David Okurame - Academia.edu (original) (raw)

Papers by David Okurame

IBADAN JOURNAL OF THE SOCIAL SCIENCES

Quality mentoring assures beneficial outcomes to all stakeholders in the relationship but scanty ... more Quality mentoring assures beneficial outcomes to all stakeholders in the relationship but scanty research in this area has stalled the development of models that facilitates this objective. The present study examines the influence of mentor power, dyadic trust and length of mentoring relationship on mentoring support quality. Data were collected through the questionnaire method from 257 bank employees who are proteges. Results showed that highest educational attainment (a = .27, p < .001) and marital status (a = -.17, p < .01) are significant demographic factors in mentoring quality. Simple multiple regression analysis revealed that mentor power (a = .12, P < .01), dyadic trust (a = .72, p < .001) and length of relationship (a = .14, p < .01) had significant positive relationships with mentoring support quality, jointly accounting for sixty percent (p < .001) of its variance. The only significant interaction effects was found between dyadic trust and length of rela...

The Social Sciences Reproductive Health Research Network, Ibadan, 2001

All rights reserved. No part of this publication may be reproduced, stored in any retrieval syste... more All rights reserved. No part of this publication may be reproduced, stored in any retrieval system or transmitted, in any form or by any means: electronic, mechanical, photocopying, recording or otherwise without written permission of the authors.

IFE PsychologIA, 2001

ABSTRACT The study examined menopausal status, timing of menopause and their influence on experie... more ABSTRACT The study examined menopausal status, timing of menopause and their influence on experience of depression and life satisfaction among 188 working women. The participants were drawn from organizations in Lagos and Ibadan. Results of the study revealed that (I) currently menopausal women experienced a significantly higher level of depression and a lower level of life satisfaction than non-menopausal and post menopausal women. (ii) women who experienced late menopause were more depressed and less satisfied with life than women who experienced menopause on-time. (iii) there was a significant negative relationship between depression and life satisfaction among menopausal women. Based on the findings of this study, it was concluded that menopause, irrespective of the caliber of women experiencing it, is accompanied with varying degrees of depression and lowered life satisfaction. This is because menopause itself imposes various uncomfortable symptoms on the women. It is recommended that menopausal women should see menopause, as a normal phase of life and programmes should be designed to enlighten women about the menopause experience. IFE PsychologIA Vol 9, No 2 September 2001, pp. 18-26

IBADAN JOURNAL OF THE SOCIAL SCIENCES

Satisfaction with mentoring is a crucial/actor for the success of formal mentoring programmes, wh... more Satisfaction with mentoring is a crucial/actor for the success of formal mentoring programmes, which has become popular tools for supporting new employees in the Nigerian banking sector. Yet, little is known about the protege’s satisfaction with mentoring in the sector. This paper ascertains the level of protege satisfaction with formal menta ring in a banking organization, and examines its psycho-social (career stage, type of duty, gender, age, tenure in current organization and education) predictors. Data were collected from 182 proteges of formal mentoring relationships in the banking sector, using a questionnaire. Results indicate that proteges who reported a below average level of satisfaction were significantly greater (73.6%) than those who expressed an above average level of satisfaction (26.4%)(r= 40.63; p < .(01). Hierarchical regression analysis which controlled for the effects of mentor’s gender reveals that psycho-social variables jointly predicted satisfaction with ...

IBADAN JOURNAL OF THE SOCIAL SCIENCES

The study examined the career success outcome of job experience and gender occurrence of mentorin... more The study examined the career success outcome of job experience and gender occurrence of mentoring in the Nigerian work environment. It utilized a factorial design in a survey of five hundred and ten managers from three international and seven local banks located in Lagos State, Nigeria. All the participants were involved in informal mentoring relationships. The results of the analysis of variance showed that there was no difference in career success between employees with high levels of job experience and those with low levels. In addition, job experience and gender did not combine to determine career success. Male protégés had better career success compared to their female counterparts, but the level of career success reported under male and female mentors was comparable. The gender of the protégé and that of the mentor interacted to yield four gender combinations that affected career success differently. Results showed that cross-sex combinations produced higher levels of career ...

