Callistus Chinwuba Ugwu - Academia.edu (original) (raw)

Papers by Callistus Chinwuba Ugwu

CERN European Organization for Nuclear Research - Zenodo, Apr 26, 2022

Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal... more Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal to carry out assigned tasks, willful damage to the company's property, taking excessive breaks, sexual harassment, peddling rumors, feigning illness, etc. are pervasive in workplaces and tend to pose deleterious effect on organizational functioning and effectiveness. In this study, the relationship between job insecurity and deviant workplace behaviors (DWBs) as well as the buffering role of honesty-humility personality trait in the relationship was investigated. Two hundred and twenty-eight faculty members randomly selected from some private universities in Southeast Nigeria took part in the study. Their ages ranged from 28 to 64 years and the mean age of 40.41 years (SD = 11.59). Results of Hayes PROCESS Macro showed that job insecurity has a significant positive relationship with DWBs; whereas the honesty-humility personality trait was negatively correlated with DWBs. More importantly, the results of the study further indicated that the honesty-humility personality trait played a significant buffering role in the relationship between job insecurity and DWBs such that the relationship attenuated when the honesty-humility personality trait was high as against when the trait was low among faculty members. The implications of the study for organizational intervention programs, limitations, and suggestions for future study were highlighted.

International Journal of Advance Study and Research Work, 2022

Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal... more Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal to carry out assigned tasks, willful damage to the company's property, taking excessive breaks, sexual harassment, peddling rumors, feigning illness, etc. are pervasive in workplaces and tend to pose deleterious effect on organizational functioning and effectiveness. In this study, the relationship between job insecurity and deviant workplace behaviors (DWBs) as well as the buffering role of honesty-humility personality trait in the relationship was investigated. Two hundred and twenty-eight faculty members randomly selected from some private universities in Southeast Nigeria took part in the study. Their ages ranged from 28 to 64 years and the mean age of 40.41 years (SD = 11.59). Results of Hayes PROCESS Macro showed that job insecurity has a significant positive relationship with DWBs; whereas the honesty-humility personality trait was negatively correlated with DWBs. More importantly, the results of the study further indicated that the honesty-humility personality trait played a significant buffering role in the relationship between job insecurity and DWBs such that the relationship attenuated when the honesty-humility personality trait was high as against when the trait was low among faculty members. The implications of the study for organizational intervention programs, limitations, and suggestions for future study were highlighted.

<strong><em>Positive psychological capital (psycap) as personal resources has been li... more <strong><em>Positive psychological capital (psycap) as personal resources has been linked with favorable organizational outcomes such as employees' job performance, creativity and entrepreneurship, decreased workplace absence, organizational commitment, job satisfaction, organizational citizenship behavior etc. Given the utility of the psycap, there is therefore the need to properly examine its psychometric properties in order to have confidence in using it for assessment in developing nations like Nigeria. The present study therefore focused on adapting the Psychological Capital Questionnaire 24 (PCQ-24) developed in USA by Luthans, Youssef and Avolio (2007) to measure positive psychological capital for Nigerian samples. Currently there is paucity of research on the psychometric properties of the PCQ-24 especially in non-Western societies like Nigeria. In order to maximize the utility of the positive psychological capital especially in non-Western societies like Nigeria, the adaptation of the PCQ-24 which measures the construct is necessary. Employees from two occupational groups in Nigeria completed the survey questionnaire (total N = 205). Exploring the psychometric properties of the scale shows that the internal consistency of the subscales and the composite scale were sufficiently high (α = .85). Also, the results of factor analysis confirmed the original four-factor model which indicates that the scores are best represented by the four factors while the confirmatory factor analysis shows an acceptable CFI/NNFI and RMSEA Index. The results in general, suggest that the PCQ-24 is a reliable and valid instrument; and therefore a good measure of psychological capital in Nigeria. </em></strong>

