used to select total sample of 247 (male=107 and female=140) undergraduates from two universities in Ondo state whose ages range from 15-28 (Mean=20.22, SD=2.69). Self-report measures of life orientation, Big-five personality traits, self-esteem and subjective happiness were responded to. One hypothesis was generated and tested using Hierarchal Regression and Independent t-test. The Hierarchal regression analysis revealed that life orientation, personality traits (extraversion), and self-esteem significantly predicted Nigerian undergraduates’ subjective happiness (β = .17p< .05), (β = .16p<.05) and (β = -.17p<.05) respectively. Similarly, Gender significantly predicted subjective happiness among the undergraduates (β = -.17p<.05) with the male experiencing higher subjective happiness. All variables of study accounted for 10% variance of subjective happiness. Based on these findings, it is recommended that Government, institutions and individuals should encourage Nigerian undergraduates by giving scholarships, assisting the less privileged, organize programs that bolster self-esteem and also screen for personality factors that could predispose the students to psychological challenges in the course of study. 

This study examined the relationship between electronic recruitment and human 

resource management in a Nigerian Bank. It is also evaluated whether electronic 

recruitment mechanism has enhanced human resource management, staffing 

goals and objectives. The study adopted a descriptive survey design. One 

hundred participants were randomly selected for the study. The study made use 

of a self-designed questionnaire titled recruitment and human resources 

management as instrument of data collection. Two hypotheses were stated and 

analysed using Pearson Moment Correlation. The results of the study revealed 

that electronic recruitment mechanism was significantly related with human 

resources management (staffing goals and objectives). Also, the result revealed 

that there was a significance relationship between human resources management 

and employees’ performance and competence. Based on the findings, it was 

recommended that financial institutions should imbibe e-recruitment as part of 

the operational component of their human resource strategies.

The study investigated psycho-social factors (family background, parents’ socioeconomic status, and self-concept) in school adjustment among in-school 

adolescents’. Two hundred senior secondary school students participated in this 

study. The results showed that there was a significant influence of peer group on 

in school adjustment among in-school adolescents. There was no significant 

difference between male and female secondary school students on school 

adjustment. Finally, there was a significant relationship between self-concept and 

school adjustment among in-school adolescents. Consequent upon these 

findings, peer group and development of self-concept is to maintain if not verify 

one’s existing view of oneself, to see oneself accurately, and to maintain a 

positive image of oneself of school adjustment of in-school adolescents. On the 

basis of these findings, it was recommended that in order to impact positive 

development of self-concepts in students, the parents, teachers and counsellors 

should provide the students adequate orientation towards the development of 

positive self-concept and self-confidence.

The study expanded knowledge base and to empirically establish the relationship between the components of organizational culture and financial performance. Both primary and secondary data sources were explored for the study. The primary data were collected through the administration of a questionnaire to purposively selected 100 low and middle level management staff of the GTbank Nigeria PLC at Lagos Headquarters and two branches within Lagos State. The secondary data were obtained from the bank’s audited accounts for 2014 and 2015 accounting years. The primary data were subjected to both descriptive statistics, such as mean and standard deviation and inferential statistics; chi-square (χ2 ) statistics which was used to establish the relationship between organizational culture and improved financial performance. The results revealed a strong relationship between organizational culture and group cohesiveness. This relationship was found to have influenced improved current ratio of the bank, which rose from 1.18 in 2014, to 1.19 in 2015, representing 1% improvement during the period under review. Also, the profitability ratio recorded 67.7% in 2014 but got slightly reduced to 67.3% in 2015; indicating 2% reduction. GTbank was equally recognized by customers as a financial institution of first choice, because of its high quality organizational culture with mean score of 4.86 and standard deviation of 0.73. Results also revealed that the existing organizational culture makes assigned duties to be irresistible to workers (χ2 = 9.64; P≤ 0.05). From the findings, it was obvious that organizational culture contributes to improved workers’ performance which in turn was responsible for the improved performance of the bank. It was concluded that high quality organizational culture is capable of enhancing workers’ performance and ensuring improved financial performance. 

