TABLE OF CONTENT
Table of content
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of the study
1.4 Research Hypotheses
1.5 Significance of the study
1.6 Scope and limitation of the study
1.7 Definition of terms
1.8 Organization of the study
2.0 LITERATURE REVIEW
3.0 Research methodology
3.1 sources of data collection
3.3 Population of the study
3.4 Sampling and sampling distribution
3.5 Validation of research instrument
3.6 Method of data analysis
DATA PRESENTATION AND ANALYSIS AND INTERPRETATION
4.2 Data analysis
This study is on organizational climate and gender as correlates of interpersonal relationship at work. The total population for the study is 200 staff of Dangote group of company. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made HRMs, administration staff, senior staffs and junior staffs were used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies
- Background of the study
Performance of members of any organization depends on the ability to effectively interact with their superiors, subordinates and co-workers within the organization and consumers, suppliers and general public outside. Interpersonal relations, therefore is a very important issue involving any organization. Most organizations have people problems rather than business problems. People problems are due to faulty interpersonal relations, which hinder the attainment of organizational goal. Efforts should be made therefore to enhance the interpersonal skills of the people at work
Individuals possessing differing behavioral characteristics interrelate with others at the workplace. Interpersonal relationships at work could be influenced by behavioral characteristics of these individuals. The dissimilar personal behaviors brought into the workplace often manifest through interactive processes at work (Stoetzer, Ahlberg, Zapf, Knorz, and Kulla, 1996). Prior research examined the interpersonal relationships at work from the view point of the justifies employee’s condition of living and work environment. Friendship relationships for men and women are similar in many respects (Wright, 1988) and there are large variations within the genders in terms of their behaviour in same-sex friendships (Walker, 1994), there have been consistent findings in both the social psychology and organisational psychology literature of gender differences in friendships. Women’s friendships have been described as communal, and tend to involve more self-disclosure, supportiveness and complexity than do friendships between men (Markiewicz, Devine, & Kausilas, 2000; Winstead, 1986; Wright, 1988, 1991). Men’s friendships may be described as instrumental; they tend to be organised around shared interests and activities and be action-oriented rather than person-oriented (Markiewicz et al., 2000; Messner, 1992; Winstead, 1986; Wright, 1988, 1991). Men’s relationships with other men are often competitive (Bird, 2003; Messner, 1992) and are somewhat less likely to involve the sharing of personal feelings (Odden & Sias, 1997; Wood & Inman, 1993). On the other hand, both men and women have been found to derive emotional support and therapeutic value from their relationships with women (Sapadin, 1988; Veniegas & Peplau, 1997), possibly as a result of women’s greater comfort with intimacy and their emphasis on successful relationships as part of their self-concept (Markiewicz et al., 2000). Thus, findings generally indicate that friendships with women are rated (by both women and men) as more enjoyable, nurturing and of an overall higher quality (Sapadin, 1988). With respect to the function of friendships, literature with a focus on interpersonal relationships indicates that while men achieve and define closeness through the sharing of activities, women define and achieve closeness through the sharing of feelings and emotions (Odden & Sias, 1997; Wood & Inman, 1993). Similarly, Ashton and Fuerhrer (1993) found that males are generally less likely than females to seek emotional support when stressed or anxious. Flaherty and Richman (1989) also state that the provision of social and emotional support was more likely to be a function of women’s relationships, with women both receiving and providing more emotional social support than men in time of distress.
STATEMENT OF THE PROBLEM
Organisations around the world consist of people with similar aim, objective, goals and insights, who cooperatively join hands to achieve what an individual cannot achieve in isolation. If therefore, the people that makes the place will not relate positively with one another then, the goals of the organisation can hardlchieved. There are organisations where there are no cordial relationships among staff members, and subordinates and superiors; for example, when strife, jealousy, hatred, bias, backbiting, witch-hunting, all of these and many more co-existing with the people, there is bound to be conflict which may not be healthy for the organisation. Hence, for a healthy atmosphere in any organisation, the people must understand their differences, there must be the “give and take” which is the basis of a true and genuine relationship.
- OBJECTIVE OF THE STUDY
The objectives of the study are;
- To find out the need for interpersonal relationship in workplace
- To find out the factors affecting interpersonal relationship in workplace
- To ascertain the relationship between organizational climate and gender interpersonal relationship at workplace
- RESEARCH HYPOTHESES
For the successful completion of the study, the following research hypotheses were formulated by the researcher;
H0: there are no factors affecting interpersonal relationship in workplace.
H1: there are factors affecting interpersonal relationship in workplace.
H02: there are no relationship between organizational climate and gender interpersonal relationship at workplace
H2: there are relationship between organizational climate and gender interpersonal relationship at workplace
- SIGNIFICANCE OF THE STUDY
The study will be very significant to students, organizations and policy makers. The study will give insight on the organizational climate and gender as correlates of interpersonal relationship at work. The study will also serve as a reference to other researchers that will embark on the related topic
- SCOPE AND LIMITATION OF THE STUDY
The scope of the study covers organizational climate and gender as correlates of interpersonal relationship at work. The researcher encounters some constrain which limited the scope of the study;
- a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
- b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
DEFINITION OF TERMS
ORGANIZATIONAL CLIMATE: Organizational climate, on the other hand, is often defined as the recurring patterns of behavior, attitudes and feelings that characterize life in the organization, while an organization culture tends to be deep and stable. Although culture and climate are related, climate often proves easier to assess and change
GENDER: Gender is the range of characteristics pertaining to, and differentiating between, masculinity and femininity. Depending on the context, these characteristics may include biological sex, sex-based social structures, or gender identity.
INTERPERSONAL RELATIONSHIP: An interpersonal relationship is a strong, deep, or close association or acquaintance between two or more people that may range in duration from brief to enduring. The context can vary from family or kinship relations, friendship, marriage, relations with associates, work, clubs, neighborhoods, and places of worship
1.8 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows
Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study[email protected].[email protected].