Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks

Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks

The objective of this study was to examine the relationship between leadership succession, organizational climate and individual performance in the Nigerian commercial banks. Primarily, this study explored the moderating effect of trust on the relationship between leadership succession, dimensions o...

Full description

Saved in:
Bibliographic Details
Main Author: Badara, Abdulkadir Musa
Format: Thesis
Language:eng
eng
Published: 2015
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5408/1/s94351.pdf
https://etd.uum.edu.my/5408/2/s94351_abstract.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.5408
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Johari, Husna
Tan, Fee Yean
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Badara, Abdulkadir Musa
Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
description The objective of this study was to examine the relationship between leadership succession, organizational climate and individual performance in the Nigerian commercial banks. Primarily, this study explored the moderating effect of trust on the relationship between leadership succession, dimensions of organizational climate (i.e. quality, integration, and well-being) and individual performance that comprises of adaptive, task, and contextual performance. Stratified random sampling was used in which samples were drawn from six geographical zones of Nigeria (i.e. Lagos, Delta, Abia, Abuja, Kano, and Bauchi). Data was collected through the self-administrated method by sending questionnaires to 600 commercial bank branch managers within the six geographical zones selected. A total of 84 items were used in the questionnaire to examine all the variables illustrated in the theoretical framework. All the instruments were adapted from past literature. The statistical package for social science (SPSS) version 20.0 was used to test the hypotheses. The results provided support for some of the hypothesized relationships for the study. Specifically, leadership succession was positively related to adaptive performance but negatively related to task performance. Additionally, integration was also positively related to both task and contextual performance, while well-being was positively related to only task performance. Furthermore, the results of the moderating effect of trust indicated that four out of the twelve hypotheses were moderated. Therefore, the significant positive influence of leadership succession, quality, integration and well-being suggest that the variables are important in motivating individual performance. As such, employees should be encouraged to exhibit these behaviours to enhance the performance of the organization. Finally, the contribution, limitations, and implications of the study are discussed.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Badara, Abdulkadir Musa
author_facet Badara, Abdulkadir Musa
author_sort Badara, Abdulkadir Musa
title Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
title_short Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
title_full Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
title_fullStr Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
title_full_unstemmed Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks
title_sort leadership succession, organizational climate, trust and individual performance in nigerian commercial banks
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2015
url https://etd.uum.edu.my/5408/1/s94351.pdf
https://etd.uum.edu.my/5408/2/s94351_abstract.pdf
_version_ 1747827928898469888
spelling my-uum-etd.54082021-03-18T06:31:21Z Leadership succession, organizational climate, trust and individual performance in Nigerian commercial banks 2015 Badara, Abdulkadir Musa Johari, Husna Tan, Fee Yean School of Business Management Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The objective of this study was to examine the relationship between leadership succession, organizational climate and individual performance in the Nigerian commercial banks. Primarily, this study explored the moderating effect of trust on the relationship between leadership succession, dimensions of organizational climate (i.e. quality, integration, and well-being) and individual performance that comprises of adaptive, task, and contextual performance. Stratified random sampling was used in which samples were drawn from six geographical zones of Nigeria (i.e. Lagos, Delta, Abia, Abuja, Kano, and Bauchi). Data was collected through the self-administrated method by sending questionnaires to 600 commercial bank branch managers within the six geographical zones selected. A total of 84 items were used in the questionnaire to examine all the variables illustrated in the theoretical framework. All the instruments were adapted from past literature. The statistical package for social science (SPSS) version 20.0 was used to test the hypotheses. The results provided support for some of the hypothesized relationships for the study. Specifically, leadership succession was positively related to adaptive performance but negatively related to task performance. Additionally, integration was also positively related to both task and contextual performance, while well-being was positively related to only task performance. Furthermore, the results of the moderating effect of trust indicated that four out of the twelve hypotheses were moderated. Therefore, the significant positive influence of leadership succession, quality, integration and well-being suggest that the variables are important in motivating individual performance. As such, employees should be encouraged to exhibit these behaviours to enhance the performance of the organization. Finally, the contribution, limitations, and implications of the study are discussed. 2015 Thesis https://etd.uum.edu.my/5408/ https://etd.uum.edu.my/5408/1/s94351.pdf text eng public https://etd.uum.edu.my/5408/2/s94351_abstract.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abdel-Razek, W.A. (2011). Factors affecting the effectiveness of the job performance of the Specialists working in the youth care at Helwan University, World Journal of Sport Sciences, 4(2), 116-125. Abdullahi, S. A. (2002). Distress in the Nigerian banking industry: A critical assessment of the nature, causes and extent. Journal of Business Administration, 2, 135-154. Abell, D. F. (1999). Competing today while preparing for tomorrow. Sloan Management Review, 40(3), 73-81. Aboyassin, N. A., & Abood, N. (2013). The effect of ineffective leadership on Individual and organizational performance in Jordanian institutions. International Business Journal, 23 (1), 68-84. Abraham, R. (1999) Emotional intelligence in organizations: a conceptualization. Genetic, Social and General Psychology Monographs 125, 209–227. Abrams, D. R. (2002). Introduction to regression 1. Retrieve on 7/8/2013 from http://facstaff.uww.edu/eamond/road/206-Research method/Slides/Slides. Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2(267-299). Adekoya, A. A., F. (2012 April 02). Cash less economy operation: The challenges, the prospects. The guardian Nigerian News paper. Adenugba and Ilupeju (2012), Working conditions of female marketers in selected new generation banks in Ibadan Nigeria. Journal of research in national development, 10 (20), 1596-8308. Adetunji, A. (2006 July 31). Afribank retired 385. Nigerian Tribune, 1-4. Adewoyin,O. A. (2006). The implications of reform on banking sector. Journal of Business Management, 5, 1-13. Adiguzel, O., Yuksel, H., & Tekin, P. (2010). In terms of strategic human resources, the importance of individual performance related pay system. The Journal of Faculty of Economics and Administrative Sciences, 15(2), 283-296 Adsit, D., London, M., Crom, S. & Jones, D. (1996). Relationships between employee attitudes, customer satisfaction and departmental performance. Journal of Management Development, 15 (1), 62-75 Afifi, A.A., & Clark, V. (1998). Computer–aided multivariate analysis (3rd ed.) UK: Chapman & Hall. Agwu, M. O. (2013). Impact of Fair Reward System on Employees Job Performance in Nigerian Agip Oil Company Limited Port-Harcourt. British Journal of Education, Society & Behavioural Science, 3(1), 47-64. Agyemang, C. B. (2013). Perceived Organizational Climate and Organizational Tenure on organizational Citizenship Behaviour: Empirical Study among Ghanaian Banks. European Journal of Business and Management 5, (26), 132-142. Ahearne, M., Mathieu, J. and Rapp, A. (2005). To empower or not to empower your sales force? An empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance. Journal of Applied Psychology, 90 (5), 945-955. Akram, B. A. (2012). Impact of Financial Rewards on Employee‟s Motivation and Satisfaction in Pharmaceutical Industry, Pakistan. Global Journal of Management and Business Research, 44-50. Alfes, K., Shantz, A., & Truss, C. (2012). The link between perceived HRM practices, performance and well‐being: The moderating effect of trust in the employer. Human Resource Management Journal, 22(4), 409-427. Ali, A., & Akram, M. N. (2012). Impact of Financial Rewards on Employee‟s Motivation and Satisfaction in Pharmaceutical Industry, Pakistan. Global Journal of Management and Business Research, 12(17). Allen D (2003). The role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, 29(1), 99-118. Allen, M. P., Panian, S. K., & Lotz, R. E. (1979). Managerial succession and organizational performance: A recalcitrant problem revisited. Administrative Science Quarterly, 167-180. Amason, A.C., & Schweiger, D.M. (1994). Resolving the paradox of conflict, strategic decision making and organizational performance. International Journal of Conflict Management, 5(3),239-253. Ambrose, M., & Schminke, M. (2003).Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and Supervisory trust. Journal of Applied Psychology, 88(2), 295-305. Doi: 10.1037/0021-9010. Ancarani, A., Di Mauro, C., & Giammanco, M. D. (2011). Patient satisfaction, managers' climate orientation and organizational climate. International Journal of Operations & Production Management, 31(3), 224-250. Anderson, N.R., & West, M.A., (1998).Measuring climate for work group innovation: Development and validating of the team climate. Journal of organizational Behavior, 19(3), 235-258 Anderson, R. E., Black, W. C., Hair, J. F., & Tatham, R. L. (1998). Multivariate data analysis: Prentice-Hall London Anitha, J. (2014). Determinants of employee engagement and their impact on employee Performance. International Journal of Productivity and Performance Management 63 (3), 308-323. Apker, J., Propp, K. M., Zabava Ford, W. S., & Hofmeister, N. (2006). Collaboration, credibility, compassion, and coordination: professional nurse communication skill sets in health care team interactions. Journal of Professional Nursing, 22(3), 180-189. Argote, L. (1999). Organizational learning: Creating, retainingand transferring knowledge. Norwell, MA:Kluwer. Argote, L., & Ingram, P. (2000). Knowledge transfer: A basis for competitive advantage in firms. Organizational Behavior and Human Decision Processes, 82(1), 150-169. Argyris, C. (1958). Some problems in conceptualizing organizational climate: a case study of a Bank, Administrative Science Quarterly, 2,501-520. Armstrong, J.S., & Overton, T.S. (1977). Estimating non response bias in mail surveys. Journal of Marketing Research, 14, 396-402. Arrow, K. (1974).The limits of Organization, W.W. Norton, New York, NY Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between Organizational justice and work outcomes: Test of a social exchange model. Journal of Organizational Behavior, 23(3), 267-285. Asika, N. (1991). Research methodology in the behavioural sciences. Lagos: Longman Nigeria Plc Avey, J. B., Nimnicht, J. L., & Graber Pigeon, N. (2010). Two field studies examining the association between positive psychological capital and employee performance. Leadership & Organization Development Journal, 31(5), 384-401. Axelrod, R. (1984). The evolution of cooperation’s New York: Basic Books. Production Management, 31(3), 224-250. Aziziha, H., Faraji, A., Hajirasouliha, M., Mousavi, S., & Zakaria, M. (2014). An investigation on the role of organizational climate on electronic learning. Management Science Letters, 4(3), 597-600. Babalola, Y. A. (2012). The determinants of bank‟s profitability in Nigeria. Journal of Money Ivestment and Banking (24). Babie, E.R. (2005). Survey Research Methods. Belmont, CA: Wadsworth. Bacha, E.(2014). The relationship between transformational leadership, task performance and job charecteristics. Journal of Management Development, 33 (4), 410-420. Bahrami, S., Hasanpour, M., Rajaeepour, S., Aghahosseni, T., & Hodhodineghad, N. (2012). The relationship between organizational trust and nurse administrators productivity in hospitals. Iranian Journal of Nursing and Midwifery Research, 17(6), 451. Bakke, D. (2005). Joy at work: A revolutionary approach to fun on the job. Pear Press. Ballinger, G. A., & Marcel, J. J. (2010). The use of an interim CEO during succession episodes and firm performance. Strategic Management Journal, 31(3), 262-283. Ballinger, G. A., Schoorman, F. D., & Lehman, D. W. (2009). Will you trust your new boss? The role of affective reactions to leadership succession. The Leadership Quarterly, 20(2), 219-232. Bal, P. M., de Lange, A. H., Ybema, J. F., Jansen, P. G., & van der Velde, M. E. (2011). Age and Trust as Moderators in the Relation between Procedural Justice and Turnover: A Large‐Scale Longitudinal Study. Applied Psychology,60(1), 66-86. Bamberger, P., & Belogolovsky, E. (2010). The impact of pay secrecy on individual task performance. Personnel Psychology, 63(4), 965-996. Bamel, U. K., Rangnekar, S., Stokes, Rastogi, R. (2013). Organizational climate and Managerial effectiveness: An Indian perspective, International Journal of Organizational Analysis 21(2), 198-218 Bandura, A. (1971). Social learning theory, general learning press 79 Madison avenue New York City 10016. Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84, 2, 191-215. Baptiste, N. R. (2008). Tightening the link between employee wellbeing at work and Performance A new dimension for HRM. Management Decision, 46 (2), 284-309. Barney, J. B., & Hansen, M. H. (1994). Trustworthiness as a source of competitive advantage. Strategic Management Journal, 15(S1), 175-190. Baron, R.A. (1990). Countering the effects of destructive criticism: the relative efficacy of four interventions. Journal of Applied Psychology, 75,(3) 235-45. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in Social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta‐analysis. Personnel Psychology, 44(1), 1-26. Baruwa, M. A. (2001). Nurses Attitude to Work And Job Satisfaction: A Case Study of Ahmadu Bello University Teaching Hospital, Kaduna. Bass, B. M., Avolio, B. J., & Pointon, J. (1990). The implications of transactional and transformational leadership for individual, team, and organizational development. Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”. Academy of Management Journal, 26(4), 587-595. Befort, N., & Hattrup, K. (2003). Valuing Task and Contextual Performance: Experience, Job Roles, and Ratings of the Importance of Job Behaviors. Applied H.R.M. Research, 8(1),17-32. Bello, S. M. (2012). Impact of ethical leadership on employee job performance. International Journal of Business and Social Science, 3(11), 228-236. Bellou, V., & Andronikidis, A.I. (2009). Examining organizational climate in Greek hotels from a service quality perspective. International Journal of Contemporary Hospitality Management, 21(3), 294-307. Bemowski, K. (1991).The International Quality Study, Quality Progress, 33-7. Benjamin, A. (2012). Human resource development climate as a predictor of citizenship behaviour and voluntary turnover intentions in the banking sector. International Business Research, 5(1),110. Bennett, J.A. (2000). Focus on resources method mediator and moderator variables in Nursing Research: Conceptual and statistical differences. Research in Nursing and Health, 23(5), 415-420. Berman, S., Down, J. and Hill, C. (2002). Tacit knowledge as a source of competitive advantage in the national basketball association. Academy of Management Journal, 45 (1), 13-31. Berg, N. (2002). Non-response bias. www.utdallas. Edu/nberg/Berg…/BergNon responseBiasjuly2013.pdf. Berry, W. D., & Feildman, S. (1985). Multiple Regression in Practice. Sage University Paper Series on Quantitative Applications in the Social Sciences, Newbury Park, CA: Sage. Bhatti, M. A., Battour, M. M., &Ismail, A. R. (2013). Expatriates adjustment and job performance an examination of individual and organizational factors. International Journal of Productivity and Performance Management, 62 (7), 694-717. Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communication criteria of fairness. Research on Negotiation in Organizations, 1(1), 43-55. Bies, R. J., & Tripp, T. M. (1996). Beyond distrust:" getting even" and the need for revenge. Bing, M. N., Davison, H. K., Minor, I., Novicevic, M. M., Frink, D. D. (2011). The prediction of task and contextual performance by political skill: A meta-analysis and moderator test. Journal of Vocational Behavior, 79,(2) 563–577. Bishop, J. (2000). Commitment and Employee Outcomes in a team. Environment Journal of Management, 26(6),1113-1132. Biswas, S. & Varma, A. (2007). Psychological climate and individual performance in India: Test of a mediated model. Employee Relations, 29(6), 664-676. Bizzi, L, & Soda, G. (2011). The Paradox of Authentic Selves and Chameleons: Selfmonitoring, Perceived Job Autonomy and Contextual Performance. British Journal of Management, 22,(2)324–339 Blakely, G. L., Andrews, M. C., & Fuller, J. (2003). Are chameleons good citizens? A longitudinal study of the relationship between self-monitoring and organizational citizenship behavior. Journal of Business and Psychology, 18(2), 131-144. Blau, P. (1964). Exchange and power in social life. New York: John Wiley Blau, P.M. (2006). Exchange and Power in Social Life: New Introduction by the Author, 10th ed., Transaction Publisher, London Boal, K. B., & Hooijberg, R. (2001). Strategic leadership research: Moving on. The Leadership Quarterly, 11(4), 515-549. Boeker, W. (1997). Strategic change: The influence of managerial characteristics and organizational growth. Academy of Management Journal, 40(1),152-170. Boeker, W., & Goodstein, J. (1993). Performance and successor choice: The moderating effects of governance and ownership. Academy of Management Journal, 36(1),172-186. Boh,W. F., & Wong,S. S. (2013). Organizational climate and perceived manager effectiveness: Influencing perceived usefulness of knowledge sharing mechanisms. Journal of Association for Information Systems,14(3), 122- 152. Borkowsky, N., Deckard, G., Mimi W., Padron, L. A., & Luongo S. (2011). Leadership Development initiatives underlie individual and system performance in a US public Health delivery system. Leadership in Health Services, 24(4), 268-280. Borman, W. C., Hanson, M. A., Oppler, S. H., Pulakos, E. D., & White, L. A. (1993). Role of early supervisory experience in supervisor performance. Journal of Applied Psychology, 78(3), 443. Borman, W. C., & Motowidlo, S. M. (1993). Expanding the criterion domain to include elements of contextual performance. Personnel Selection in Organizations; San Francisco: Jossey-Bass, 71. Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-109. Borman, W. C., White, L. A., & Dorsey, D. W. (1995). Effects of rate task performance and interpersonal factors on supervisor and peer performance ratings. Journal of Applied Psychology, 80,(1) 168–177. Bowling, A. (2002). Research methods in health: Investigating health and health services (2nd Ed.) Buckingham, Philadelphia: Open University Press. Boxall, P., & Purcell, J. (2003). Strategy and human resource management.Industrial & Labor Relations Review, 57(1), 84. Brady G. & Helmich, D. (1984). Executive succession,. Englewood cliffs, NJ: Prentice Hall Brown, M.C. (1982). Administrative succession and organizational performance: The Succession effect. Administrative science quarterly, 27, 1-16 Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of management journal, 45(5), 875-893. Burkus, D. (2012). Human Resource Management, International digest,20 (4), 24-26. Burke, W.W., & Litwin, G.H. (1992). A causal model of organizational performance and change. Journal of Management, 18 (3), 523-45. Burke, R. J. (1999). Managerial feedback, organizational values and service quality. Managing Service Quality, 9(1), 53-57. Burke, R. (2003). “Nursing staff attitudes following restructuring: the role of perceived organizational support, restructuring processes and stressors, International Journal Sociology and Social Policy, 23(8-9),129-157. Burnes, B. & James, H. (1995). Culture, cognitive dissonance and the management of Change. International Journal of Operations and Production Management 15(8), 14-33. Buss, W. C., & Kuyvenhoven, R. (2011). Perceptions of european middle managers of their role in strategic change. Global Journal of Business Research, 5(5), 109-119. Bycio, P., Hackett, R. D., & Allen, J. S. (1995). Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership.Journal of applied psychology, 80(4), 468. Byrne, B. M. (2013). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Routledge. Caligiuri, P. M., & Day, D. V. (2000). Effects of Self-Monitoring on Technical, Contextual, and Assignment-Specific Performance A Study of Cross-National Work Performance Ratings. Group & Organization Management, 25(2), 154-174. Campbell, J.P. (1990). Modeling the performance prediction problem in industrial and Organizational psychology. Handbook of Industrial and Organizational Psychology, Consulting Psychologists Press, Palo Alto, CA, 687-732 Campbell, J. Dunnettee, M., Lawler, E., &Weick, K. (1970). Managerial Behavior, Performance and Effectiveness (New York: McGrew-Hill). Cannella, A. A., & Lubatkin, M. (1993). Succession as a sociopolitical process: Internal impediments to outsider selection. Academy of Management Journal, 36(4), 763-793. Cannella Jr, A. A., & Rowe, W. G. (1995). Leader capabilities, succession, and competitive context: A study of professional baseball teams. The Leadership Quarterly, 6(1), 69-88. Carbony, I. &Ehrlich, K. (2013).The effect of relational and team characteristics on individual Performance: A social network perspective. Human Resources Management, 52(4), 511-535. Carpenter, M. A. (2000). The price of change: The role of CEO compensation in strategic variation and deviation from industry strategy norms. Journal of Management, 26(6), 1179-1198. Carroll,G. R. (1984). Dynamics of Publisher Succession in Newspaper Organizations Administrative Science Quarterly, 29 (1),93-113 Cartwright, S. & Holmes, N. (2006). The meaning of work: the challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16(2),199-208. Castro, M., & Martin, N. (2009). The relationship between organizational climate and employee satisfaction in a South African information and technology organization. SA Journal of Industrial Psychology, 36(1), 800-809. Cavana, R. Y., Delahaye, B.L., & Sekaran, U. (2001). Applied business research: qualitative and Quantitative methods. Singapore: John Wiley & Sons. Chan, Y.E. (2000). Information technology Value; the great divide between qualitative and Quantitative and individual and organizational measure. Journal of Management Information System, 16 (4), 225-261 Chang, H. H., & Wong, K. H. (2010). Adoption of e-procurement and participation of emarketplace on firm performance: Trust as a moderator. Information & Management, 47(5), 262-270. Chatterjee, S., Lubatkin, M. H., Lyon, E. M., & Schulze, W. S. (1999). Toward a strategic theory of risk premium: Moving beyond CAPM. Academy of Management Review, 24(3), 556-567. Chen, C. J., Huang, J. W., & Hsiao, Y. C. (2010). Knowledge management and innovativeness: The role of organizational climate and structure. International Journal of Manpower, 31(8), 848-870. Chiaburu, D. S., & Marinova, S. V. (2006). Employee role enlargement: Interactions of Trust and organizational fairness. Leadership & Organization Development Journal, 27(3),168-182. Child, J. (1972). Organizational structure, environment and performance: the role of strategic choice. Sociology, 6(1),1-22. Christian, M.S., Garza, A.S. & Slaughter, J.E. (2011). Work engagement: a quantitative review and test of its relations with task and contextual performance, Personnel Psychology, 64 (1), 89-136. Chung, C. N., & Luo, X. R. (2013). Leadership succession and firm performance in an emerging economy: Successor origin, relational embeddedness, and legitimacy. Strategic Management Journal, 34(3), 338-357. Chung, K. H., Rogers, R. C., Lubatkin, M., & Owers, J. E. (1987). Do insiders make better CEOs than outsiders?. The Academy of Management Executive,1(4), 325-331. Churchill Jr, G. A., Ford, N. M., & Walker Jr, O. C. (1976). Organizational climate and job satisfaction in the salesforce. Journal of Marketing Research, 323-332. Churchill, G. A., & Iacobucci, D. (2004). Marketing research: Methodological foundations Thomson Corporation. South Western, Ohio. Ciarrochi, J., Chan