Employee psychological empowerment is acknowledged as critical for organizational effectiveness, ... more Employee psychological empowerment is acknowledged as critical for organizational effectiveness, yet little research attention has been given to individual differences variables that may enhance or inhibit psychological empowerment. Likewise, although theoretical arguments about the effects of intrinsic motivation and emotional competence on psychological empowerment have been made in the literature, no research seems to have investigated this assumption. This study examines the influence of employees’ intrinsic motivation and emotional competence on their psychological empowerment. Data were obtained from 241 employees in ten banks located in southwestern, Nigeria using a questionnaire. Results reveal that intrinsic motivation (β = .31) and emotional competence (β = .24) are significant independent predictors of psychological empowerment. Further analysis using the 2 x 2 ANOVA show that intrinsic motivation and emotional competence have significant interaction effects on psychologi...

Ibadan Journal of the Social Sciences, 2009

The study explored the role of dyad mismatch, mentor distancing and manipulative behaviour (negat... more The study explored the role of dyad mismatch, mentor distancing and manipulative behaviour (negative mentoring experiences) and the mediating effects of dissatisfaction with formal mentoring support on job stress and affective commitment (outcomes). Data were obtained from 167 employees drawn from banking organisations in Nigeria using a questionnaire. Results showed that dyad mismatch (β= .16, p < .05) and mentor's distancing behaviour (β= .15, p < .05) were significantly and positively related to dissatisfaction with formal mentoring support but mentor's manipulative behaviour was insignificant. Dyad mismatch (β = .13, p < .05) and mentor's distancing behaviour (β = .25, p < .01) had a significant positive relationship with job stress that was mediated by dissatisfaction with formal mentoring support. The significant negative relationship between mentor's distancing behaviour and affective commitment (β = -.17, P < .05) was mediated by dissatisfactio...

International journal of evidence based coaching and mentoring, 2017

This study examines whether the strategies of mentoring and feedback enhanced the cognitive task ... more This study examines whether the strategies of mentoring and feedback enhanced the cognitive task performance of students in a university faculty. The sex of the respondents was a significant control variable, suggesting that it is an important factor to be considered. The findings reveal that type of mentoring (formal and informal) as well as feedback (positive, negative, no-feedback) results in comparable levels of cognitive task performance. Also, the results reveal a significant interaction effect of mentoring and feedback on cognitive task performance, laying a foundation for the theory that feedback and mentoring interface. The practical implications of findings are discussed.

IFE Psychologia: An International Journal, 2014

Although, theoretical arguments about the attenuating influence of positive organisational commun... more Although, theoretical arguments about the attenuating influence of positive organisational communication and restorative strategy on subjective job insecurity have been made in the literature, no research has investigated this possibility in the Nigerian banking sector where triggers of job insecurity such as mergers, acquisitions, layoffs and downsizing are an increasing phenomenon. This study examines the attenuating influence of organisational communication and restorative strategy on reported job insecurity and tested their interaction with relevant demographic variables. Data were obtained from 215 employees in three merged banks located in a major Nigerian city using a questionnaire. Results indicated that employees who perceived higher levels of positive organizational communication and restorative strategy practices reported significantly lower levels of job insecurity compared to employees who perceived lower levels of organisational communication and restorative strategy. ...

E-Journal of international and comparative labour studies, 2018

Purpose . This study aims to evaluate individual differences in interpersonal deviance and how or... more Purpose . This study aims to evaluate individual differences in interpersonal deviance and how organizational culture can mediate these differences among federal civil servants in Nigerian. Design/Methodology/Approach. The study adopted a cross sectional design and Purposive sampling technique in selecting civil servants from Southwestern, Nigeria, who are the participants in this study. Findings. The results of multiple regression analysis revealed that individual differences jointly predicted interpersonal deviance, while locus of control also had independent influence on interpersonal deviance, there was no gender difference on interpersonal deviance and organizational culture fully mediated the influence of age on interpersonal deviance. Research limitations/Implications . The study focused on interpersonal deviance in federal civil service, in southwestern, Nigeria, it predictors, how organizational culture can mediate these predictors and how management can prevent this behav...

