The effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors


Foluso Adekanmbi, Wilfred Isioma Ukpere

This study assesses the effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors within Nigeria’s work organizations. The study’s sample was taken from nine work organizations in Lagos and Oyo States of Nigeria. The nine work organizations were selected from Nigeria’s financial, manufacturing, and service industries. These work organizations are Guarantee Trust Bank Plc, First City Monument Bank Plc, Full Range Microfinance Bank Limited, Seven-up Bottling Company Plc, Isoglass Industries Nigeria Limited, Atlantic Textile Company, Pixels Digital Services Limited, Pacesetters transport Services Limited, and IBFC Alliance Limited. Nevertheless, this paper has applied a cross-sectional survey approach, of which the present researcher randomly disseminated the survey forms (questionnaires). However, out of 450 questionnaires, 432 were fit for research and analyzed with statistical packages for social sciences (SPSS vs. 27). The current results established significant joint and independent negative effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors within Nigeria’s work organizations. The management of work organizations ensures adequate and consistent encouragement of employee voice by allowing employee expressions, suggestions, making the employee feel important, and rendering listening ears. They should also train and inspire leaders who stimulate and exemplify leadership integrity. Furthermore, the management of work organizations should inspire employee curiosity as it relates to their work.

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How to cite paper:

Adekanmbi, F, , Ukpere, W, (2021). The effects of employee voice, perceived leadership integrity, and work-related curiosity on counterproductive meeting behaviors. EUREKA: Social and Humanities, 6, 43-51. doi:https://doi.org/10.21303/2504-5571.2021.002168