Department of Behavioral Studies

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Bio-Social Characteristics and Coping Ability Predicting Perceived Job Demand among Employees of Telecommunication Companies
(African Journal for the Psychological Study of Social Issues, 2016) Olusa, Abayomi Olubanjo
This study thus considered bio-social characteristics and coping ability as factors predicting perceived job demand among employees of telecommunication companies. An ex-post facto research design was used with 246 employees (male=118; female=128) that were selected using purposeful random sampling techniques. The participants age ranged between 23 and 65 (Mean=37.78; SD=10.27) and they responded to validated instrument measuring coping ability (α=.93) and perceived job demand (α=.72). Hierarchical regression analysis was used to test the formulated hypotheses. The results went contrary to the hypotheses such that perceived job demand increases with increase in coping ability (β=.29, p <.01). Among the bio-social characteristics, only educational qualification influenced perceived job demand such that higher qualification implies higher perceived job demand (β=.69, p <.01). This implies that employees with higher skills, potentials and ability to cope with the job are those that are likely to experience more responsibilities via promotions, increased task commitment and entrusted with managerial roles such that triggers their job demands. Thus it was recommended that employees with these itemized qualities should be motivated in their job functioning with necessary resources to continually function effectively.
Influence of Job Demand and Job Status on Job Involvement among Non-Burnout Employees
(Ife PsychologIA, 2015) Olusa, Abayomi Olubanjo
The study examined the influence of job demand and job status on job involvement of non-burnout employees. From the 347 randomly selected respondents, 158 non-burnout employees were extracted (male=106; females= 52), with ages ranging between 17 and 50years (mean=28.85; SD=7.97). They responded to validated measure of occupational burnout (α=.71), job demand (α=.74) and job involvement (α=.68). Using 2X3 ANOVA to test hypotheses, findings revealed that job involvement of non-burnout employees decreases with increase in their job demand [F(1, 152) =26.51,p <.01]. Senior level non-burnout employees significantly showed higher involvement compared to intermediate and junior level employees [F(2, 152)=6.86, p <.01]. By implication, the inevitable course for increasing demands and job level via circumstances like promotion for organizational growth should be done with caution. This is not just to avoid the negative effects of stress, but building on its advantages of creating innovative, challenging and achievable task oriented job-roles.
Job Demand and Job Involvement among Employees in Construction and Manufacturing Industries: Mediating Role of Occupational Burnout
(International Journal of Applied Psychology, 2017) Olusa, Abayomi Olubanjo
Few empirical studies exist on the mediating role of occupational burnout on the relationship between job demand and job involvement among employees in construction and manufacturing industries. Using a cross-sectional-survey involving 360 employees (male=212; female=148) whose ages ranged between 17 and 54 years (mean=28.01; SD=7.31) were randomly selected. The participants were selected using purposeful and simple random sampling techniques. The instrument for data collections were perceived job demand scale (α= .73), occupational burnout scale (α= .70) consisting of four dimensions (emotional exhaustion, reduced personal accomplishment, cynicism and interpersonal strain) and job involvement scale (α= .78). Five hypotheses were formulated and tested using multiple regression and Sobel test analyses. The results revealed that occupational burnout significantly increased with job demand (β= 0.31, p <0.01). Also, reduced personal accomplishment (β= 0.37, p <0.01), cynicism (β= 0.16, p <0.01) and interpersonal strain (β= 0.16, p <0.01) significantly increased with job demand. On the contrary, job demand did not significantly predict emotional exhaustion while job demand negatively predicted job involvement (β= -0.22, p <0.01). Lastly, the mediation analysis showed that occupational burnout significantly mediated the relationship between job demand and job involvement (β= -0.40, p <0.01). However, it was indicated that only reduced personal accomplishment (Z=-4.72, p <0.01) and interpersonal strain (Z= -2.45, p <0.05) significantly mediated the relationship between job demand and job involvement. Conclusively, the results of the study revealed that job demand positively predicted occupational burnout and its dimensions, but negatively predicted job involvement, while dimensions of occupational burnout partially mediated the relationship between job demand and job involvement. Therefore, management of construction and manufacturing industries should take cognisance of job demand and occupational burnout in order to enhance employees’ level of job involvement.
Job Demand and Turnover Intention: A Comparative Analysis of Male and Female Bank Employee’s Resilience
(Gender & Behaviour, 2020-12) Olusa, Abayomi Olubanjo
Major difficulties entangling and reoccurring in the banking sector are work pressure and job insecurity. This has necessitated more research on job demand and turnover intention among bank employees. This study thus examined the role of resilience on job demand and turnover intention of bank employees considering gender differences. Sampling 276 bank workers (male= 154; female= 122) with mean age of 31.68 (SD=5.28), measures on resilience, job demand and turnover intentions were administered and obtained data were utilised to test six hypotheses. The results revealed that job demand and turnover intention were positively related among both genders. There were significant gender differences in resilience and turnover intention of employees. Turnover intention and job demand decreases with significant increase in resilience of both gender, but slightly differently. Recommendations were put forth based on the findings with the intent of managing and preventing work pressures and fear of losing the job respectively.