International Journal of Recent Technology and Engineering, 2019

Conflict refers to the difference of opinion in layman terms, but the term is used for a better u... more Conflict refers to the difference of opinion in layman terms, but the term is used for a better understanding as a clash that exists among different things. In this study, the work life conflict has been discussed and it describes the level of disagreement every individual faces while meeting the demands of both work as well as that of the family. The common perspective that exists among every individuals is that the work life conflict affects the quality of life of the working individuals and since, this statement subjects to variation and it needs to be tested the following objectives have been framed for the study. The objective of this research is to examine the relationship between work to family and family to work conflict and their effect on the quality of life among leather industry workers in Vellore. Data were gathered from 761 married workers employed in leather firms through a simple random sampling technique. The study has adopted the simple random sampling technique of...

This paper is an attempt to examine the needs for ethical consideration in testing and evaluation... more This paper is an attempt to examine the needs for ethical consideration in testing and evaluation, It argues that all in all, there are basically three areas of ethical consideration which pervade the literature; (i) Fairness of test-based decisions; (ii) The utility of tests for evaluating education and (iii) the implications of using test scores as labels for categorizing individuals. The paper also examines in some detail some other critical ethical issues like freedom from coercion, informed consent; limited deception; adequate debriefing; confidentiality and protection of privacy, It ends up by advocating monitoring of the use of these tools for testing and evaluation in order to avoid their abuse and misuse.

Nigeria in particular and Africa in general is suffering from leadership meltdown and the consequ... more Nigeria in particular and Africa in general is suffering from leadership meltdown and the consequences are under development in its entirety with the resultant poverty and soaring rates of unemployment and underemployment of her youths. In an effort to re-standardize and adapt the Multifactor Leadership Questionnaire (MLQ) (Form-5X) for Nigerian use, the study embarked on the construct revalidation of MLQ (Form 5X) scale, the principal instrument developed by Bass and Avolio (1997) to measure transformational leadership style capable of bringing the needed change and transformation in Nigeria. Review of literature revealed inconsistent research findings due mainly to psychometric properties of the MLQ. Data collected from a sample of three hundred and fifty commercial bank workers and employees of a production company (185 males and 165 females) in Enugu South-East of Nigeria with their age range of 23 to 51 years and the mean age of 34.52 years (S.D=9.32) were employed to investiga...

Employee work engagement, an emerging issue of 21 st century is critical for the success of organ... more Employee work engagement, an emerging issue of 21 st century is critical for the success of organizations. The present study investigated organizational justices and employee work engagement using a comparative approach of public and private sector educational institutions in southeastern Nigeria. One hundred and eighteen (118) employees of both public and private tertiary educational institutions in Enugu metropolis, southeastern Nigeria was purposively sampled. Three hypotheses were tested. Pearson’s product-moment correlation and Independent t-test were the statistical tools used in analyzing the data collected. The findings of the study revealed significant positive relationship between organizational justices (distributive, procedural, and interactional) and employee work engagement. Employees of private tertiary educational institutions have a higher level of employee work engagement than employees of public tertiary educational institutions. However, employees of both public ...

Although the relationship between humn resource management (HRM) practices and individual and org... more Although the relationship between humn resource management (HRM) practices and individual and organizational outcomes have been recognized over the years, there is need for better understanding of how this relationship occurs. In order to advance knowledge about the mechanism though which this relationship occurs, this study investigates whether the recently emerging core construct of positive psychological capital (PsyCap) (consisting of hope, resilience, optimism and efficacy) plays a role in mediating the effect of human resource management (HRM) practices and employee work engagement. Questionnaire was used to collect data from a sample of three hundred and fifty commercial bank workers (185 males and 165 females) and employees of a production company all in Enugu metropolis, South-East Nigeria. Their ages range from 25 to 51 years and with the mean age of 34.52 years (S.D=12.32). Correlation and hierarchical multiple regression analysis were used to analyze the data. The result...

