‘Not-on-seat’: An Investigation of Some Correlates of Organisational Citizenship Behaviour in Nigeria

Cette etude fut mise sur pied pour examiner une pratique nigerienne connue localement comme le ‘Not-on-seat’, l'equivalent dans ce pays du concept de manque de ponctualite, qui signifie arriver a l'heure, quitter les lieux immediatement apres et y retourner seulement des heures plus tard. La pratique etait consideree comme un aspect des attitudes de service dans les organisations publiques nigeriennes. Cette attitude fut operationnalisee et definie comme une conduite organisationnelle nationale. Avec pour hypothese que l'implication professionnelle et l'engagement affectif seraient correles positivement avec le ‘Not-on-seat’ (comportement organisationnel national) et comme hypothese nulle, la non-correlation entre la satisfaction au travail et le ‘Not-on-seat’. 268 hommes et femmes prirent part a l'etude. Des controleurs observerent le ‘Not-on-seat’ des travailleurs, soit leur conduite organisationnelle nationale. Les resultats appuyerent l'hypothese principale et rejeterent l'hypothese nulle. L'implication professionnelle, suivie par l'engagement affectif, avait la plus haute correlation, de l'ordre de zero. La satisfaction professionnelle etait correlee relativement faiblement quoique significativement avec le ‘Not-on-seat’ ou comportement organisationnel national. This study set out to examine a regular Nigerian practice known locally as ‘Not-on-seat’, a Nigerian equivalent of the tardiness concept which means reporting on time, leaving the premises immediately after, and only returning hours later. The practice was considered as an aspect of the service attitude in Nigerian public organisations. The attitude was in turn operationalised as organisational citizenship behaviour. It was hypothesised that job involvement and affective commitment would be positively correlated with ‘Not-on-seat’ (organisational citizenship behaviour). A null hypothesis of no relationship between job satisfaction and ‘Not-on-seat’ (citizenship behaviour) was also proposed. 268 men and women took part in the study. Supervisors rated the workers' ‘Not-on-seat’ or organisational citizenship behaviour. The results supported the hypothesis and also rejected the null hypothesis. Job involvement followed by affective commitment had the highest zero order correlation. Job satisfaction correlated relatively weakly, though significantly, with ‘Not-on-seat’ or organisational citizenship behaviour.

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