Job Related Frustration, Work-Family Interference and Occupational Burnout: Suppressive Role of Perceived Family Supportiveness and Emotional Intelligence
(International Journal of Education and Management Studies, 2016) Olusa, Abayomi Olubanjo
Previous studies have linked occupational burnout with job-related frustration and work-family interference. But there is no adequate empirical evidence on the extent to which perceived family supportiveness and employees’ emotional resources to manage challenging work situations may help ameliorate the effects of job-related frustration and work-family interference on occupational burnout: which this study investigated. Participants were 250 employees (152 females; 98 males) selected from two service occupations (health= 100, security= 150) in southwest, Nigeria. Results indicated that occupational burnout increased significantly with job-related frustration and work-family interference. Results of the mediation test showed that perceived family supportiveness significantly reduced the extent to which job-related frustration and work-family interference led to occupational burnout. Similarly, emotional intelligence significantly reduced the relationships of job-related frustration and work-family interference to occupational burnout in such a way that employees who were emotionally intelligent tended to report low level of occupational burnout despite job-related frustration and challenges of balancing work and family obligations. Implications of the theory and practice are discussed.
Personality Variables and Emotional Intelligence Predicting Pro-Social Behaviour: The Moderating Role of Psychological Strain
(Nigerian Journal of Social Psychology, 2019) Olusa, Abayomi Olubanjo
The relevance of voluntary helping behaviour goes beyond social interactions within the society and social setting, but even into social interactions in the organizations; either towards fellow workers or towards members of the society. This study, thus investigate the impact of personality variables (core self-evaluation, emotional stability and work locus of control) and emotional intelligence on prosocial behaviours among security and safety personnel, considering the role of psychological strain. Adopting the cross sectional survey design, 247 personnel (Male-168; Female-79) were purposively selected from security and safety organizations. Their age ranges between 18 and 60 (M=38.56; SD=9.11) and they responded to standardized measures of core self-evaluation (α= .79), emotional stability (α= .63), work locus of control (α= .89), emotional intelligence (α= .79), psychological strain (α= .71) and prosocial behaviour (α= .84). The result indicated that psychological strain did not moderate the relationship between core self-evaluation and prosocial behaviour (β=-.11, p> .05). Also, the relationship between emotional stability and prosocial behaviour was not moderated by psychological strain (β= .00, p> .05). Work locus of control did not predict prosocial behaviour on its own (β= -.09, p> .05). However, the relationship between emotional intelligence and prosocial behaviour was significantly moderated by psychological strain (β= -.52, p< .01). The findings add to the knowledge of the relationship between emotional intelligence and prosocial behaviour with consideration of the moderating role of psychological strain. This will help prevent the eliciting of negative work behaviour from emotional intelligence, and improve positive utilization of such intelligence in building and managing positive work behaviours and selfless helping attitudes.
Relating Personality Traits as Predictors of Work - Family Conflict among Hospital Workforce
(International Journal of Innovative Research in Medical Science, 2020-09) Olusa, Abayomi Olubanjo
The work pressure of health personnel has remained a challenge ravaging the efficiency of their indispensable roles in saving other lives and their satisfaction with the management of their own family lives. This study related possible linkages between personality traits and work family conflicts among health personnel. A cross sectional survey design was adopted and 260 (male 116 (44.4%) and female 144 (55.6%)) from six state owned hospitals were randomly selected to participate in this study. They responded to Big Five Inventory (BFI) and Work Family Conflict Scale, both of which are standardized instruments. Four hypotheses were tested and the structural equation model (SEM) with AMOS 26 results revealed a significant positive relationship between work-family conflict and neuroticism. Work-family conflict was negatively linked with openness and agreeableness. Neuroticism (β = 0.320, CR = 5.355, p < 0.001) and openness (β = -0.125, CR = -2.111, p < 0.05) significantly predicted work-family conflict positively and negatively respectively. All the personality traits jointly explained 12% variance in work-family conflict. Age was not found to significantly predict work-family conflict. SPSS 23 results showed a statistically significant reliable difference between the mean scores of the work-family conflict of doctors compared with nurses [t (258) = 2.58, p < .05]. The implications of the findings are discussed in line with family focused hospital management policies.
The Role of Coping Ability on Perceived Job-Related Stress of Male and Female Teachers in Selected Secondary Schools in Akure, Nigeria
(Journal of Behavioural Studies, 2021) Olusa, Abayomi Olubanjo
The negativity associated with the extreme experience of job-related stress most often reflects as poor work efficiency and effectiveness. This has overtime made the job roles of secondary school teachers cumbersome with gender variations in the forms of such stressors. The study thus examined the extent to which coping ability influence job-related stress among male and female secondary school teachers separately. Two hundred and thirty secondary school teachers (Male-120, female-110; Mean age- 38.87, SD- 8.60) responded to the research instrument containing the Maslach Burnout Inventory (α .71) and Coping Inventory (α .70). Two hypotheses were tested and the results indicated that both male and female teachers experienced a similar level of job-related stress. However, the extent to which coping ability predicted job-related stress among male teachers (R=.46, R2=.22, β= -.46, t= -5.68, p< .01) was higher compared to that of female teachers (R= .24, R2= .06, β= -.24, t= -2.55, p< .05). The understanding of this gender variance serves as a pathway for the structuring of teaching proficiency enhancement programmes. This would involve behavioural modification plans for the benefit of improving female secondary school teachers’ ability to cope and manage teaching-related stress.

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