Organizational Learning Culture and Employee Work Attitude in Deposit Money Banks in Rivers State
DOI:
https://doi.org/10.47672/jsm.1288Keywords:
Commitment to cultural diversity, employee involvement, job satisfaction, organizational learning culture, proactivity, work attitudeAbstract
Purpose: This study examined organizational learning culture and employee work attitude in deposit money banks in Rivers State.
Methodology: A systematic review of extant literature on variables such as proactivity, commitment to cultural diversity, job satisfaction and employee involvement were done. The study adopted the correlational research design. A population of six hundred and seventy-eight (678) employees of deposit money banks in Rivers State was obtained. The Spearman test statistics was employed in examining the four formulated hypotheses. A structured questionnaire was adopted as the research instrument. The hypotheses were tested using the Spearman's Rank Order Correlation Coefficient. The tests were carried out at a 0.05 significance level.
Findings: The study revealed that proactivity influences employee involvement and job satisfaction. Further, the study showed that commitment to cultural diversity influences employee involvement and job satisfaction respectively. Based on the findings, the study concluded that organizational learning culture influences positive employee work attitude in the understudied deposit money banks in Rivers State.
Recommendation: Following the findings and conclusion, the study recommended that deposit money banks should enhance the proactivity levels of the employees through practices such as workshops, trainings, deference to expertise and tolerance to risk taking. This helps in encouraging positive work attitudes such as employee involvement and job satisfaction. Commitment to cultural diversity (through, work socialization, effective communication, inclusion, openness, and fairness) is a strategy to attain desired positive work attitudes such as employee involvement and job satisfaction.
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Copyright (c) 2022 Jonah Charles Tambari (PhD)
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