National Cultures and Employee Commitment in Nigerian Organisations: Exploring Conflicts and Relationships Chidozie Rudulph Umeh A thesis submitted in partial fulfilment of the requirements of the University of London for the degree of Doctor of Philosophy Queen Mary, University of London 2018 1 | P a g e DECLARATION OF AUTHORSHIP I, Chidozie Rudulph Umeh, confirm that the research included within this thesis is my own work or that where it has been carried out in collaboration with, or supported by others, that this is duly acknowledged below and my contribution indicated. Previously published material is also acknowledged below. I attest that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge break any UK law, infringe any third party’s copyright or other Intellectual Property Right, or contain any confidential material. I accept that the College has the right to use plagiarism detection software to check the electronic version of the thesis. I confirm that this thesis has not been previously submitted for the award of a degree by this or any other university. The copyright of this thesis rests with the author and no quotation from it or information derived from it may be published without the prior written consent of the author. Signature: _______________________ Date: 18th September, 2018 2 | P a g e Abstract This PhD thesis explores how core national cultural values of ethnically diverse employees in Nigeria influence their understanding/views of organisational values and their commitment to these values. The study is motivated by the need to understand the impact of ethnic culture on employee value allegiance and how this translates into ethnic loyalty or organisational commitment within private sector organisations in culturally diverse and developing economies like Nigeria. Twenty employees from two wholly-owned Nigerian commercial banks formed the subjects of this research. Using a multiple case study design, based on interviews and vignettes, constructs which represent employees’ ethnocultural values and organisational values were explored in relation to employees’ accounts of workplace practices. This thesis extends the knowledge in cross-cultural management, specifically in a multi-ethnic sample, first by revealing how commitment might be experienced in different cultures and why, and second, by putting forward propositions for applicable culture-specific considerations which can enhance the cross-cultural applicability/adaptability of egalitarian organisational values in a culturally diverse and developing country such as Nigeria. The findings show that ethnocultural values and practices thrive in Nigerian organisations which espouse egalitarianism due to the inability of employees to translate implicit/explicit organisational values into required job/workplace practices. Also, the employees' consciousness of differences is sustained through organisational relationships based on status, and the social distance between managers and subordinates. Consequently, this research reveals a missing link between organisational structure on paper and the relationships which that structure presumably supports, in practice, in Nigerian Banks. This research also shows that the structural elements of an organisation can be disconnected from its attitudinal counterparts, which can have far-reaching implications, including negative consequences, for managing employees within organisations in a multi-ethnic context. Key Words: Commercial bank; ethnocultural values; ethnic diversity; Nigeria; organisational commitment; organisational values 3 | P a g e Acknowledgements I would like to express my gratitude to those who supported me through this amazing journey writing this thesis – an endeavour which initially appeared to be a “fool’s errand”. First and foremost, I offer my heartfelt appreciation to my supervisors who have stood by me these last four years. To Professor Nelarine Cornelius, for believing in me and urging me on, right from my research infancy when, for instance, I thought it was a good idea to use only European authors to describe a uniquely African problem. To Dr James Wallace for mentoring me and guiding me through the days I seemed more stubborn than knowledgeable, for being so patient, so thoughtful, and so kind. To Dr Doyin Atewologun, for taking the time to read through this work, giving such insightful and helpful feedback and staying attentive till the end. To my examiners, Professor Ken Kamoche and Professor Geraldine Healy. Thank you for your advice, guidance and most of all for taking time to read through this piece of work and helping me discover the diamond in, and the relevance of the clay. I am so indebted to Professor Jasmin Mahadevan, Dr Laurence Romani and Dr Henriett Primecz for giving me my very first chance at publishing. To Professor Ahu Tatli, Professor Gerry Hanlon, Dr Rowland Curtis, and Dr Mustafa Ozturk for guiding me and helping me through my teaching experience. To Saima Ahmed and Monira Begum for taking the time to give me the information I needed even when under work pressure. I am so thankful to Pastor Andrew Abraham and his lovely wife Guvnor Leonora and the whole family at Christ Embassy Leeds. Thank you for your friendship, fellowship, care and brotherhood, every financial support and your dedication to the wellbeing of my family. Very special thanks to my ‘blood brother’ Tope Awere, who stood by me, with me and for me throughout using words, fellowship, partnership, financial and material resources and in ways too many to list here. I am so grateful for your labour of love my soul (and spirit) brother. I must also thank his lovely wife Nonye Awere, for love shown to my family especially my children and for coming to our aid when we needed it the most - when help was scarce. To brother Henry and his lovely wife sister Ese, Guvnor Mofe Davidson and his amazing wife sister Lizzy – thank you for your labour of love. 4 | P a g e The wonderful story of my time at Queen Mary University would be incomplete without my fellow PhD colleagues; to Dr Samaila Tenebe and his sister, Marya for their benevolence, warmth and affection. To Dr Yakubu John and his lovely wife sister Dorcas for all the help in ways too numerous to mention; to Dr Muhib, Dr Joseph, Dr Uli, Dr Julia, Dr Pamela, Dr Destina, Dr Solomon, Asma, Itoro, Emilia, Kola, Anne, Zainab, Simeon, Lee, Zeezee, Emily, Nadia, Mohammed, Adie, Salem, Tuba and Martez – thank you for your friendship. To my father Humphrey Umeh, for inspiring me to follow this path of seeking, discovering and ‘shouting’ about knowledge through research. To my late mum Ngozi Udokwu Umeh – I know you would have been very proud of what I have made of myself – continue to rest in peace. To my sister Thelma for all the moral, material and financial support. To my brothers Dr Rokie, Russel, Obum and Rex and my nephew Martin for understanding that I love you all deeper than I can ever express. To my brothers-in-law and their wives, Allen and Uche Emezue, Chris and Pastor Jane Ochei, Kingsley and Chinyere Emezue. Thank you for all your support and prayers. To my children Joel, Zina and Zara for putting up with my many absences these last four years - thoughts of what fine children you are growing up to become have kept me going. Then, a very special thank you to the only one who would love a relentlessly passionate and irrepressibly stubborn soul like me: to my love, my best friend, my confidante, my soul mate and wife – Rose. We started this journey together in faith, hoping against hope, my sweet; now it’s over. We made it! Most of all, to my Lord and saviour in whom all things consist – I remain eternally grateful. 5 | P a g e Table of Contents Abstract ..................................................................................................................... 3 Acknowledgements .................................................................................................. 4 Chapter One ............................................................................................................ 13 1. Introduction ...................................................................................................... 13 1.1. Introduction ......................................................................................................... 13 1.2. Background ............................................................................................................ 13 1.2.1. Ethno-Cultural Values in the Workplace ......................................................................... 13 1.2.2. Egalitarianism in Nigerian Organisations....................................................................... 15 1.2.3. Socio-Economic Context of Nigeria ................................................................................ 16 1.2.4. Socio-Cultural Context of Nigeria’s Business Sector ................................................... 17 1.3. Brief Theoretical Overview ..................................................................................... 19 1.3.1. A Brief Critique of Cultural Theories ............................................................................... 21 1.3.2. African Cultural Value Models - Ubuntu.......................................................................... 23 1.4. Research Gaps and Research Objectives ............................................................ 24 1.5. Research Question ............................................................................................