IIARD International Institute of Academic Research and Development

IIARD International Journal of Economics and Business Management (IJEBM )

E-ISSN 2489-0065
P-ISSN 2695-186X
VOL. 4 NO. 1 2018

---

Impact of Firm-Based Family Culture on Employee Involvement in Nigerian Manufacturing Firms

Obiekwe, Onyebuchi, Zeb-Obipi, Isaac & Oparanma, Austin O.

---

Abstract

Every organization strives to achieve competitive advantage in the game of business. To achieve this, organizations are adopting new strategies aimed at motivating employees to be more committed to organizational goals and objectives. One of such strategies is putting in place structure that make employees see and relate to their organization as a family. This paper examined the relationship between firm-based family culture and employee involvement in selected manufacturing firms in Nigeria. It adopted an empirical research approach. A survey research design was employed for the study. The simple random sampling technique was utilized. A sample size of 292 was obtained from 1074 employees of five selected manufacturing firms in Port Harcourt Nigeria using the Taro Yemen’s formula. The Pearson’s Product Moment Correlation Co-efficient was used to test the postulated hypotheses at level of significance of 0.05. The paper reveals a positive and significant relationship between firm-based family culture and participation, empowerment and teamwork. The paper concludes that firm-based family culture correlates significantly with employee involvement in manufacturing firms. Moreover, organizational positive outcomes such as commitment, productivity, innovativeness and adaptability results from the presence of cultures that promotes employee involvement in business. It recommends that, organizations should strategize themselves as both economic and social institutions that seek to promote economic outputs as well as employee’s welfares and well-being, among others. Organizations should adopt open door policy in order to encourage employee to contribute freely and also express their opinion and views in a more appropriate manner. In addition management should ensure favourable working condition, and firm climate, and also consider employee welfare and organization/management support very vital in order to drive employee’s sense of family in the organization, among others

keywords:

Firm-based family culture, employee involvement, participation, empowerment, teamwork, competitive advantage.

---

References:

Apostoluo, A. (2000). Employee involvement: Dissemination of innovation and knowledge
management techniques, Technical University of Crete.
www.urenio.or/tools/employeeinvolvement.pdf

Carr, C. (1992). Planning priorities for empowered teams. Journal or Business Strategy,
13(5):43

Casey, C. (1999), ?Come, join our family: discipline and integration in corporate
organizational culture, Human Relations, 52(2): 155 – 178.

Fapohunda, T.M. (2013). Toward effective team building in the workplace, International
Journal of Education and Research, 1 (4):1-12.

Gleeson, B. (2013). Walking the walk: 3 ways to ensure a team-oriented business culture,
Retrieve 14th May, 2017 from:
https://www.forbes.com/sites/brentgleeson/2013/01/22/walking-the-walk-3-ways-to-
ensure-a-team-oriented-business-culture/#14b5e15759ba

Goffee, R & Jones, G. (1998). The character of a corporation: how your company’s culture
can make or break your business, New York: Harper Business.

Hakim, A. (2015). Effect of organizational culture, organizational commitment to
performance: Study in hospital of Distinct South Konawe of Southeast Sulawesi, The
International Journal of Engineering and Science. 14(5), 33-41.

Heathfield, S.M. (2016). Team success is more likely when team understands why and what.
Retrieve 16th may, 2017, from; https://www.thebalance.com/team-culture-and-clear-
expectations-1919255

Khattak, M.A., Igbal, N., & Khattak, S.R. (2013). Relationship between employees
involvement and organization performance in Milieu of Pakistan. International
Journal of Academic Research in Accounting, Finance and Management Sciences.
3(1): 219-230.

Kitagawa, K. & Watt, d. (1999). Imperial Oil Limited‘s capacity development program:
Developing all employees‘ skill for competitive advantage, The Conference Board of
Canada.

Kingir, S., & Mesci, M. (2010) Factors that affect hotel employees motivation, the case of
Bodrum, Serbian Journal of Management, 5(1): 59 – 76.

Kumari, M.K. & Kumari, V.L.P (2014). Influence of employee involvement and
organizational culture on productivity? A theoretical concept. MIJBR-MITS
International Journalist Business Research.

Kuye ,O.A. & Sulaimon, A.A. (2011). Employee involvement in decision making and firm
performance in the manufacturing sector in Nigeria, Serbia Journal of Management
6(1): 1-15

Luthan, R. (1992). Organizational behavior, New York: McGraw Hill Inc.

Markos, S. & Sridevi, M.S. (2010). Employee engagement: the key to improving
performance. International Journal of Business Management, 5(12):89-93.

Mathprakasam, M. (2003). The seven habits of highly effective entrepreneurial organizations.
Management Science and Engineering, Stanford University.

Mishra, U., Arya, S., kumara, N., & Talreja, T. (2003). Employee involvement, Retrieved
20th January, 2017 from: www.slideshare.net/ujjmishra/employee-involvement- Nwachukwu,

C.C. (2006). Management: theory and practice. Onitsha: Africana First
Publishers.

Obiekwe, O. (2018). Organizational family culture: theoretical concept definition,
dimensions and implication to business organizations. IIARD International Journal of
Economics and Business Management, 4(1): 11-21.

Obiekwe, O. (2017). Organizational family culture and employee involvement in selected
foods and beverages firms in Nigeria. Unpublished PhD Thesis submitted to the
Department of Management, Rivers State University Port Harcourt, Nigeria.

Obiekwe, O. (2012). Human capital development and organizational survival among
Nigerian banking sector, Unpublished M.Sc. Thesis presented to Department of
Management, Faculty of Management Sciences, University of Port Harcourt, Nigeria.

Oforegbunam, T.E. & Okorafor, G.F. (2010). Effects of human capital development on the
performance of small and medium-scale enterprises in the south eastern region of
Nigeria, Journal of Sustainable Development in Africa, 12(8):49-58

Oparanma, A.O. & Obiekwe, O. (2017). Impact of employees‘ involvement on organization
performances in the workplaces, Hezekiah University Journal of Social &
Management Sciences, 5(2):231-239.

O‘Reilly, K.A. & Chapman, J.A. (1996). Culture as social control: corporation, cults, and
commitment. In B.M. Staw and L. Cummings (Eds); Research of Organizational
Behaviour. 18:287-365.

Parshiadis, P. (1987). Teacher Participation in decision making, International Journal of
Education Management 8(5): 14-17.

Phegan, B. (2013). 141 — the benefits of a good organization culture. Retrieved 17th May,
2017. From: http://companyculture.com/141-the-benefits-of-a-good-organization-
culture/

Rice, K. (187). Empowering teachers: A search for professional autonomy, Master‘s thesis,
Dominican College of San Rafael, ERIC Document Reproduction Service No. ED
282-845.

Robbins, S.P., Judge, T.A. & Sanghi, S. (2009).Organizational behavior, Delhi: Pearson
Education Inc.

Siami, S. & Gorji, M. (2011). Assessment of empowerment on employee performances,
Business and Management Review, 1(8):20-24 (www.businessjournal.org/bmr).

Singh, S.K.G. (2009). A Study on employee participation in decision making, Unitar E-
Journal, 5(1):20-38

Sofijanova, E. and Zabijakin–Chatleska, V. (2013). Employee involvement and
organizational performance: Evidence from the manufacturing sector in Republic of
Macedonia. Trakia Journal of Science 11(1): 31-36.

Wallace, T. (2016). 7 steps to building a family culture at your company. Retrieved June,
2017 from: http://www.wevue.com/7-steps-building-family-culture-company/

DOWNLOAD PDF

---

Back