The study explores the role of personal factors (trust in government, dispositional optimism and ... more The study explores the role of personal factors (trust in government, dispositional optimism and compassion for country) in citizens’ perception of satisfaction with governance and quality of life in the African albeit Nigerian context. Data were collected from 239 undergraduate students in a Nigerian University using psychometrically sound instruments. Results of hierarchical regression, which controlled the effects of covariates in the first step of the equation, indicate that trust and compassion significantly predicted citizen’s satisfaction with governance (p < .001 respectively) but dispositional optimism was not significant. Conversely, while dispositional optimism accounted for a significant variance in citizens’ quality of life (p < .001), trust and compassion were not significant predictors. The practical implications of the findings for political leadership and positive psychology intervention were discussed. Keywords : Trust, Compassion, Optimism, Satisfaction with...

Journal of Global Entrepreneurship Research, 2018

This study examines age differentials in the predictive role of entrepreneurial mentoring on care... more This study examines age differentials in the predictive role of entrepreneurial mentoring on career adaptability and ambiguity tolerance among potential Nigerian entrepreneurs. A cross-sectional survey was adopted in obtaining relevant data for the study. The study participants were graduates who were participating in the National Youth Service Corp (NYSC) in Nigeria. This population forms a catchment group for entrepreneurship programmes in Nigeria. Their ages ranged from 19 to 30 years old; with 780 being male and 846 being female. Results showed that the interaction term of age and mentoring produced significant effect (B = .174; p < .05) and accounted for a significant increase in career adaptability (ΔR 2 = 0.4%; p < .05). The results imply that the effects of entrepreneurial mentoring on career adaptability were significant among both younger and older graduates; with a stronger effect being observed among the former (B = .23, CI = .09 to .17) than the latter (B = .01, CI = .17 to .24). However, age did not moderate the effect of mentoring on ambiguity tolerance (B = .033; p > .05). These results buttress appeals for incorporating adaptive mentorship models that cater for contextual factors (such as age differences) in entrepreneurship education aimed at enhancing specific modules of career adaptability and other important entrepreneurial traits.

Journal of Global Entrepreneurship Research, 2017

Some scholars have argued that intuition should be given more importance in scholarly research bu... more Some scholars have argued that intuition should be given more importance in scholarly research but not many researchers have investigated intuition in entrepreneurial settings. This study therefore investigated the influence of career adaptability, ambiguity tolerance, achievement need and mentoring support on entrepreneurial intuition and the mediatory role of psychological capital. The quantitative study employed an ex-post facto research design via cross-sectional survey among 1626 youth corps members across selected National Youth Service Corps (NYSC) orientation camps in Nigeria. Simple random sampling via a proportionate stratification technique was used to select youth corps members to participate in the study sample. Results showed that after controlling for the mediator (psychological capital), there was a decrease in the significant predictive value of career adaptability (β = .142; p < .05) and mentoring support (β = .063; p < .05) on entrepreneurial intuition; indicating partial mediation. However, the significant predictive value of need for achievement (β = .006; p > .05) on entrepreneurial intuition was nullified; indicating full mediation. In a bid to enhance the intuitive capacity of potential entrepreneurs, it was recommended that intensive and comprehensive entrepreneurship training (which would include modules of career adaptability, need for achievement and mentoring support) should be incorporated in all categories of tertiary institutions. Background Entrepreneurship is an outcome of complex balancing of opportunity initiatives, risks and rewards. It is a process by which people pursue opportunities, fulfilling needs and wants through innovations, without regard to the resources they currently control. Through the process of entrepreneurship, it is possible to augment the scope of capital formation, job creation and facilitate industrialization in a country (Asaju, Arome & Anyio, 2014). Entrepreneurship also acts as a powerful tool for raising productivity through innovation, facilitating transfer of technology, playing key role in commercializing new products, redistribution of wealth and income, earning foreign exchanges, promoting social welfare and the likes (Collins, Hanges & Locke, 2004).