GLOBAL JOURNAL OF APPLIED, MANAGEMENT AND SOCIAL SCIENCES, 2017

Students’ academic performance is of very critical importance to parents, guardians, as well as o... more Students’ academic performance is of very critical importance to parents, guardians, as well as other significant stakeholders. Among other factors, social support has been identified as a key variable influencing the academic performances of students. This study examined the relationship between social support and academic performance among Madonna University students. 270 students, selected through convenience sampling method participated in the study. It was hypothesized that social support will be significantly and positively related to academic performance. The social support variable was measured using the Social Support Behavior (SSB) Scale by Vaux et al (1987); while the Cumulative Grade Point Average (CGPA) was used to measure the academic performance of students. Correlation analysis was carried out to measure the relationship between social support and academic performance. Results of correlation analysis indicated that there was a positively significant relationship betw...

This study examined the relationship among work-family conflict, family-work conflict and job emb... more This study examined the relationship among work-family conflict, family-work conflict and job embeddedness among two hundred and fifty (150 males and 100 females) bank employees in Southeastern States of Nigeria. Data were collected using validated work-family scale developed by Carlson and colleagues (2000) and job embeddedness scale adapted by from the original scale developed by and revalidated in Nigeria. Two hypotheses were postulated and tested. The result of correlation and regression analyses 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). The implications of these results to research and organizational practice as well as the limitations and suggestations for further studies were highlighted.

This study examined the relationship among work-family conflict, family-work conflict and job emb... more This study examined the relationship among work-family conflict, family-work conflict and job embeddedness among two hundred and fifty (150 males and 100 females) bank employees in Southeastern States of Nigeria. Data were collected using validated work-family scale developed by Carlson and colleagues (2000) and job embeddedness scale adapted by from the original scale developed by and revalidated in Nigeria. Two hypotheses were postulated and tested. The result of correlation and regression analyses 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). The implications of these results to research and organizational practice as well as the limitations and suggestations for further studies were highlighted.

CERN European Organization for Nuclear Research - Zenodo, Apr 26, 2022

Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal... more Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal to carry out assigned tasks, willful damage to the company's property, taking excessive breaks, sexual harassment, peddling rumors, feigning illness, etc. are pervasive in workplaces and tend to pose deleterious effect on organizational functioning and effectiveness. In this study, the relationship between job insecurity and deviant workplace behaviors (DWBs) as well as the buffering role of honesty-humility personality trait in the relationship was investigated. Two hundred and twenty-eight faculty members randomly selected from some private universities in Southeast Nigeria took part in the study. Their ages ranged from 28 to 64 years and the mean age of 40.41 years (SD = 11.59). Results of Hayes PROCESS Macro showed that job insecurity has a significant positive relationship with DWBs; whereas the honesty-humility personality trait was negatively correlated with DWBs. More importantly, the results of the study further indicated that the honesty-humility personality trait played a significant buffering role in the relationship between job insecurity and DWBs such that the relationship attenuated when the honesty-humility personality trait was high as against when the trait was low among faculty members. The implications of the study for organizational intervention programs, limitations, and suggestions for future study were highlighted.

International Journal of Advance Study and Research Work, 2022

Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal... more Deviant workplace behaviors (DWBs) such as sabotage, fraud, corruption, stealing, willful refusal to carry out assigned tasks, willful damage to the company's property, taking excessive breaks, sexual harassment, peddling rumors, feigning illness, etc. are pervasive in workplaces and tend to pose deleterious effect on organizational functioning and effectiveness. In this study, the relationship between job insecurity and deviant workplace behaviors (DWBs) as well as the buffering role of honesty-humility personality trait in the relationship was investigated. Two hundred and twenty-eight faculty members randomly selected from some private universities in Southeast Nigeria took part in the study. Their ages ranged from 28 to 64 years and the mean age of 40.41 years (SD = 11.59). Results of Hayes PROCESS Macro showed that job insecurity has a significant positive relationship with DWBs; whereas the honesty-humility personality trait was negatively correlated with DWBs. More importantly, the results of the study further indicated that the honesty-humility personality trait played a significant buffering role in the relationship between job insecurity and DWBs such that the relationship attenuated when the honesty-humility personality trait was high as against when the trait was low among faculty members. The implications of the study for organizational intervention programs, limitations, and suggestions for future study were highlighted.

