HEXACO personality domains and deviant behavior in Nigerian public universities
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Author(s)Grace ObaladeLink to ORCID Index: https://orcid.org/0000-0001-8456-2307
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Adefemi A. ObaladeLink to ORCID Index: https://orcid.org/0000-0001-6062-1632
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Vuyokazi MtembuLink to ORCID Index: http://orcid.org/0000-0002-1873-733X
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DOIhttp://dx.doi.org/10.21511/ppm.21(3).2023.02
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Article InfoVolume 21 2023, Issue #3, pp. 11-21
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160 Downloads
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Creative Commons Attribution 4.0 International License
Workplace deviance is one of the significant problems in Nigerian public universities. This study aims to investigate the impact of HEXACO personality factors (honesty-humility, emotionality, and agreeableness (H-HEA)) on deviant workplace behavior in public universities in Southwestern Nigeria. The choice of the institutions (Ekiti State University, University of Lagos, and the Federal University of Akure) in the Southwestern region was based on purposive sampling. Simple random sampling was employed to select academic and non-academic staff. The study adopted a quantitative research design and employed Pearson correlation and multiple regression analysis to analyze and test the hypotheses. The findings revealed that the H-HEA domain of personality traits negatively correlates with organizational and interpersonal deviance. Secondly, H-HEA personality traits have a negative effect on organizational and interpersonal deviance. Overall, the results of the regression analyses suggest that the H-HEA HEXACO domains of personality traits individually reduces the organizational and interpersonal forms of deviance. Based on the findings, the human resource departments of these institutions can curb workplace deviance by giving preference to candidates or individuals with high scores in H-HAE personality traits. This will go a long way in curtailing the vices of workplace deviance in Southwestern Nigeria public universities.
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JEL Classification (Paper profile tab)M12, M51, M54, D23
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References60
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Tables4
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Figures0
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- Table 1. Population distribution
- Table 2. Distribution of sample size among the universities
- Table 3. Pearson correlation: Personality traits and workplace deviance
- Table 4. Regression model: Summary of effects of personality traits on workplace deviance
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Mediating role of entrepreneurial competencies: Influence of personality traits on entrepreneurial intention
Ida Ketut Kusumawijaya ,
Partiwi Dwi Astuti
doi: http://dx.doi.org/10.21511/ppm.19(3).2021.18
Problems and Perspectives in Management Volume 19, 2021 Issue #3 pp. 211-220 Views: 860 Downloads: 306 TO CITE АНОТАЦІЯThis study aims to examine the role of entrepreneurial competency in mediating the influence of personality traits on entrepreneurial intention. Data were collected using a questionnaire sent to medium-sized business managers in the province of Bali, Indonesia; the sample size is 385 people. Assuming a response rate of 85%, 453 questionnaires were sent. Of these, 142 returned and a usable response rate of 30.37% was achieved. Data were analyzed using SEM-PLS with WarpsPLS 7.0. The findings show that personality traits have a significant effect on entrepreneurial competency (β = 0.513; p < 0.001), personality traits significantly affect entrepreneurial intention (β = 0.266; p < 0.001). Furthermore, this study proves that entrepreneurial competency significantly affects entrepreneurial intention (β = 0.436; p < 0.001). This study also found the Sobel test value of 5.770, which means that entrepreneurial competency can influence personality traits and entrepreneurial intention as a partial mediator. There is a comprehensive view of the relationship between personality traits, entrepreneurial competency, and entrepreneurial intention. This study not only provides an understanding of the relationship between personality traits and entrepreneurial intention, but also provides evidence on the mechanism by which entrepreneurial competency mediates the relationship between personality traits and entrepreneurial intention.
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The antecedents of salesperson deviant behavior: the role of work meaningfulness
Jovi Sulistiawan ,
Dian Ekowati 
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Zainiyah Alfirdaus
doi: http://dx.doi.org/10.21511/ppm.18(1).2020.22
Problems and Perspectives in Management Volume 18, 2020 Issue #1 pp. 254-262 Views: 786 Downloads: 161 TO CITE АНОТАЦІЯEmployees tend to engage in certain behavior, either good or deviant. Drawing from control theory, the employees’ behavior will be controlled as the organization can fulfill their needs. The ultimate objective of the study is to examine how Salesperson-Organization Fit will affect job stress and, in turn, salesperson deviant behavior. Besides, this study also examined how employees’ work meaningfulness moderates the relationship between job stress and workplace deviant behavior. This study employed hierarchical regression analysis and moderated regression analysis to test the hypotheses. Using 182 salespeople for both manufacturing and services companies, the results showed that Salesperson-Organization Fit negatively affects three types of deviant behavior: organizational deviance, interpersonal deviance, and frontline deviance. The results of this study also found a mixed result for job stress on deviant behavior. Job stress has a positive effect on organizational (β = 0.092; p < 0.1) and frontline deviance (β = 0.092; p < 0.05), while it has an insignificant effect on interpersonal deviance. Work meaningfulness only moderates the relationship between job stress and organizational deviance.
Acknowledgment
This work was supported by the Faculty of Economics and Business, Universitas Airlangga research grants.
