Leader Mindfulness and Employee Work Attitudes in Public Agencies in Port Harcourt (Published)
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Keywords: Affective Commitment, Employee Work Attitudes, Job Involvement, Job Satisfaction, Leader Mindfulness, Metaphysics, Social Realities
Psychological Contract Violation and Affective Commitment: The Mediating Effect of Cynicism and the Moderating Effect of Employees’ Expectations (Published)
This research is building on the previous research by examining both the mediating effect of cynicism and the moderating effect of employees’ expectations on the psychological contract violations–affective commitment relationship among academic staff in private universities in Egypt. A sample of 395 academic members responded to a four-part questionnaire measuring research variables (psychological contract violation, affective commitment, cynicism, and employees’ expectations). Cynicism was found to partially mediate the violation – affective commitment relationship. Further, employees’ expectations were found to moderate the violation – cynicism relationship. These results were discussed in light of extant literature. Research limitations and implications were reported
Keywords: Affective Commitment, Cynicism, Egyptian academics, Employees’ expectations, Psychological contract violation