<strong><em>Positive psychological capital (psycap) as personal resources has been li... more <strong><em>Positive psychological capital (psycap) as personal resources has been linked with favorable organizational outcomes such as employees' job performance, creativity and entrepreneurship, decreased workplace absence, organizational commitment, job satisfaction, organizational citizenship behavior etc. Given the utility of the psycap, there is therefore the need to properly examine its psychometric properties in order to have confidence in using it for assessment in developing nations like Nigeria. The present study therefore focused on adapting the Psychological Capital Questionnaire 24 (PCQ-24) developed in USA by Luthans, Youssef and Avolio (2007) to measure positive psychological capital for Nigerian samples. Currently there is paucity of research on the psychometric properties of the PCQ-24 especially in non-Western societies like Nigeria. In order to maximize the utility of the positive psychological capital especially in non-Western societies like Nigeria, the adaptation of the PCQ-24 which measures the construct is necessary. Employees from two occupational groups in Nigeria completed the survey questionnaire (total N = 205). Exploring the psychometric properties of the scale shows that the internal consistency of the subscales and the composite scale were sufficiently high (α = .85). Also, the results of factor analysis confirmed the original four-factor model which indicates that the scores are best represented by the four factors while the confirmatory factor analysis shows an acceptable CFI/NNFI and RMSEA Index. The results in general, suggest that the PCQ-24 is a reliable and valid instrument; and therefore a good measure of psychological capital in Nigeria. </em></strong>

International Journal of Recent Technology and Engineering, 2019

Conflict refers to the difference of opinion in layman terms, but the term is used for a better u... more Conflict refers to the difference of opinion in layman terms, but the term is used for a better understanding as a clash that exists among different things. In this study, the work life conflict has been discussed and it describes the level of disagreement every individual faces while meeting the demands of both work as well as that of the family. The common perspective that exists among every individuals is that the work life conflict affects the quality of life of the working individuals and since, this statement subjects to variation and it needs to be tested the following objectives have been framed for the study. The objective of this research is to examine the relationship between work to family and family to work conflict and their effect on the quality of life among leather industry workers in Vellore. Data were gathered from 761 married workers employed in leather firms through a simple random sampling technique. The study has adopted the simple random sampling technique of...

This paper is an attempt to examine the needs for ethical consideration in testing and evaluation... more This paper is an attempt to examine the needs for ethical consideration in testing and evaluation, It argues that all in all, there are basically three areas of ethical consideration which pervade the literature; (i) Fairness of test-based decisions; (ii) The utility of tests for evaluating education and (iii) the implications of using test scores as labels for categorizing individuals. The paper also examines in some detail some other critical ethical issues like freedom from coercion, informed consent; limited deception; adequate debriefing; confidentiality and protection of privacy, It ends up by advocating monitoring of the use of these tools for testing and evaluation in order to avoid their abuse and misuse.

Nigeria in particular and Africa in general is suffering from leadership meltdown and the consequ... more Nigeria in particular and Africa in general is suffering from leadership meltdown and the consequences are under development in its entirety with the resultant poverty and soaring rates of unemployment and underemployment of her youths. In an effort to re-standardize and adapt the Multifactor Leadership Questionnaire (MLQ) (Form-5X) for Nigerian use, the study embarked on the construct revalidation of MLQ (Form 5X) scale, the principal instrument developed by Bass and Avolio (1997) to measure transformational leadership style capable of bringing the needed change and transformation in Nigeria. Review of literature revealed inconsistent research findings due mainly to psychometric properties of the MLQ. Data collected from a sample of three hundred and fifty commercial bank workers and employees of a production company (185 males and 165 females) in Enugu South-East of Nigeria with their age range of 23 to 51 years and the mean age of 34.52 years (S.D=9.32) were employed to investiga...

