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Organizational Culture and Inter-Group Behaviour in Guaranty Trust Bank in Nigeria

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Organizational Culture and Inter-Group Behaviour in Guaranty Trust Bank in Nigeria ISSN (Online): 2455-3662 EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal Volume: 6 | Issue: 9 | September 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188 ORGANIZATIONAL CULTURE AND INTER-GROUP BEHAVIOUR IN GUARANTY TRUST BANK IN NIGERIA Worluchem Ayodele B. Chima Onuoha Department of management Department of Management University of Port Harcourt Business University of Port Harcourt Best C. Eke Department of management University of Port Harcourt Article DOI: https://doi.org/10.36713/epra5287 ABSTRACT The study empirically investigates organizational culture and inter-group behaviour in Guaranty trust bank in Nigeria. Primary data was used for the study and the data for analysis was gotten through questionnaire. The questionnaire was issued to the staff of Guarantee Trust Bank in Rivers State. The data was analyzed with the use of Chi-square in other to measure the discrepancies existing between the observed and expected frequency and to proof the level of significance in testing stated hypotheses. From the result of the study, it was discovered that organizational culture has significant influence on inter-group behaviour. Therefore, the study recommends that Guarantee Trust Bank should encourage new entrants to get internalize first with the bank’s culture to know whether they can cope with them or not. Additionally, organizations should provide adequate motivational factors like housing allowance, car loan, holiday allowance, health allowance, etc. INTRODUCTION their job and thus develop quality awareness. An organization refers to a collection of people, Organizational culture has influenced on inter-group who are involved in pursuing defined objectives. It can behaviour as a result of the acceptable behaviours and also be referred as the second most important attitudes to various jobs in the organization. managerial function, that coordinates the work of organizational culture is a major determinant of an employees, procures resources and combines the two, employee’s efficiency and effectiveness in carrying out in pursuance of company's goals (Hall, 1999). The their jobs. That is, organizational culture is one of the essence of organizations revolves around the major key determinants of how employees perform or development of shared meanings, beliefs, values and behaves in his job. assumptions that guide and are reinforced by Academic interest in organizational culture is organizational behaviour. Employees are important evidenced by the level of attention it has received over asset to the organization. They serve as human capital the last few decades. The relationship between to the organization. organizations make use of their organizational culture and inter-group behaviour has employees’ skills, knowledge and abilities in carrying been the subject of abundant research in several fields. out and fulfilling their objectives. Culture is the While this topic is rich in studies, many researchers environment that surrounds employees at work all of concur on the fact that there is no agreement on the the time. Culture is a powerful element that shapes precise nature of the relationship between employees work enjoyment, work relationships, and organizational culture and inter-group behaviour. work processes. However, culture is something that one Despite the plethora of studies on organizational cannot actually see, except through its physical culture in the last few decades, there is no widely manifestations in work place. The culture of the accepted causal relationship between organizational organization should be developed to support continuous culture and inter-group behaviour. The empirical improvement, improve employees’ style of performing evidences emerging from various studies about the 2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 498 ISSN (Online): 2455-3662 EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal Volume: 6 | Issue: 9 | September 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188 effect of organizational culture on inter-group methods, ultimately shaping employee perceptions, behaviour have so far yielded mixed results that are behaviors and understanding. The subject of inconclusive and contradictory. Because of these organizational behaviour has been studied from a contradictory results, the question of whether variety of perspectives ranging from disciplines such as organizational culture improves or worsens inter-group anthropology and sociology, to the applied disciplines behaviour is still worthy of further research such as the of organizational behaviour, management science, one being undertaken in this study. In addition, despite social sciences and organizational communication. The the existence of these studies, very little attention has study of organizational culture has been widely been given to developing countries. This means that the accepted and explained by different scholars but there impact of organizational culture on employee’s work is no one definition of organizational culture that is behaviour has not received adequate research attention generally accepted (Ojo, 2008). Organizational culture in Nigeria. Thus, there is a major gap in the relevant permeates organizational life in such a way as to literature in Nigeria, which has to be covered by influence every aspect of the organization (Hallett, research. This research attempts to fill this gap by 2003). Organizational culture also has effect on the studying the situation of the Nigerian Banking Industry productivity level of the organization in the sense that it and providing more empirical evidence on the effects influences employee’s behaviour to work and it is the of organizational culture on inter-group behaviour in input of the employees to the organization that Guarantee Trust Bank Plc. determines the organizational productivity level. It has Aim and Objectives of the Study been suggested that organizational culture affects such The explicit objectives of this study are: outcomes as productivity, performance, commitment, (i) to ascertain if organizational culture self-confidence, and ethical behaviour (Buchanan and influence inter-group work behaviour. Huczynski, 2004; Shani and Lau, 2005; and Ojo, 2009). (ii) to find out if organizational culture affects organizational culture is one of the core determinants of organizational productivity. every organization’s success as it influences employee (iii) to disclose whether a change in work behaviour. organizational culture could lead to a Organizational culture is one of the metaphors change in inter-group work behaviour. used for organizational analysis (Morgan, 1997). In this Research Hypotheses metaphor, the essence of organization revolves around Three hypotheses were also put forward. They are: the development of shared meanings, beliefs, norms, (i) organizational culture has a significant values and assumptions that guide and are reinforced influence on inter-group work behaviour. by organizational behaviour. organizational values are (ii) organizational culture has a significant important because they have effects on important influence on organizational productivity. individual and organizational outcomes. (iii) A change in organizational culture will cause a Organizational values are expected to produce higher change in inter-group work behaviour. These levels of productivity (Jehn, 1994; Hall, 1999), job objectives and hypotheses guide the researcher in satisfaction (Jehn 1994), and commitment (Pettinger, his study. Organizational culture is based on the 2000). organizational values are also important history and tradition of the organization or what an because the fit between organizational and individual organization has been identified with to be values affects important individual and organizational consistent in doing from time past. It is the ability outcomes. Values-fit has been shown to affect of inter-group to adapt to this organization application decisions (Cable and Judge, 1996; Cable tradition and systems that will enable them and Judge, 1997; Scott, 2000a), job satisfaction (Bretz perform well in the job and thus boost and Judge, 1994), and job tenure (Bretz and Judge, organizational productivity. Therefore, this study 1994; Ritchie, 2000). organizational culture has been will concentrate on organizational culture as a seen as the pattern or way a given group has invented, major factor that influences inter-group behaviour. discovered or developed in carrying out a particular task or solving a particular problem or useful and LITERATURE REVIEW effective in learning. This pattern must have worked Conceptual Framework of organizational well enough for the group to be considered valid and Culture therefore must be taught to new members or entrants as An organization's culture defines the proper way the correct way to perceive, think and feel in relation to to behave within the organization. This culture consists those problems. organization culture is a set of values of shared beliefs and values established by leaders and that help organizational members know that which is then communicated and reinforced through various 2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 499 ISSN (Online): 2455-3662 EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal Volume: 6 | Issue: 9 | September
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