This study investigated gender differences in quality of life among 150 

(male = 75 and female = 75) selected students from a state polytechnic in 

Nigeria. Their ages ranged from 19 to 34 years with a mean age of 28.2 

years. Data on quality of life and some demographic variables were 

collected using structured questionnaire. Results indicated no significant 

gender differences in quality of life among the respondents. This 

suggested that both male students had comparable levels of quality of 

life. The findings were discussed in the context of the existing literature, 

and suggestions were offered on how to enhance the quality of life of 

students.

This study examined community factors that impact diabetes
management among those living with diabetes. The study was a cross -
sectional survey and non-experimental design conducted among the
Igala in Kogi State. The quantitative method of data collection was
used. Respondents were purposively selected through convenience and
snowballing sampling techniques. A total of 152 persons living with
diabetes were selected. The data were analysed using simple
percentage, chi square and regression analyses. The results show that
availability of physical infrastructure and health educators’ visits to the
community were statistically related to diabetes management at P<.000
and P<.004, respectively. The Adjusted R 2 =.233 shows that being a
member of a voluntary association, availability of
physical
infrastructure, distance to the clinics, presence of health educators, and
access to clinics can explain about 23.3 percent of the variance in
diabetes management among the study population. The results further
show that availability of physical infrastructure (β= -367, t= -4.870, P <
.000) impacted negatively on diabetes management. There is need for
comprehensive diabetes education and a policy that will assist those
living with diabetes, financially.

In this study, the relationship between work-family conflict, family-
work conflict and job embeddedness among two hundred and fifty (150
males and 100 females) bank employees in Nnewi, Anambra State,
Nigeria was examined. Data were collected using validated work-
family conflict scale developed by Carlson and colleagues (2000) and
job embeddedness scale adapted by Crossley et al (2007) from the
original scale developed by Mitchell et al (2001) and revalidated in
Nigeria. Four hypotheses were postulated and tested. Correlation and
regression analyses were used to analyze the data. The results indicated
that work-family conflict and family-work conflict significantly
predicted job embeddedness of bank employees in Nigeria.
Specifically, work-family conflict showed a significant negative
prediction of job embeddedness of bank employees in Nigeria under
study (β = -0.67; t = -5.95; p < .01). Also, family-work conflict
produced a significant negative prediction of job embeddedness of
bank employees in Nigeria (β = -0.29; t = 3.23; p < .01). Gender as
well showed a significant influence on work-family conflict. The
influence of age on job embeddedness was also significant. The
implications of these results to research and organizational practice as
well as the limitations and suggestions for further studies were
highlighted.

Employee subjective happiness at various organisations has continued to receive research attention in recent times. Perhaps, this might be linked to the idea of enhancing the overall employee efficiency and organisational effectiveness. In view of this, we examined the independent and joint predictive values of length of service, role burden and alcohol use on subjective happiness among staff in a Nigerian University. This study adopted a cross sectional design and conveniently sampled 255 (134 males; 121 females) teaching and non-teaching staff of ages between 20 and 57 years (M= 36.45, SD= 7.02) in Federal University Oye-Ekiti, Ekiti state, Nigeria. The participants responded to a questionnaire comprising demographic characteristics and reliable scales measuring role overload (burden), alcohol use and subjective happiness. Results of a three-model hierarchical multiple regression showed that independently, University staff with longer length of service reported higher levels of subjective happiness and those with less role burden reported higher level of subjective happiness. However, no direct associations were observed between alcohol use and gender on level of subjective happiness. Length of service, role burden and alcohol use jointly predicted subjective happiness with a remarkable 43% (R 2 =.43) variation of subjective happiness; and role burden recorded highest and substantial contribution. In conclusion, University staff with longer service and those with less job-related roles are more delightful at work. We recommend stress management training coupled with discouragement on the use of alcohol as a coping method for all University staff irrespective of their gender. 