A.Y.C. & Caputi, P. (2000) A critical evaluation of the emotional intelligence concept. Personality and Individual Differences, 28, 1477–1490. Clarke, S. P., Sloane, D. M., & Aiken, L. H. (2002). Effects of hospital staffing and organizational climate on needlestick injuries to nurses. American Journal of Public Health, 92(7), 1115-1119. Coakes, S.J & Steed, L.G. (2003). SPSS: Analysis without anguish. Australia: John Wiley and Sons, ltd. Cohen, J. (1988). Statistical Power Analysis for the Behavioral sciences, (2nd ed). New Jersey: Lawrence Erlbaum Associates. Comrey, A.L., & Lee, H.B. (1992). A first course in factor analysis (2nd ed). Hillsdale, NJ: Lawrence Erlbaum Associates. Cooil, B., Aksoy, L., Keiningham, T.L. & Maryott, K.M. (2009).The relationship of Employee perceptions of organizational climate to business unit outcomes: an MPLS Approach, Journal of Service Research, 11 (3), 277-94. Cook, J. & Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, (1) 39-52. Cooper, D.R., & Schindler, P.S. (2006). Business Research Method (9thed), Newyork, McGraw-Hill Companies Inc. Cox, S. A. (1999). Group communication and employee turnover: How co-workers encourage peers to voluntarily exit. Southern Communication Journal, 64: 181. Cramer, D. (2003). Advanced Quantitative Data Analysis. Open University Press Maidenhead, Ph. Creswell, J. W. (2003). Research design: Qualitative, quantitative and mixed methods approach (2th ed.), California, Saga Publication Inc. Cropanzano, R., & Mitchell, M, S. (2005). Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31 (6), 874-900. Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58(2), 164-209. Cropanzano, R. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior. 20 (2), 159-174. Crosby, P.B. (1979). Quality is Free, McGraw-Hill, New York, NY. Currie, D. (2001). Managing Employee Well-Being, Chandos Publishing (Oxford) Limited, Oxford. Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of applied psychology, 90(6), 1241. Dalton, D. R., & Kesner, I. F. (1985). Organizational performance as an antecedent of inside/outside chief executive succession: An empirical assessment. Academy of Management Journal, 28(4),749-762. Daniel Ogechukwu, A. (2013). The Current Ethical Challenges in the Nigerian Commercial Banking Sector. Global Journal of Management And Business Research, 13(10). Danish, R. Q, Munir, Y. Ishaq, M. I, Amina Arshad, A. (2014). Role of Organizational Learning, Climate and Justice on Teachers‟ Extra-Role Performance. Journal of Basic and Applied Scientific Research, 4(1), 9-14. Dauda, Y. A., & Akingbade, W. A. (2011). Technology innovation and Nigeria banks performance: The assessment of employee‟s and customer‟s responses. American Journal of Social and Management Sciences, 2(3), 329-340. Davies, M. A., Lassar, W., Manolis, C., Prince, M., & Winsor, R. D. (2011). A model of trust and compliance in franchise relationships. Journal of Business Venturing, 26(3), 321-340. Dawson, J. F, Roma, V. Davis, A. & West, M. A. (2008). Organizational climate and climate strengthen UK hospitals. European Journal of Work and Organizational Psychology 17 (1), 89 – 111. Day, D. V., Sin, H. P., & Chen, T. T. (2004). Assessing the burdens of leadership: Effects of formal leadership roles on individual performance over time. Personnel Psychology, 57(3), 573-605. Deckop, J. R., Cirka, C. C., & Andersson, L. M. (2003). Doing unto others: The reciprocity of helping behavior in organizations. Journal of Business Ethics, 47(2), 101-113 Denison, D.R. (1990). Corporate Culture and Organizational Effectiveness, John Wiley & Sons, New York, NY. Denison, D.R. (1996).What is the difference between organizational culture and organizational Climate a native‟s point of view on a decade of paradigm wars. Academy of Management Review, 21(3), 619-654. Demerouti, E., & Cropanzano, R. (2010). From thought to action: Employee work engagement and job performance. Work engagement: A handbook of essential theory and research, 147-163. Deming, W.E. (1986). Out of the Crisis, MIT Press, Cambridge, MA Deming, W.E. (1993). The New Economics, MIT Press, Cambridge, MA Deutsch, M. (1958). Trust and suspicion. Journal of Conflict Resolution, 2, 265-279. Devonish, D. & Greenidge, D. (2010). The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the moderating role of ability-based emotional Intelligence. International Journal of Selection and Assessment, 18(1), 75-86. Dickey, M. H., McKnight, D. H., & George, J. F. (2008). The role of trust in franchise organizations. International Journal of Organizational Analysis, 15(3), 251-282. Dillman, D. A. (2000). Mail and internet surveys: The tailored design method, 2,Wiley New York. Dirks, K. T. (1999). The effects of interpersonal trust on work group performance. Journal of Applied Psychology, 84(3), 445. Dirks, K. T., & Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science, 12(4), 450-467. Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: meta-analytic findings and implications for research and practice. Journal of Applied Psychology, 87(4), 611. Donney, P., & Cannon, J.P. (1997). An examination of the nature of trust in buyer-seller Relationships. Journal of Marketing, 61, 35-51. Drucker, P. (1998). On the Profession of Management. Harvard Business School Press, Boston, MA. Dulac, T., Shapiro, C. J., Henderson, D. & Wayne, S. (2008). Not all responses to breach are the same: the interconnection of social exchange and psychological contract processes in organizations. Academy of Management Journal, 51(6), 1079-1098. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44, (2), 350-383. Edwards, B. D., Bell, S. T., Arthur, W., & Decuir, A. D. (2008). Relationships between Facets of Job Satisfaction and Task and Contextual Performance. Applied Psychology: An International Review, 57(3), 441–465 doi: 10.1111/j.1464-0597.2008.00328.x Egene, G. (2006 September 18). Union Bank Restructures retires 224 Staff. The Punch, 27. Ehrlich, K., & Cataldo, M. (2012, February). All-for-one and one-for-all?: a multi-level analysis of communication patterns and individual performance in geographically distributed software development. In Proceedings of the ACM 2012 conference on Computer Supported Cooperative Work, 945-954 ACM. Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71 (3), 500-7. Eisenhardt, K. M., & Martin, J. A. (2000). Dynamic capabilities: what are they? Strategic management journal, 21(10-11), 1105-1121. Eitzen, D. S, & Yetman, N.R. (1972). Managerial change, longevity and organizational Effectiveness. Administrative Science Quarterly, 17: 110-116. El Ansari, W., & Stock, C. (2010). Is the health and wellbeing of university students associated with their academic performance? Cross sectional findings from the United Kingdom. International journal of Environmental Research and Public Health, 7(2), 509-527. Elmore, P. B., & Beggs, D. L. (1975). Salience of Concepts and Commitment to Extreme Judgments in the Response Patterns of Teachers. Education, 95(4), 325-334. Emerson, R. M. (1976). Social exchange theory, Annual Review of Sociology, 2: 335-362. Ensher, E. A., Thomas, C., & Murphy, S. E. (2001). Comparison of traditional, stepahead, and peer mentoring on protégés' support, satisfaction, and perceptions of career success: A social exchange perspective. Journal of Business and Psychology, 15(3), 419-438. Erat, S., Erdil, O. Kitapçı, H., & Comlek, O. (2012).The effect of the perception of Organizational trust and organizational support on intention to quit and Individual performance: An empirical study of the Turkish state universities African Journal of Business Management, 6 (30), 8853-8861. Eylon, D. & Bamberger, P. (2000). Empowerment conditions and empowerment acts: recognizing the importance of gender, Group and Organization Management, 25(4), 354-372. Fanimo, D (2006 April 18). Consolidation: Union flays sack of bank workers. The Guardian, 51. Farndale, E., Hailey, V.H., & Kelliher, C. (2011). High commitment performance management: The roles of justice and trust, Personnel Review, 40 (1), 5-23 Feigenbaum, A.V. (1991). Total Quality Control, McGraw-Hill, New York, NY. Feigenbaum, A.V. (1961). Total Quality Control, McGraw-Hill, New York, NY Field, A. (2009). Discovering statistics using SPSS. Los Angel:Sage. Finkelstein, S., & Hambrick, D. C. (1990). Top-management-team tenure and organizational outcomes: The moderating role of managerial discretion.Administrative