This chapter guides readers through an understanding of mentoring but with emphasis on experience... more This chapter guides readers through an understanding of mentoring but with emphasis on experiences in the Nigerian environment. It taps on practical knowledge and the few published empirical results available on mentoring in Nigerian to discern its meaning, structure and operation in the Nigerian community. The chapter describes an array of diverse conceptions of mentoring and goes on to propose a model for the Nigerian context. It then examines benefits that have made mentoring so popular and considers the art and challenges of mentoring. These extend the global database information on mentoring by presenting mentoring issues specific to the Nigerian context. The author expects that the rendition will be insightful and helpful to individuals who may wish to effectively utilize mentoring as a human development strategy, especially in Nigeria.

Journal of International Women S Studies, 2013

This study examined the interaction effects of protégé and mentor gender on organisational commit... more This study examined the interaction effects of protégé and mentor gender on organisational commitment in the Nigerian work setting. Data was collected from one hundred and sixty-one dyads in four gender combinations through a survey of a large government owned health institution. Results revealed that mean scores of all-male, allfemale, and the female protégé-male mentor dyads were comparable while that of male protégé-female mentor was significantly low. Whereas organisational commitment was better for male protégés when their mentors were males, it was better for females when mentors were females. The study narrows the gap created by the dearth of mentoring research in the Nigerian work setting and contributes an African perspective on gender effects of mentoring. Findings dismiss some hypotheses about gender and mentoring and underscore the fact that organisational commitment can be enhanced by gender dyads other than the all male combination. The implications of this for those who take decisions on grooming relationships for women were discussed.

African Journal For the Psychological Study of Social Issues, May 27, 2005

No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000:... more No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000: 13-22

Using qualitative and quantitative measures, this study explores the mentoring experiences and ch... more Using qualitative and quantitative measures, this study explores the mentoring experiences and challenges among 48 members of the academic staff in a Nigerian university social science faculty, where the mission was to enhance the skills of academic staff members through mentoring programmes. The findings of the survey revealed that the few existing mentoring relationships are informal and were developed on the basis of similarity of research interests, initial delegation of work activity by mentors to their protégés, the delegation of conference/workshop attendance by mentor to protégés, inclusion of protégés in research projects and supervision of the protégé's thesis. Results showed that areas in which mentors have supported their protégés include enlistment in group and international research networks, publication, counselling and advice, and financial support. The unresponsive attitude of junior academics, the pressure of administrative duties, lack of funds and formal mentor/protégé structures were commonly reported as barriers to mentoring. The implications of these findings for faculty policy formulation, training and effective delivery of mentoring are discussed.

The study examined the relationship between negative workplace factors (measured as work stress a... more The study examined the relationship between negative workplace factors (measured as work stress and workplace bullying) and critical organisational climate for effectiveness, and the moderator effects of gender in the relationship. Data were collected from 278 civil service employees in government establishments in Nigeria. Results of hierarchical regression analysis revealed that work stress (β = -.20, P < .001) and gender (β = -.49, p < .001) significantly predicted critical organisational climate for effectiveness but workplace bullying was non-significant. Gender significantly moderated the relationship between workplace bullying and critical organisational climate for effectiveness such that the negative relationship between workplace bullying and critical organisational climate for effectiveness was non-significant for men (r = -.05, n.s.) but highly significant for women (r = -.54, p < .001). Contrary to hypothesis, gender did not significantly moderate the relationship between work stress and organisational climate for effectiveness. The practical implications of findings for intervention activities in the civil service are discussed.