Discriminations and gender bias have become a global concern. Tertiary Institutions of learning have become sites where gender bias and gender spaces are well pronounced especially in the in the choice of leaders. In this study, descriptive survey research type of non-experimental design was adopted. A total of 403 (192 males, 201 female and 10 who did not indicate their sex) employees from four Nigerian Universities participated in the study. Their ages ranged from 16yrs to 60 years and above. The participants had a mean age of 37.54yrs and standard deviation of 14.45yrs. Two research questions and two hypotheses were postulated and tested using frequency count, percentages, mean and standard deviations and t-test. Results revealed a significant difference in the treatment of workers based on their gender particularly in remuneration/wages (t =2.71, df =391, p < 0.05), training and development (t =2.39, df =391, p < 0.05), sabbatical opportunity (t =2.30, df =388, p < 0.05). The study concludes that factors such as, skill, ability, job requirement, educational qualification, and gender were important factors for choice of leaders in Nigerian universities. It is, therefore, recommended that concerted efforts should be made to create awareness and re-orientate the young ones on the issue of gender equity in all spheres of life starting from cradle to adulthood.

The study examined the relationship between employees’ participation in decision making process and their commitment in the Nigerian Banking sector. This was with a view to unveiling the causal relations between levels of involvement in decision making and their commitment to duties. To achieve these objectives, about 35% of the total population (216) of the Head Office staff of the bank was sampled; mostly on the middle level cadre. In all, about 75 sets of questionnaires were obtained and analyzed. The data collected were analyzed using regression analysis. Results showed that employees’ participation (t = 7.75; p ≤ 0.01) had positive and significant influence on workers’ commitment to organizational performance. It is therefore, concluded that workers’ involvement in decision motivates job performance. It is thus recommended that workers in organizations should be encouraged to participate in decision as a way of motivation in order to ensure better performance of individual employees. 

Economics is one of the social science subjects in Nigeria. Hence, students are expected to pass the subject for them to be admitted into the faculties of the Social Sciences and Administration in Nigerian universities. However, the achievement of secondary students in Economics has not been encouraging, especially in Ogun State, Nigeria. Therefore, this study examined teacher-related factors as predictors of students’ academic achievement in Economics in Ogun State, Nigeria. The study adopted a cross sectional survey design. Six hundred students and forty teachers were selected from two local government areas in Ogun State using simple random sampling and proportionate sampling techniques. The Economics students responded to Students’ Perceived Teacher Factors Questionnaire; (r=0.81) and Economics Achievement Test, (r=0.84) while Economics teachers responded to teachers’ demographic bio-data. Two research hypotheses were tested and analysed using multiple regression analysis. Result revealed that teachers’ qualification (0.14), competence (0.92) and experience (0.14) independently and jointly contributed significantly to students’ academic achievement in Economics (R2 = 0.77, F = 46.78, p< 0.05). Based on the findings, it was recommended that government and other education service providers may improve students’ academic achievement in Economics by employing teachers with high qualification, competence and experience. 

Water is an important component of human life, and a major focus in the Sustainable Development Goals. Dissolved solids and conductivity, otherwise known as solute loads, are key and complementary parameters of water quality. Their presence in water at a particular magnitude portend ecological and health implications to the environment. The present study examined the spatial and temporal variations in dissolved solids and conductivity values in a waste-prone stream within a university campus in Nigeria. The main objective of the study was to determine the concentrations of dissolved and conductivity and their relationship in the stream. Values of conductivity, and total dissolved solids (TDS) were obtained at seven locations along the stream, at a weekly interval, using a calibrated handheld TDS /conductivity meter. Results showed that the conductivity and TDS exceeded recommended limits for domestic water use, and that fetching the stream water for domestic use may foretell health challenges if untreated. The study concluded that people who drink untreated stream water are vulnerable to dangers of water contamination in many areas in the region.