science quarterly,35, 484-503. Finkelstein, S., & Hambrick, D. C. (1996). Startegic leadership: Top executives and their effect on organizations. st. Paul West. Finkelstein, S., Hambrick, D. C., & Cannella, A. A. (2009), Strategic leadership: Theory and research on executives, top management teams, and boards: Oxford University Press, USA. Fink, M., & Kessler, A. (2010). Cooperation, trust and performance–empirical results from three countries. British Journal of Management, 21(2),469-483. Fleming, J.H. & Asplund, J. (2007). Human sigma, Gallup Press, New York, NY Fletcher, C. & Williams, R. (1996). Performance management, job satisfaction And organisational commitment. British Journal of Management, 7, 169-79. Floyd, S. W., & Wooldridge, B. (2000), Building strategy from the middle: Reconceptualizing strategy process: Sage Publications, Incorporated. Floyd, S. W., & Wooldridge, B. (1992), Middle management involvement in strategy and its association with strategic type: A research note. Strategic Management Journal, 13(S1),153-167. Floyd, S. W., & Wooldridge, B. (1994), Dinosaurs or dynamos? Recognizing middle management's strategic role. The Academy of Management Executive, 8(4), 47-57. Floyd, S. W., & Wooldridge, B. (1997), Middle management‟s strategic influence and organizational performance. Journal of Management Studies, 34(3),465-485 Flury, B., & Riedwyl, H. (1988). Multivariate Statistics: A practical approach. London: Chapman and Hall. Flynn, F. J. (2003). How much should I give and how often? The effects of generosity and frequency of favor exchange on social status and productivity. Academy of Management Journal, 46, 539-553. Fondas, N. & Steward, R. (1994). Enactment in managerial jobs: a role analysis‟, Journal of Managerial Studies, 31, 83–103. Forehand, G.A. & von Haller, G. B. (1964). Environmental variations in studies of organizational behavior, Psychological Bulletin, 62(6), 361-382. Forehand, G.A. & von Gilmer, B. (1964). Environmental variation in studies of organizational Behavior. Psychological Bulletin, 62,361-82. Fornell, C., & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variable and measurement error. Journal of Marketing Research, 18(1), 39-50. Franken, A., Edwards, C., & Lambert, R. (2009). Understanding the critical management elements that lead to success. California Management Review, 51(3). Frazier, P.A., Barron, K.E., & Tix, A.P.(2004). Testing moderator and mediator effects In counselling psychology research. Journal of Counselling Psychology, 51(1), 115-134. Friedlander, F., & Margulies, N. (1969). Multiple impacts of organizational climate and individual value systems upon job satisfaction. Personnel Psychology, 22(2), 171-183. Friedman, S. D., & Saul,K. (1991). A leaders wake: organizational member reactions to ceo succession. Journal of Management 17, 619-642. Friedman, S. D., & Singh, H. (1989). CEO succession and stockholder reaction: the influence of organizational context and event content. Academy of Management Journal, 32(4), 718-744. Frost, T. F., & Moussavi, F. (2011). The relationship between leader power base and influence: the moderating role of trust. Journal of Applied Business Research (JABR), 8(4), 9-14. Fulmer, C. A., & Gelfand, M. J. (2012). At What Level and in Whom We Trust: Trust Across Multiple Organizational Levels. Journal of Management, 38(4), 1167-1230. Gabarro, J. J, & Athos, J. (1976). Interpersonal relations and communications. Englewood Cliffs NJ: Prentice- Hall Galbraith, Q., Sara, D. Smith, S. D., & Walker, W. (2012). A case for succession planning, How academic libraries are responding to the need to prepare future leaders. Library Management, 33(4/5), 221-240 GAO Study (1991). Report to the House of Representatives on Management Practices, US Companies Improve Performance Through Quality Efforts, United States General Accounting Office, Washington, DC. Gardner, H.Gino, F & Staats, B. (2012). Dynamically Integrating Knowledge in Teams: Transforming Resources into Performance. Academy of Management Journal 55, (4), 998-1022 Garg, A. K, & Weele, E. V. (2012). Succession Planning and Its Impact on the Performance of Small Micro Medium Enterprises within the Manufacturing Sector in Johannesburg. International Journal of Business and Management 7, (9), 96-107. Gberevbie, D., Eseme (2012). Impact of Human Resource Development and Organizational Commitment on Financial Sector Employees in Nigeria. Scientific Annals of the „Alexandru Ioan Cuza” University of Iaşi Economic Sciences 59 (2), 29-41 George, D., & Mallery, P. (2003). SPSS for Windows step by step: A simple guide and reference. 11.0 update (4th Ed.). Boston: Allyn & Bacon. Ghafoor. R . A., l. KhanF. A, & Khan. M .A . (2011). Impact of Training and Development on Organizational performance. Global Journal of Management and Business Research , 62-68. Giambatista, R. C. (2004). Jumping through hoops: a longitudinal study of leader life cycles in the NBA. The Leadership Quarterly, 15(5), 607-624. Giles, W. D. (1991), Making strategy work. Long Range Planning, 24(5),75-91. Gliem, J.A., Gliem, R. (2003), Calculating, interpreting and reporting cronbach’s alpha Reliability coefficient for likert type scales. Midwest research practice conference In adult, continuing and community education. Goldman, A. (2006). Personality disorders in leaders, Journal of Managerial Psychology, 21 (5), 392-414. Goodstein, J., & Boeker, W. (1991). Turbulence at the top: a new perspective on governance structure changes and strategic change. Academy of Management Journal, 34(2), 306-330. Goulder, A.W. (1954). Patterns of industrial bureaucracy. Glencoe 111: free press Graffin, S. D., Carpenter, M. A., & Boivie, S. (2011). What's all that (strategic) noise? anticipatory impression management in CEO succession. Strategic Management Journal, 32(7),748-770. Grandey, J. (1997). The relationship of organizational politics and support to work behaviors, attitudes, and stress. Journal of Organizational Behavior18 (2),159-180. Green, S. B., & Neil, J. Salkind. 2008. Using SPSS for Windows and Macintosh: Analyzing and Understanding Data. Griffin, B. & Hesketh, B. (2003). Adaptable behaviours for successful work and career adjustment. Australian Journal of Psychology, 55, 65-73. Griffin, M.A., Neal, A. & Parker, S.K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50 (2), 327-47 Griffin, M. A., Neal, A. & Neale, M. (2000). The contribution of task and contextual performance to effectiveness: Investigating the role of situational constraints. Applied Psychology: An international review, 49 (3), 517-533. Griffith, J. (2006). A compositional analysis of organizational climate-performance relation: Public schools as organizations. Journal of Applied Social Psychology, 36(8), 1848-80. Grol, R. P. T. M., Van Everdingen, J. J. E., & Casparie, A. F. (1994). Introduction of guidelines and changes. Utrecht: De Tijdstroom. Gronin, M. A., & Weingart, L. R. 2007. Representational gaps, information processing, and conflict in functionally diverse teams. Academy of Management Review, 32: 761-773. Gruenfeld, D. H., Mannix, E. A., Williams, K. Y., & Neale, M. A. (1996). Group composition and decision making: How member familiarity and information Distribution affect process and performance. Organizational Behavior and Human Decision Processes, 67 (1), 1-15. Gruenfeld, D. H., Martorana, P. V., & Fan, E. T. (2000). What do groups learn from their worldliest members? Direct and indirect influence in dynamic teams. Organizational Behavior and Human Decision Processes, 82(1), 45-59. Grusky, O. (1963). Managerial succession and organizational effectiveness. American Journal of Sociology, 21-31. Grusky, O.(1964). Reply to scapegoating in baseball. American Journal of sociology, 70: 72-76. Guest, R . H. (1962). Managerial succession in complex organizations. American Journal of sociology, 68, 47-54. Guetzkow, H., Forehand, G.A. & James, B.J. (1962). An evaluation of educational influence on executive judgment, Administrative Science Quarterly, 6, 483-500. Guimaraes, T. (1996). QM‟s impact on employee attitudes. The TQM Magazine,8 (1), 20-5. Guzzo, R.A. & Noonan, K.A. (1994). Human resources practices as communications and the psychological contract. Human Resource Management, 33 (3), 447-62. Haakonsson, D.D., Burton, R.M., Obel, B. & Lauridsen, J. (2008). How failure to align Organizational climate and leadership style affects performance. Management Decision, 46(3), 406-32. Haas, D.F., & Deseran, F.A. (1981). Trust and symbolic exchange, Social Psychology Quarterly, 44 (1), 3-13. Haddadj, S. (2011).CEO succession and strategic change and orientation in small and medium-sized firms: New perspectives from France. Journal of Applied Business Research (JABR), 15(3), 81-98. Hair, J. F., Andersen, R. E., & Tatham, R. L.