IBADAN JOURNAL OF THE SOCIAL SCIENCES

Quality mentoring assures beneficial outcomes to all stakeholders in the relationship but scanty ... more Quality mentoring assures beneficial outcomes to all stakeholders in the relationship but scanty research in this area has stalled the development of models that facilitates this objective. The present study examines the influence of mentor power, dyadic trust and length of mentoring relationship on mentoring support quality. Data were collected through the questionnaire method from 257 bank employees who are proteges. Results showed that highest educational attainment (a = .27, p < .001) and marital status (a = -.17, p < .01) are significant demographic factors in mentoring quality. Simple multiple regression analysis revealed that mentor power (a = .12, P < .01), dyadic trust (a = .72, p < .001) and length of relationship (a = .14, p < .01) had significant positive relationships with mentoring support quality, jointly accounting for sixty percent (p < .001) of its variance. The only significant interaction effects was found between dyadic trust and length of rela...

The Social Sciences Reproductive Health Research Network, Ibadan, 2001

All rights reserved. No part of this publication may be reproduced, stored in any retrieval syste... more All rights reserved. No part of this publication may be reproduced, stored in any retrieval system or transmitted, in any form or by any means: electronic, mechanical, photocopying, recording or otherwise without written permission of the authors.

IFE PsychologIA, 2001

ABSTRACT The study examined menopausal status, timing of menopause and their influence on experie... more ABSTRACT The study examined menopausal status, timing of menopause and their influence on experience of depression and life satisfaction among 188 working women. The participants were drawn from organizations in Lagos and Ibadan. Results of the study revealed that (I) currently menopausal women experienced a significantly higher level of depression and a lower level of life satisfaction than non-menopausal and post menopausal women. (ii) women who experienced late menopause were more depressed and less satisfied with life than women who experienced menopause on-time. (iii) there was a significant negative relationship between depression and life satisfaction among menopausal women. Based on the findings of this study, it was concluded that menopause, irrespective of the caliber of women experiencing it, is accompanied with varying degrees of depression and lowered life satisfaction. This is because menopause itself imposes various uncomfortable symptoms on the women. It is recommended that menopausal women should see menopause, as a normal phase of life and programmes should be designed to enlighten women about the menopause experience. IFE PsychologIA Vol 9, No 2 September 2001, pp. 18-26

IBADAN JOURNAL OF THE SOCIAL SCIENCES

Satisfaction with mentoring is a crucial/actor for the success of formal mentoring programmes, wh... more Satisfaction with mentoring is a crucial/actor for the success of formal mentoring programmes, which has become popular tools for supporting new employees in the Nigerian banking sector. Yet, little is known about the protege’s satisfaction with mentoring in the sector. This paper ascertains the level of protege satisfaction with formal menta ring in a banking organization, and examines its psycho-social (career stage, type of duty, gender, age, tenure in current organization and education) predictors. Data were collected from 182 proteges of formal mentoring relationships in the banking sector, using a questionnaire. Results indicate that proteges who reported a below average level of satisfaction were significantly greater (73.6%) than those who expressed an above average level of satisfaction (26.4%)(r= 40.63; p < .(01). Hierarchical regression analysis which controlled for the effects of mentor’s gender reveals that psycho-social variables jointly predicted satisfaction with ...

IBADAN JOURNAL OF THE SOCIAL SCIENCES

The study examined the career success outcome of job experience and gender occurrence of mentorin... more The study examined the career success outcome of job experience and gender occurrence of mentoring in the Nigerian work environment. It utilized a factorial design in a survey of five hundred and ten managers from three international and seven local banks located in Lagos State, Nigeria. All the participants were involved in informal mentoring relationships. The results of the analysis of variance showed that there was no difference in career success between employees with high levels of job experience and those with low levels. In addition, job experience and gender did not combine to determine career success. Male protégés had better career success compared to their female counterparts, but the level of career success reported under male and female mentors was comparable. The gender of the protégé and that of the mentor interacted to yield four gender combinations that affected career success differently. Results showed that cross-sex combinations produced higher levels of career ...

