Self-efficacy and social adjustment as predictors of achievement motivation among bank employees
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Author(s)Foluso Philip AdekanmbiLink to ORCID Index: https://orcid.org/0000-0001-7858-3320
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Wilfred UkpereLink to ORCID Index: https://orcid.org/0000-0002-3308-0081
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DOIhttp://dx.doi.org/10.21511/bbs.16(2).2021.18
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Article InfoVolume 16 2021 , Issue #2, pp. 190-199
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Creative Commons Attribution 4.0 International License
Despite the surge of studies on employee achievement motivation, there is little research that looks at the combination of self-efficacy and social adjustment as predictors of achievement motivation in Nigeria. Hence, this paper examines the influence of self-efficacy and social adjustment on achievement motivation in Nigeria’s banking industry. The study’s sample was drawn from six banks (Guarantee Trust Bank, First Bank of Nigeria, United Bank for Africa, Ecobank, First City Monument Bank, and Access Bank) in Ibadan, Oyo State, Nigeria. Also, it assumes a quantitative research approach. In this study, questionnaires were distributed randomly, and out of 200 questionnaires, 149 were suitable for analysis. Hence, the analysis was completed using the SPSS version 26. The results of this paper reveal that self-efficacy provided about 22% of influence and social adjustment about 82% of the influence on variance in achievement motivation among bank employees. Further results showed that gender, marital status, educational qualification and work experience have a significant and independent influence on achievement motivation among bank employees. The findings denote that increased levels of self-efficacy and social adjustment significantly predict achievement motivation. Therefore, human resource managers in Nigeria’s banking industry should always consider the psychosocial factors of employees, which will help management to know the practical measures and motivating conditions that are useful for enhancing achievement motivation. Also, banking industry managers should train employees in social adjustment skills that will help them managing their life achievements.
Acknowledgment
The Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere is acknowledged, in funding this study and its publication.
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JEL Classification (Paper profile tab)D83, G21, G41
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References46
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Tables3
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Figures1
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- Figure 1. Practical model of effectively promoting achievement motivation in Nigeria’s banking industry
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- Table 1. Demographics
- Table 2. Summary of multiple regression showing the joint and independent influence of self-efficacy and social adjustment on achievement motivation among bank employees
- Table 3. Summary of multiple regression showing the joint and independent influence of age, marital status, gender, work experience (in years), and educational qualification on achievement motivation among bank employees
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