Employee work engagement, an emerging issue of 21 st century is critical for the success of organ... more Employee work engagement, an emerging issue of 21 st century is critical for the success of organizations. The present study investigated organizational justices and employee work engagement using a comparative approach of public and private sector educational institutions in southeastern Nigeria. One hundred and eighteen (118) employees of both public and private tertiary educational institutions in Enugu metropolis, southeastern Nigeria was purposively sampled. Three hypotheses were tested. Pearson’s product-moment correlation and Independent t-test were the statistical tools used in analyzing the data collected. The findings of the study revealed significant positive relationship between organizational justices (distributive, procedural, and interactional) and employee work engagement. Employees of private tertiary educational institutions have a higher level of employee work engagement than employees of public tertiary educational institutions. However, employees of both public ...

Although the relationship between humn resource management (HRM) practices and individual and org... more Although the relationship between humn resource management (HRM) practices and individual and organizational outcomes have been recognized over the years, there is need for better understanding of how this relationship occurs. In order to advance knowledge about the mechanism though which this relationship occurs, this study investigates whether the recently emerging core construct of positive psychological capital (PsyCap) (consisting of hope, resilience, optimism and efficacy) plays a role in mediating the effect of human resource management (HRM) practices and employee work engagement. Questionnaire was used to collect data from a sample of three hundred and fifty commercial bank workers (185 males and 165 females) and employees of a production company all in Enugu metropolis, South-East Nigeria. Their ages range from 25 to 51 years and with the mean age of 34.52 years (S.D=12.32). Correlation and hierarchical multiple regression analysis were used to analyze the data. The result...

GLOBAL JOURNAL OF APPLIED, MANAGEMENT AND SOCIAL SCIENCES, 2017

Students’ academic performance is of very critical importance to parents, guardians, as well as o... more Students’ academic performance is of very critical importance to parents, guardians, as well as other significant stakeholders. Among other factors, social support has been identified as a key variable influencing the academic performances of students. This study examined the relationship between social support and academic performance among Madonna University students. 270 students, selected through convenience sampling method participated in the study. It was hypothesized that social support will be significantly and positively related to academic performance. The social support variable was measured using the Social Support Behavior (SSB) Scale by Vaux et al (1987); while the Cumulative Grade Point Average (CGPA) was used to measure the academic performance of students. Correlation analysis was carried out to measure the relationship between social support and academic performance. Results of correlation analysis indicated that there was a positively significant relationship betw...

This study examined the relationship among work-family conflict, family-work conflict and job emb... more This study examined the relationship among work-family conflict, family-work conflict and job embeddedness among two hundred and fifty (150 males and 100 females) bank employees in Southeastern States of Nigeria. Data were collected using validated work-family scale developed by Carlson and colleagues (2000) and job embeddedness scale adapted by from the original scale developed by and revalidated in Nigeria. Two hypotheses were postulated and tested. The result of correlation and regression analyses 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). The implications of these results to research and organizational practice as well as the limitations and suggestations for further studies were highlighted.

This study examined the relationship among work-family conflict, family-work conflict and job emb... more This study examined the relationship among work-family conflict, family-work conflict and job embeddedness among two hundred and fifty (150 males and 100 females) bank employees in Southeastern States of Nigeria. Data were collected using validated work-family scale developed by Carlson and colleagues (2000) and job embeddedness scale adapted by from the original scale developed by and revalidated in Nigeria. Two hypotheses were postulated and tested. The result of correlation and regression analyses 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). The implications of these results to research and organizational practice as well as the limitations and suggestations for further studies were highlighted.