The Nigerian youth, especially undergraduates are increasingly engaging in 

gambling, which predisposes them to problem or pathological gambling and 

thus calls for special concern. Several factors have been found to influence 

gambling behaviour however, studies are skewed toward males and few have 

examined the role of social norms in Nigeria. This study, therefore, evaluates 

gender differences and social norms in gambling behaviour among regulars at 

gambling centers around a university community in the South East Local 

Government Area of Ibadan, Oyo State, Nigeria. The study adopted a cross 

sectional research survey design. Convenience sampling technique was used to 

select 272 (161= males; 111=females) participants (M =23.50; SD=4.58). They 

responded to measures of South Oaks Gambling (α = 0.89) and Social Norms (α 

= 0.86). Independent sample t-test analysis was used to test the formulated 

hypotheses. Results revealed that there were gender differences in gambling 

behaviour [t (270) = 3.73; p<.01]; with male participants [M=41.04, SD =15.45] 

significantly reporting more gambling behaviour compared with female 

participants [M=33.99, SD= 15.07]. Moreover, social norms significantly 

influenced gambling behaviour [t (270) =-7.64, p<.01] in such a way that 

participants with high social norms [M= 45.00, SD= 15.85] significantly 

reported more gambling behaviour than participants with low social norms 

[M=31.80, SD= 12.51]. The study concluded that social norms play a key role 

in influencing gambling behaviour and although males were more predisposed 

to gambling, females are also increasingly getting involved in gambling.

The rate at which Nigerian adolescents diagnosed with visual impairment are experiencing stigmatization is on the increase and may have adverse effect on their emotional well-being if not urgently addressed. This study therefore investigated the extent to which perceived stigmatization predicted emotional well-being among visually impaired adolescents in South-West, Nigeria. The study adopted a cross-sectional survey research design. One hundred and forty-five (145) respondents (males=89; females=56) who were selected from six visually impaired schools (M=15.08, SD=2.18) in South-West, Nigeria participated in the study. They responded to measures of Emotional Well-Being (α = 0.95) and Perceived Stigmatization (α = 0.88). The formulated hypothesis was tested with Simple Regression Analysis. The results of the Simple Regression analysis revealed that perceived stigmatization significantly predicted emotional well-being of the visually impaired adolescents (β = -0.19, p < 0.05) such that as the adolescents level of perceived stigmatization increased, their emotional well-being declined. Therefore, perceived stigmatization had a significant inverse prediction on emotional well-being of the adolescents with visual impairment in South-West Nigeria. The study recommended that adolescents with visual impairment should be given adequate social, moral and financial support.

The study examines extraversion and agreeableness as predictors of managerial 

performance among National Population Commission Workers in Lagos State 

Nigeria. Descriptive research design was used and data was collected through 

self-administered questionnaires with a total of 110 respondent selected for the 

study using stratified sampling technique while 101 of it were successfully 

retrieved from the respondents. The instrument used was a standard 

questionnaire which comprised the Extraversion scale (α = 0.88), 

Agreeableness scale (α = 0.86), and the Managerial Performance scale (α = 

0.90). Simple regression analysis was used to examine the research hypotheses 

generated for the study. The result of the findings showed that extraversion and 

agreeableness have positive significance prediction on managerial performance. 

Based on the findings of this study, it is recommended that employers conduct 

personality test in addition to other recruitment tests carried out for prospective 

employees. This is because a good knowledge of the prospective employee’s 

personality can go a long way to identifying their likely commitment level.

There is an increase rate of voluntary withdrawal among bank employees in Nigeria. This may be connected to the perceived job insecurity arising from the rate at which banks in Nigeria lay off their staff. Organisations seek to foster productive and satisfied employees; however, employees themselves voluntarily withdraw from their work for a variety of reasons. The most notable form of turnover is exhibited in withdrawal behaviors, which manifest in the workplace in the form of work absenteeism, employee turnover, lateness/tardiness and burnout. A survey research design was adopted using standardized questionnaires to elicit responses from 242 participants. Results showed that there was a significant positive relationship between cynicism and withdrawal intention [r(240) = .86, p < 0.01)]. The findings however, showed that there exists no significant difference in the withdrawal intention of males and females (t(240) = -1.03, p > .05). Organisations should embark on occasional surveys which will serve as feedback on the well-being of employees in order to facilitate a more conducive and healthier working environment.