(2010). Multivariate data analysis (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Hair, J. F., Black, Andersen, R. E., & Tatham, R. L., & Black, W.C. (1998). Multivariate data analysis (5th ed.). NJ: Pearson Education international, Inc. Hair, J.F., Wolfinbarger, M.F., & Ortinall, D.J. (2008). Essential of marketing Research. Boston: McGraw. Hill/Irwin. Hair, J.F., Money, A.H., Samouel, P., & Page, M. (2007). Research method for Business. West Susex, England: John Wiley and Sons Ltd. Halbesleben, J.R.B. (2010). Ameta-analysis of work engagement: relationships with burnout, demands, resources, and consequences, in Bakker, A.B. and Leiter, M.P. (Eds), Work Engagement: A Handbook of Essential Theory and Research, Psychology Press, Hove, 102-117. Hambrick, D. C., Cho, T. S., & Chen, M, J. (1996). The influence of top management team heterogeneity on firms' competitive moves. Administrative Science Quarterly, 659-684. Hambrick, D. C., & Fukutomi, G. D. (1991). The seasons of a CEO's tenure. Academy of Management Review, 719-742. Hambrick, D. C., Geletkanycz, M. A., & Fredrickson, J. W. (1993). Top executive commitment to the status quo: Some tests of its determinants. Strategic Management Journal, 14(6),401-418. Harer, J. B. (2008). Employees as customers judging quality: enhancing employee assessment. New Library World, 109(7/8), 307-320. Hargreaves, A., & Fink, D. (2006). Sustainable Leadership, Jossey-Bass, San Francisco, CA. Helfat, C. E., & Bailey, E. E. (2005). External succession and disruptive change: heirsapparent, forced turnover and firm performance. Strategic Organization, 3(1), 47-83. Heffernan, T., O'Neill, G., Travaglione, T., & Droulers, M. (2008). Relationship marketing: the impact of emotional intelligence and trust on bank performance. International Journal of Bank Marketing, 26(3), 183-199. Helmich, D.L. & Brown, W.G. (1972). Successor type and organization change in the corporate Enterprise, Administrative Science Quarterly, 17, 371-81. Helmich, D. L. (1974). Organizational growth and succession patterns. Academy of Management Journal, 17, 771 -775. Helmich, D.L., & Gilroy, K.R. (2012). CEO succession and organizational transitions: case of State- owned enterprises, Chinese Management Studies, 6(4), 568-581. Henderson, A. D., Miller, D., & Hambrick, D. C. (2006). How quickly do CEOs become obsolete? Industry dynamism, CEO tenure, and company performance. Strategic Management Journal, 27(5), 447-460. Hewitt, S.D. (2009).The secrets of successful succession planning in the new age wave. Industrial and Commercial Training, 41, 181-186. Hill, N., Bartol, K. M., Tesluk, P. E., & Langa, G. A. (2009). Organizational context and face-to- Face interaction: Influences on the development of trust and collaborative behaviors in Computer mediated groups. Organizational Behavior and Human Decision Process, 108,187-201, Doi: 10.1016/j.obhdp. Hills, A. (2009). Succession Planning or smart talent management. Industrial & Commercial Training, 41, 3-4. Hiltz, S.R. & Johnson, K. (1989). Measuring the acceptance of computer-mediated communication systems,Journal of the American Society for Information Science, 40, 386-97. Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization science, 12(4), 435-449. Holbeche, L. & Springett, N. (2003), In Search of Meaning in theWorkplace, Horsham, Roffey Park Institute, ISBN: 0 907416527 Holmes, J. G. (1981). The exchange process in close relationships: Micro behavior and macro motives. In M. J. Learner & S. C. Lerner (Eds.), The justice motive in social behavior: 261-284. New York: Plenum Howell, J.M. & Frost, P.J. (1989). A laboratory study of charismatic leadership,Organizational Behavior and Human Decision Process, 43, 243-69. Howitt, D., & Cramer, D. (2003). A guide to computing statistics with SPSS 11 for windows (Revised Ed.). Harlow: Pearson Education Limited. Hrebiniak, L. G. (2008). Making strategy work: Overcoming the obstacles to effective execution. Ivey Business Journal, 72(2), 1-6. Huber, G.P. (1990), A theory of the effects of advanced information technologies on organizational design, intelligence, and decision making. Academy of Management Review, 15, 47-71. Hughes, M., Hughes, P., Mellahi, K. & Guermat, C. (2009). Short-term versus longterm impact of coaches: evidence from the football industry. British Journal of Management, 21 (2), 571-589. Humborstad, S. I. W., Nerstad, C. G.L., & Dysvik, A., (2014). Empowering leadership, employee goal orientations and work performance: A competing hypothesis approach. Personnel Review 43 (2), 246-271. Huq, Z., & Martin, T. N. (2000). Workforce cultural factors in TQM/CQI implementation in hospitals. Health Care Management Review, 25(3), 80-93. Hutcheson, G., & Sofroniou, N. (1999). The multivariate social scientist. London: Sage. Hutzschenreuter, T., Kleindienst, I., & Greger, C. (2012). How new leaders affect strategic change following a succession event: A critical review of the literature. The Leadership Quarterly, 23, 729-755. Imran, R. Tahir Saeed., Anis-ul-Haq, M., & Afsheen Fatima, A. (2010). Organizational climate as a predictor of innovative work behavior. African Journal of Business Management, 4(15), 3337-3343. Innocenti, L., Pilati, M. and Peluso, A.M. (2011). „Trust as moderator in the relationship between HRM practices and employee attitudes‟. Human Resource Management Journal, 21: 3, 303–317. Isaksen, S., & Lauer, K. (1999). The relationship between cognitive style and individual Psychological climate: Reflections on a Previous Studies Psychological climate, 41,177-191. Ishak, R., Ismail, K. I., & Abdullah, S., N. (2013). Ceo succession and firm Performance: Evidence from publicly listed Malaysian firms. Journal of Accounting and Finance, 9 (2), 29–48. Iwu, C, G., & Ukpere, W, I. (2012). Revisiting incentives and job satisfaction of Nigerian bank Employees. African Journal of Business Management, 6(46), 11536-11548 Iyiola, A. R. (2011, September). Gender and Racial Differentials in the Nigerian Banking International Journal of Business and Management 6(9) James, L. R., Choi, C. C., Ko, C. H. E., McNeil, P. K., Minton, M. K., Wright, M. A., & Kim, K. I. (2008). Organizational and psychological climate: A review of theory and research. European Journal of Work and Organizational Psychology, 17(1), 5-32. Jawahar, I. M., & Carr, D. (2007). Conscientiousness and contextual Performance: The compensatory effects of perceived organizational support and leader-member Exchange. Journal of Managerial Psychology, 22 (4),330-349. Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 256-282. Jen, C.T. (2013).The influence of conflict centrality and task interdependency on Individual performance and job satisfaction. International Journal of Conflict Management, 24(2), 126-147. Jing, F.F., Avery, G. C., & Bergsteiner, H. (2011). Organizational climate and performance In retail pharmacies. Leadership Organization Development Journal, 32 (3),224-242 Jing, F.F. & Avery, G.C. (2008). Missing links in understanding the relationship between Leadership and organizational performance. International Business & Economics Research, 7(5), 67-78. Johanson, G.A, & Brooks, G.B. (2010). Initial scale development: Sample size for pilot studies. Educational and Psychological Measurement. 