Employee psychological empowerment is acknowledged as critical for organizational effectiveness, ... more Employee psychological empowerment is acknowledged as critical for organizational effectiveness, yet little research attention has been given to individual differences variables that may enhance or inhibit psychological empowerment. Likewise, although theoretical arguments about the effects of intrinsic motivation and emotional competence on psychological empowerment have been made in the literature, no research seems to have investigated this assumption. This study examines the influence of employees’ intrinsic motivation and emotional competence on their psychological empowerment. Data were obtained from 241 employees in ten banks located in southwestern, Nigeria using a questionnaire. Results reveal that intrinsic motivation (β = .31) and emotional competence (β = .24) are significant independent predictors of psychological empowerment. Further analysis using the 2 x 2 ANOVA show that intrinsic motivation and emotional competence have significant interaction effects on psychologi...

Ibadan Journal of the Social Sciences, 2009

The study explored the role of dyad mismatch, mentor distancing and manipulative behaviour (negat... more The study explored the role of dyad mismatch, mentor distancing and manipulative behaviour (negative mentoring experiences) and the mediating effects of dissatisfaction with formal mentoring support on job stress and affective commitment (outcomes). Data were obtained from 167 employees drawn from banking organisations in Nigeria using a questionnaire. Results showed that dyad mismatch (β= .16, p < .05) and mentor's distancing behaviour (β= .15, p < .05) were significantly and positively related to dissatisfaction with formal mentoring support but mentor's manipulative behaviour was insignificant. Dyad mismatch (β = .13, p < .05) and mentor's distancing behaviour (β = .25, p < .01) had a significant positive relationship with job stress that was mediated by dissatisfaction with formal mentoring support. The significant negative relationship between mentor's distancing behaviour and affective commitment (β = -.17, P < .05) was mediated by dissatisfactio...

International journal of evidence based coaching and mentoring, 2017

This study examines whether the strategies of mentoring and feedback enhanced the cognitive task ... more This study examines whether the strategies of mentoring and feedback enhanced the cognitive task performance of students in a university faculty. The sex of the respondents was a significant control variable, suggesting that it is an important factor to be considered. The findings reveal that type of mentoring (formal and informal) as well as feedback (positive, negative, no-feedback) results in comparable levels of cognitive task performance. Also, the results reveal a significant interaction effect of mentoring and feedback on cognitive task performance, laying a foundation for the theory that feedback and mentoring interface. The practical implications of findings are discussed.

IFE Psychologia: An International Journal, 2014

Although, theoretical arguments about the attenuating influence of positive organisational commun... more Although, theoretical arguments about the attenuating influence of positive organisational communication and restorative strategy on subjective job insecurity have been made in the literature, no research has investigated this possibility in the Nigerian banking sector where triggers of job insecurity such as mergers, acquisitions, layoffs and downsizing are an increasing phenomenon. This study examines the attenuating influence of organisational communication and restorative strategy on reported job insecurity and tested their interaction with relevant demographic variables. Data were obtained from 215 employees in three merged banks located in a major Nigerian city using a questionnaire. Results indicated that employees who perceived higher levels of positive organizational communication and restorative strategy practices reported significantly lower levels of job insecurity compared to employees who perceived lower levels of organisational communication and restorative strategy. ...

E-Journal of international and comparative labour studies, 2018

Purpose . This study aims to evaluate individual differences in interpersonal deviance and how or... more Purpose . This study aims to evaluate individual differences in interpersonal deviance and how organizational culture can mediate these differences among federal civil servants in Nigerian. Design/Methodology/Approach. The study adopted a cross sectional design and Purposive sampling technique in selecting civil servants from Southwestern, Nigeria, who are the participants in this study. Findings. The results of multiple regression analysis revealed that individual differences jointly predicted interpersonal deviance, while locus of control also had independent influence on interpersonal deviance, there was no gender difference on interpersonal deviance and organizational culture fully mediated the influence of age on interpersonal deviance. Research limitations/Implications . The study focused on interpersonal deviance in federal civil service, in southwestern, Nigeria, it predictors, how organizational culture can mediate these predictors and how management can prevent this behav...

