Counterproductive Work Behaviour among Local Government Employees in Edo State, Nigeria

• Main Authors: Alasa P. KADIRI (Author), Evelyn UMEMEZIA (Author)
• Format: Book
• Published: The Open University of Sri Lanka, 2019-06-01T00:00:00Z.
• Subjects: article
• Online Access: Connect to this object online.
• Notes: http://doi.org/10.4038/ouslj.v14i1.7460; 1800-3621; 2550-2816
• Keywords: counterproductive work behaviour; employees; local governments; nigeria; psychological contract breach; Education; L; Science; Q
• Source: OUSL Journal, Vol 14, Iss 1, Pp 51-80 (2019)

There is a growing concern about the pervasiveness of counterproductive work behaviours among employees in many organisations. In spite of its damaging consequences and negative impacts on organisational wellbeing, counterproductive work behaviours usually go unnoticed or unreported perhaps due to its illegal nature. This study examined the forms and level of prevalence of counterproductive work behaviours among local government employees in Edo State, Nigeria. It also ascertained the relationship between psychological contract breach and counterproductive work behaviours. A cross-sectional research design was employed, and data were gathered through the use of a questionnaire which was administered on 319 sample respondents, out of which 282 questionnaires were retrieved and found usable, representing a response rate of 88.4%. The data obtained were analysed using statistical tools such as mean, standard deviation and ANOVA analysis. The results of the study revealed that the forms of counterproductive work behaviour investigated (i.e. sabotage, withdrawal, theft and abuse) are exhibited at a moderate level among local government employees. The results also indicated that psychological contract breach has a significant influence on counterproductive work behaviours that is organisational and interpersonal in nature. It was recommended that the local governments should fulfil their part of the psychological contract. The study also recommends that the local government should organise regular enlightenment programmes, and formulate appropriate HR policies that would help reduce the level of counterproductive work behaviours among employees.