1-7. Doi: 10.1177/0013164409355692 Johnson, J. W. (2001). The relative importance of task and contextual performance dimensions to supervisor judgments of task performance. Journal of Applied Psychology, 86, 984–996. Johnson, J. W. (2003). Toward a better understanding of the relationship between personality and individual job performance. Personality and work: Reconsidering the role of personality in organizations, 83-120. Joshi, A. W., & Stump, R. L. (1999). The contingent effect of specific asset investments on joint action in manufacturer-supplier relationships: An empirical test of the moderating role of reciprocal asset investments, uncertainty, and trust. Journal of the Academy of Marketing Science, 27(3), 291–305. Jones, A. P., & James, L.R. (1979). Psychological climate: Dimension and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, 23, 201-250 Judge, T.A, & Ferris, G.R. (1993). Social context of performance evaluation Decisions. Academy of Management Journal, 36 (1), 80-150. Judge, T.A., Thoresen, C.J., Bono, J.E., & Patton, G.K. (2001). The job satisfaction-job performance relationship: a qualitative and quantitative review. Psychological Bulletin, 127, 376-407. Juran, J.M. (1993). Made in USA: a renaissance in quality. Harvard Business Review, 71(4), 42-50. Juran, J.M. (1995). A History of Managing for Quality, ASQC Quality Press, Milwaukee, WI. Juran, J.M. (1988). Juran's Quality Control Handbook, McGraw-Hill, New York, NY Kane, A. A., Argote, L., & Levine, J. M. (2005). Knowledge transfer between groups via personnel rotation: Effects of social identity and knowledge quality.Organizational Behavior and Human Decision Processes, 96(1), 56-71. Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of applied psychology, 74(4), 657. Kangis, P., Gordon, D., & Williams, S. (2000). Organizational climate and corporate performance: An empirical investigation. Management Decision, 38(8), 531-540. Kanuk, L., & Berenson, C. (1975). Mail surveys and response rates: A literature review. Journal of Marketing Research, XII, 440-53. Karaevli, A. (2007). Performance consequences of new CEO „Outsiderness: Moderating effects of pre‐and post‐succession contexts. Strategic Management Journal, 28(7), 681-706. Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., & Couper, G. E. (2014). Emotional rescue: the role of emotional intelligence and emotional labour on well‐being and job‐stress among community nurses. Journal of advanced nursing, 70(1), 176-186. Katz, R. (1982). The effects of group longevity on project communication and performance. Administrative Science Quarterly, 27 (1), 81-104. Kehoe, R. R., Wright, P., M. (2013). The Impact of High-Performance Human Resource Practices on Employees Attitudes and Behaviors. Journal of Management 39(2), 366-391 Kellerman, B. (2004). Bad Leadership: What It Is, How It Happens, Why It Matters, Harvard Business School, Boston, MA. Kellett, J. B., Humphrey, R. H, & Sleeth, R. G. Sleeth, (2009). Career development, collective efficacy and individual task performance, Career Development International, 14 (6), 534-546. Kemp, R. G. M., & Ghauri, P. N. (2001). Interdependency in joint-ventures: The relationship between dependence asymmetry and performance. Journal of Chain and Network Science, 1(2), 101–110. Kenning, P. (2008). The influence of general trust and specific trust on buying behavior International Journal of Retail and Distribution Management, 36(6), 461-476. Kesner, I. F., & Dalton, D. R. (1994). Top management turnover and CEO succession: An investigation of the effects of turnover on performance. Journal of Management Studies, 31(5), 701-713. Kesner, I. F., & Sebora, T. C. (1994). Executive succession: Past, present & future. Journal of Management, 20(2), 327-372. Khazanchi, S., & Masterson, S. S. (2011). Who and what are fair matters: A multi-foci social Exchange model of creativity. Journal of Organizational behavior, 32(1), 86-106. Kianfar, V., Siadat, S. A., Hoveida, R., & Abedi, A. (2013). Investigating structural relation of Organizational trust and organizational citizenship behavior to intellectual capital state Universities in the west of Iran. International Journal of Learning & Development, 3(4), 2164-4063. Kiesler, C. A. (1971). The psychology of commitment: Experiments linking behavior to belief: Academic Press New York. Kiesler, S., & Sproull, L. (1982). Managerial response to changing environments: Perspectives on problem sensing from social cognition. Administrative Science Quarterly, 548-570. Kirkpatrick, S.A. & Locke, E.A. (1996),.Direct and indirect effects of three core charismaticleadership components on performance and attitudes, Journal of Applied Psychology, 81,36-51. Kline, R. B. (2011). Principles and Practice of Structural Equation Modelling (516 &., pp. 3- 427). New York The Guilford Press. Kobasa, S.C. (1979), Stressful life events, personality, and health: an inquiry into hardiness”,Journal of Personality and Social Psychology, 37 (1), 1-11. Kolapo, T. F., Ayeni, R. K., & Oke, M. O. (2012). Credit risk and commercial banks‟ performance in Nigeria: A panel model approach. Australian Journal of Business and Management Research, 2(2), 31-38. Koopmans, L., Bernaards, C.M., Hildebrandt, V.H., Schaufeli, W.B., De Vet, H.C.W. & Van der Beek, A.J. (2011). Conceptual frameworks of individual work performance a systematic review, Journal of Occupational and Environmental Medicine, 53, (8), 856-66. Koopmans, L., Bernaards, C.M., Hildebrandt, V.H., Schaufeli, W.B., De Vet, H.C.W. & Van der Beek, A.J. (2013). Development of an individual work performance questionnaire, International Journal of Productivity and Performance Management, 62, (1), 6-28. Kotter, J. P. a. H., J.L. (1992). corporate culture and performance,. Free press, New York. Kraimer, M. &Wayne, S.J. (2004). An Examination of Perceived Organizational Support as a Multidimensional Construct In the Context of an Expatriate Assignment. Journal of Management, 30(2), 209-237. Krejcie, R. V., & Morgan, D. W. (1970), Determining sample size for research activities. Educational and Psychological Measurement,, 30, 601-610. Krosnick, J. A., & Fabrigar, L. R. (1997). Designing rating scales for effective measurement in surveys. Survey measurement and process quality, 141-164. Kuei, C. H. (1999). Internal service quality–an empirical assessment. International Journal of Quality & Reliability Management, 16(8), 783-791. Kyambogo, J. K., Munene, J. C. & Makerere, J. M. N. (2010). Performance management practices, employee attitudes and managed performance. International Journal of Educational Management, 24(6),507-530. LaMastro,V.(2003).Commitment and Perceived Organizational Support, http://www.national Forum.com. Langfred, C.W. (2004), Too much of a good thing? Negative effects of high trust and individual autonomy in self-managing teams, Academy of Management Journal, 47(3), 385-399. Lau, D. C., & Liden, R. C. (2008). Antecedents of coworker trust: leaders' blessings. Journal of Applied Psychology, 93(5), 11-30. Lauver, K.J. & Kristof-Brown, A. (2001). Distinguishing between employees perceptions of person-job and person-organization fit. Journal of Vocational Behavior, 59 (3), 454-70. Leedy, P.D. & Ormrod, J.E (2005). Practical research: Planning and design (8th Ed.), Saddle River, New Jersey: Prentice Hall. Leiter, M. P., & Bakker, A. B. (2010). Work engagement: introduction. Work engagement: A handbook of essential theory and research, 1-9. LePine, J.A., Colquitt, J.A. & Erez, A. (2000). Adaptability to changing task contexts: effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53, 563-93. LePine, J.A. (2003). Team adaptation and post-change performance: effects of team composition in terms of members‟ cognitive ability and personality. Journal of Applied Psychology, 88, 27-39. Lewin, K. (1951). Field Theory in Social Science, Harper and Row, New York, NY Liden, R.C., Sparrowe, R.T. & Wayne, S.J. (1997). Leader member exchange theory:the past and potential for the future”, in Ferris, G.R. (Ed.), Research in Personnel and Human Resource Management, JAI Press, Greenwich, CT, 47-119 Litwin, G. H., & Stringer, R. A. (1968). Motivation and Organizational Cclimate”, Harvard Business School Press, Boston, MA. Liu, Y., Valenti, M. A., & Yu, H. Y. (2011). Presuccession Performance, CEO Succession, Top Management Team, and Change in a Firm's Internationalization:The Moderating Effect of CEO/Chairperson Dissimilarity. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 29(1),67-78. Liu, X. Batt, R.