The study explores the role of personal factors (trust in government, dispositional optimism and ... more The study explores the role of personal factors (trust in government, dispositional optimism and compassion for country) in citizens’ perception of satisfaction with governance and quality of life in the African albeit Nigerian context. Data were collected from 239 undergraduate students in a Nigerian University using psychometrically sound instruments. Results of hierarchical regression, which controlled the effects of covariates in the first step of the equation, indicate that trust and compassion significantly predicted citizen’s satisfaction with governance (p < .001 respectively) but dispositional optimism was not significant. Conversely, while dispositional optimism accounted for a significant variance in citizens’ quality of life (p < .001), trust and compassion were not significant predictors. The practical implications of the findings for political leadership and positive psychology intervention were discussed. Keywords : Trust, Compassion, Optimism, Satisfaction with...

Journal of Global Entrepreneurship Research, 2018

This study examines age differentials in the predictive role of entrepreneurial mentoring on care... more This study examines age differentials in the predictive role of entrepreneurial mentoring on career adaptability and ambiguity tolerance among potential Nigerian entrepreneurs. A cross-sectional survey was adopted in obtaining relevant data for the study. The study participants were graduates who were participating in the National Youth Service Corp (NYSC) in Nigeria. This population forms a catchment group for entrepreneurship programmes in Nigeria. Their ages ranged from 19 to 30 years old; with 780 being male and 846 being female. Results showed that the interaction term of age and mentoring produced significant effect (B = .174; p < .05) and accounted for a significant increase in career adaptability (ΔR 2 = 0.4%; p < .05). The results imply that the effects of entrepreneurial mentoring on career adaptability were significant among both younger and older graduates; with a stronger effect being observed among the former (B = .23, CI = .09 to .17) than the latter (B = .01, CI = .17 to .24). However, age did not moderate the effect of mentoring on ambiguity tolerance (B = .033; p > .05). These results buttress appeals for incorporating adaptive mentorship models that cater for contextual factors (such as age differences) in entrepreneurship education aimed at enhancing specific modules of career adaptability and other important entrepreneurial traits.

Journal of Global Entrepreneurship Research, 2017

Some scholars have argued that intuition should be given more importance in scholarly research bu... more Some scholars have argued that intuition should be given more importance in scholarly research but not many researchers have investigated intuition in entrepreneurial settings. This study therefore investigated the influence of career adaptability, ambiguity tolerance, achievement need and mentoring support on entrepreneurial intuition and the mediatory role of psychological capital. The quantitative study employed an ex-post facto research design via cross-sectional survey among 1626 youth corps members across selected National Youth Service Corps (NYSC) orientation camps in Nigeria. Simple random sampling via a proportionate stratification technique was used to select youth corps members to participate in the study sample. Results showed that after controlling for the mediator (psychological capital), there was a decrease in the significant predictive value of career adaptability (β = .142; p < .05) and mentoring support (β = .063; p < .05) on entrepreneurial intuition; indicating partial mediation. However, the significant predictive value of need for achievement (β = .006; p > .05) on entrepreneurial intuition was nullified; indicating full mediation. In a bid to enhance the intuitive capacity of potential entrepreneurs, it was recommended that intensive and comprehensive entrepreneurship training (which would include modules of career adaptability, need for achievement and mentoring support) should be incorporated in all categories of tertiary institutions. Background Entrepreneurship is an outcome of complex balancing of opportunity initiatives, risks and rewards. It is a process by which people pursue opportunities, fulfilling needs and wants through innovations, without regard to the resources they currently control. Through the process of entrepreneurship, it is possible to augment the scope of capital formation, job creation and facilitate industrialization in a country (Asaju, Arome & Anyio, 2014). Entrepreneurship also acts as a powerful tool for raising productivity through innovation, facilitating transfer of technology, playing key role in commercializing new products, redistribution of wealth and income, earning foreign exchanges, promoting social welfare and the likes (Collins, Hanges & Locke, 2004).