(2010). How Supervisors Influence Performance: A Multilevel Study of Coaching and Group Management In Technology-Mediated Services. Personnel Psychology, 63, 265–298. Liu, C.L.E. (2012). An investigation of relationship learning in cross-border buyer supplier Relationships: The role of trust, International Business, review, 21, 311-327 Locke, E. A. (1968). Towards a theory of task motivation and incentives: Organizational behavior and human performance, 3, 157–89. Long, L., Johnson, C., Faught, S., & Street, J. (2013). The Need to Practice What We Teach: Succession Management in Higher Education. American Journal of Management, 13(2), 73. López-Fernández, B., & López-Bayón, S. (2011). Delegation and Autonomy in Franchising. In New Developments in the Theory of Networks (31-44). Physica-Verlag HD. Loveman, G. W. (1998). Employee satisfaction, customer loyalty, and financial performance an empirical examination of the service profit chain in retail banking. Journal of Service Research, 1(1), 18-31. Lu, L., Zhou, F., & Leung, K. (2011) Effects of task and relationships conflicts on individual work behaviours, International Journal of Conflict Management, 22(2), 131-150. Luthans,F. Norman,S. M., Bruce J. Avolio,B. J. & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate employee performance relationship. Journal of Organizational Behavior, 29, 219–238. MacDiarmid, D., Moukanas, H., & Nehls, R. (1998). Reaping the fruits of business design. Mercer Management Journal, 10, 57-68. Macey, W.H. & Schneider, B. (2008), The meaning of employee engagement. Industrial and Organizational Psychology, 1 (1), 3-30. Macky, K., & Boxall, P. (2008). Employee experiences of high-performance work systems: An analysis of sectoral, occupational, organisational and employee variables. Mahmood, F., Iqbal, N., & Sahu, S., R. (2014). The Impact of Human Resource Management Practices on Employee Performance in Banking Industry of Pakistan. Euro-Asian Journal of Economics and Finance, 2 (1), 86-99. Malinowski, B. (1922). Argonauts of the western Pacific. New York: Dutton. March, J. & Simon, H. A. (1958). Organizations. University of Illinois at Urbana-Champaign's Academy for Entrepreneurial Leadership Historical Research Reference in Entrepreneurship. Martin, k. D, Belmont, P. J, Schoenfeld, A. J, Todd, M, Kenneth L, Cameron, K. L, & Owens, B. D. (2011). Arthroscopic Basic Task Performance in Shoulder Simulator Model Correlates with Similar Task Performance in Cadavers. Journal of Bone Joint Surgery 93 (21), 127 http://dx.doi.org/10.2106/JBJS.J.01368 Masterson, S.S., Lewis, K., Goldman, B.M. & Taylor, M.S. (2000). Integrating justice and social exchange: the differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43 (4), 738-48. Matser, I., & Lievens, J. (2011). The succession scorecard, a tool to assist family business's trans-generational continuity. International Journal of Entrepreneurial Venturing, 3(2), 101-124. Mauss, M. (1925). The gift: Forms and functions of exchange in archaic societies. New York: The Norton Library. Mayer, R.C., Davis, J. and Schoorman, F.D. (1995), An integrative model of organizational trust. Academy of Management Review, 20 (3), 709-34. Mcgraw, P. Taylor, T. (2004). Succession management practices in Australian organizations. International journal of manpower, 24 (7), 741. McNellis, C. J. (2013). The impact of hardiness on accounting task performance. Managerial Auditing Journal, 28(4), 364-380 Mercer, A., & Bilson, K. (1985). Factors influencing organizational commitment by physicians. Academy of Management Proceedings, 72–76. Michela, J. L., & Burke, W. W. (2000). Organizational culture and climate in transformations for quality and innovation. Handbook of organizational culture and climate, 225-244. Miller, D. (1991). Stale in the saddle: CEO tenure and the match between organization and environment. Management science, 37(1), 34-52. Miller, D. (1993). Some organizational consequences of CEO succession. Academy of Management Journal, 36(3), 644-659. Miller, D., & Shamsie, J. (2001). Learning across the life cycle: Experimentation and performance among the Hollywood studio heads. Strategic Management Journal, 22(8), 725-745. Miller, K. E., & Smith, L.E. (1983). Handling non-response bias. Journal of Extention, 45-50. Moghimi,S. & Subramaniam, I. D. (2013). Employees‟ Creative Behavior: The Role of Organizational Climate in Malaysian SMEs. International Journal of Business and Management; 8,(5),1. Mollick, E. (2012). People and Process, Suits and Innovators: The role of Individual in Firm Performance, Strategic Management Journal, (33), 1001- 1015 Mone, E.M. & London, M. (2010). Employee Engagement Through Effective Performance Management: A Practical Guide for Managers, Routledge, New York, NY. Montanari, F., Silvestri, G. & Gallo, E. (2008). Team performance between change and stability: the case of the Italian „Serie A. Journal of Sport Management, 22 (6), 701-716. Morgan, N. A., Zou, S., Vorhies, D. W., & Katsikeas, C. S. (2003). Experiential and informational knowledge, architectural marketing capabilities, and the adaptive performance of export ventures: A cross-national study. Decision Sciences, 34,(2), 287-321. Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: the importance of the employee‟sperspective. Academy of Management Journal, 37, 1543–1567. Motowidlo, S. J., & Van Scotter, J. R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied psychology, 79(4), 475. Mount, M., Ilies, R., Johnson, E. (2006). Relationship of Personality Traits and Counter- Productive Work Behaviors: The Mediating effects of Job Satisfaction. Personnel Psychology, 59,591-622. Muhammad, N., Maheran, N., Jantan, M., & Md Taib, F. (2010). Moderating effect of information processing capacity to investment decision making and environmental scanning/Nik Maheran Nik Muhammad, Muhamad Jantan, Fauziah Md Taib. Mulder, L. B., Verboon, P., & Cremer, D. D. (2009). Sanctions and moral judgments the moderating effect of sanction severity and trust in authorities. European Journal of Social Psychology, 39, 255-26 Mullins, L. J. (2005). Management and organisational behavior. (7th ed.) Harlow: Prentice Hall.. Mumdziev, N., & Windsperger, J. (2013). An Extended Transaction Cost Model of Decision Rights Allocation in Franchising: The Moderating Role of Trust. Managerial and decision economics, 34(35), 170–182. Murphy, K.R. & Cleveland, J.N. (1995), Performance Appraisal: Social, Organizational, and Goal-Based Perspectives, Sage, Thousand Oaks, CA. Naylor, J. Pritchard, R. Ilgen D. (1980). A theory of behaviour in organizations. New York: Academic Press. Ndofor, H. A., Priem, R. L., Rathburn, J. A., & Dhir, A. K. (2009). What does the new boss think?: How new leaders' cognitive communities and recent “top-job” success affect organizational change and performance. The Leadership Quarterly, 20(5), 799-813. Neal, A., Griffin, M.A. & Hart, P.M. (2000), The Impact of Organizational Climate on Safety Climate and Individual Behavior, Safety Science, 34(1),99-109. Nelson, C. (2013, January 09). Banks' profit declaratios in 2012 and the 2013 consolidation agenda. Business Services Money Watch, The Guardian Nigerian Newspaper. Noorjehan, N. B. (2006). Total Quality Culture and Teacher Traing Colleges. NewDehli, India: Discovery Publishing House. Norman, P. M. (2004). Knowledge acquisition, knowledge loss, and satisfaction in high technology alliances. Journal of Business Research, 57(6), 610–619. Nulty, D. D. (2008). The adequacy of response rates to online and paper surveys: what can be done?. Assessment & Evaluation in Higher Education, 33(3), 301-314. Nunnally, J. C. (1967). Psychometric Theory. New York, NY: McGraw-Hill. Nunnally, J. C. (1978). Psychometric Theory(2nd ed.). New York, NY: McGraw- Hill. Nworji, I. D., Adebayo, O., & David, A. O. (2011). Corporate governance and bank failure in Nigeria: Issues, challenges and opportunities. Research Journal of Finance and Accounting, 2(2), 25-42. Nzotta, S. (2004). Money, Banking and Finance: Theory and Practice. Owerri:Hudson—Jude Nigeria Publishers. Oakland, J.S. (1995). Total Quality Management, 2nd ed., Butterworth-Heinemann, Oxford. Ocasio, W. (1993). The structuring of organizational attention and the enactment of economic adversity: A reconciliation of theories of failure-induced change and threat-rigidity. Alfred P. Sloan school of management,massachusetts institute of technology 44-53. Ocasio, W. (1994). Political dynamics and circulation of power: Ceo succession in U.S. Industrial corporations, 1960-1990. Administrative science Quarterly, 39, 285-312. Ogbonna, E. and Harris, L.C. (2000). Leadership style, organizational culture and Performance. International Journal of Human Resource Management, 11 (4), 766-88. Oghojafor, B. A., & Adebisi, S. A. (2012). Evaluating Mergers and Acquisition as Strategic Interventions in the Nigerian Banking Sector: The Good, Bad and the Ugly. International Business Research, 5(5), 147. Ohuocha, C. (2012 December 14). Amcon loss signals wake- up call for Nigerian banks, government. Connecting the global financial community with new ways to prosper, Thomson Reuters.

Similar Items