This chapter guides readers through an understanding of mentoring but with emphasis on experience... more This chapter guides readers through an understanding of mentoring but with emphasis on experiences in the Nigerian environment. It taps on practical knowledge and the few published empirical results available on mentoring in Nigerian to discern its meaning, structure and operation in the Nigerian community. The chapter describes an array of diverse conceptions of mentoring and goes on to propose a model for the Nigerian context. It then examines benefits that have made mentoring so popular and considers the art and challenges of mentoring. These extend the global database information on mentoring by presenting mentoring issues specific to the Nigerian context. The author expects that the rendition will be insightful and helpful to individuals who may wish to effectively utilize mentoring as a human development strategy, especially in Nigeria.

Journal of International Women S Studies, 2013

This study examined the interaction effects of protégé and mentor gender on organisational commit... more This study examined the interaction effects of protégé and mentor gender on organisational commitment in the Nigerian work setting. Data was collected from one hundred and sixty-one dyads in four gender combinations through a survey of a large government owned health institution. Results revealed that mean scores of all-male, allfemale, and the female protégé-male mentor dyads were comparable while that of male protégé-female mentor was significantly low. Whereas organisational commitment was better for male protégés when their mentors were males, it was better for females when mentors were females. The study narrows the gap created by the dearth of mentoring research in the Nigerian work setting and contributes an African perspective on gender effects of mentoring. Findings dismiss some hypotheses about gender and mentoring and underscore the fact that organisational commitment can be enhanced by gender dyads other than the all male combination. The implications of this for those who take decisions on grooming relationships for women were discussed.

African Journal For the Psychological Study of Social Issues, May 27, 2005

No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000:... more No Abstract Available African Journal for the Psychological Study of Social Issues Vol.5(1) 2000: 13-22

Using qualitative and quantitative measures, this study explores the mentoring experiences and ch... more Using qualitative and quantitative measures, this study explores the mentoring experiences and challenges among 48 members of the academic staff in a Nigerian university social science faculty, where the mission was to enhance the skills of academic staff members through mentoring programmes. The findings of the survey revealed that the few existing mentoring relationships are informal and were developed on the basis of similarity of research interests, initial delegation of work activity by mentors to their protégés, the delegation of conference/workshop attendance by mentor to protégés, inclusion of protégés in research projects and supervision of the protégé's thesis. Results showed that areas in which mentors have supported their protégés include enlistment in group and international research networks, publication, counselling and advice, and financial support. The unresponsive attitude of junior academics, the pressure of administrative duties, lack of funds and formal mentor/protégé structures were commonly reported as barriers to mentoring. The implications of these findings for faculty policy formulation, training and effective delivery of mentoring are discussed.

The study examined the relationship between negative workplace factors (measured as work stress a... more The study examined the relationship between negative workplace factors (measured as work stress and workplace bullying) and critical organisational climate for effectiveness, and the moderator effects of gender in the relationship. Data were collected from 278 civil service employees in government establishments in Nigeria. Results of hierarchical regression analysis revealed that work stress (β = -.20, P < .001) and gender (β = -.49, p < .001) significantly predicted critical organisational climate for effectiveness but workplace bullying was non-significant. Gender significantly moderated the relationship between workplace bullying and critical organisational climate for effectiveness such that the negative relationship between workplace bullying and critical organisational climate for effectiveness was non-significant for men (r = -.05, n.s.) but highly significant for women (r = -.54, p < .001). Contrary to hypothesis, gender did not significantly moderate the relationship between work stress and organisational climate for effectiveness. The practical implications of findings for intervention activities in the civil service are discussed.