Lecturer's Details

Alagah, Adekemi Drusilia

Lecturer

MANAGEMENT

FULL NAMES: ALAGAH, ADEKEMI DRUSILIA

DESIGNATION(S): Lecturer in Management

BRIEF PROFILE:

Dr. Adekemi Alagah (Secretary, Board of Trustees) is a Senior Lecturer with the University of Port Harcourt, Choba, Rivers State, Nigeria where she teaches management courses at the undergraduate and postgraduate levels respectively.  She is also a visiting Lecturer with the University of Port Harcourt Business School, Nigeria. She holds the Nigerian Certificate of Education (NCE) in Business Education, B.Sc (ED.) – Second Class Hons, Upper Division, in Business Education, Post Graduate Diploma in Management (PGDM), Master in Business Administration (MBA), and Doctor of Philosophy (PhD.) in Organizational Behaviour.  She is a member of the Nigerian Institute of Management (NIM), and Academy of Management (AOM), United States of America respectively. She has written several scholarly papers and co-authored articles in journals, books and conference proceedings in the field of General Management, Organizational Behaviour, Human Resources and Entrepreneurship. These contributions are based on years of practical work experiences in corporate sphere as well as teaching and researches carried out. She strives for self-development; she is an achievement-oriented person, highly conscientious, dedicated and committed to organizational goals whilst consistently striving to achieve commendable standards of work to optimally improve overall organizational goals and objectives.

 

ACADEMIC DEGREES:

  • D. (ORGANIZATIONAL BEHAVIOUR)   UNIVERSITY OF PORT HARCOURT – 2014
  • MBA (MANAGEMENT)                UNIVERSITY OF PORT HARCOURT    – 2007
  • PGD (MANAGEMENT)    UNIVERSITY OF CALABAR       (MERIT)            – 2000
  • Sc (ED) OFFICE STUDIES, SECOND CLASS HONS, UPPER DIVISION,  UNIVERSITY OF  UYO  –  1994
  • NCE (SECRETARIAL  STUDIES), (CREDIT) RIVERS STATE COLLEGE OF EDUCATION, RUMUOLUMENI, PORT HARCOURT    –  1989

 

JOB DESCRIPTION: Teaching, Research, Supervision and Community Service

AREA OF SPECIALIZATION: Organizational Behaviour

COURSES TAUGHT IN THE UNIVERSITY

Undergraduate:

Undergraduate :

  • 364.1 –  CORPORATE PLANNING
  • 152.1 –  BUSINESS COMMUNICATION
  • 357.2 –  PRINCIPLES OF MANAGEMENT
  • 362.2 –  ORGANIZATIONAL BEHAVIOUR
  • 360.2  –  ORGANIZATIONAL DEVELOPMENT
  • 360.2 –  BUSINESS AND GOVERNMENT

(f)          GES. 300        –  ENTREPRENEURSHIP

(h)          GES. 400.3     –  ENTREPRENEURIAL PROJECT

(i)            MGT. 450.1   –  BUSINESS POLICY

(j)           MGT. 459.2   –  CORPORATE SOCIAL RESPONSIBILITY

 

Masters and PGD:

  • 829.2 – DIVERSITY AND CONFLICT MANAGEMENT
  • 615.1 – ADVANCED ORGANIZATIONAL BEHAVIOUR
  • 615.1 – ORGANIZATIONAL DEVELOPMENT AND CHANGE
  • 806.2 – ENVIRONMENT OF BUSINESS
  • 828.2  – COMPARATIVE MANAGEMENT

 

PUBLICATIONS:

  1. Books

 

  • Basic Business Communications. E. O. Oshi; Alagah, Adekemi D. and Onuoha, B. C. (2018). African Entrepreneurship and Leadership Initiative, Port Harcourt.

 

  1. Articles in Learned Journals

 

  • Ogbuji, Chinedu N., Izogo, Ernest Emeka, and Alagah, Adekemi D. (July, 2011). A Review of The Factors Off-Putting the Application of Relationship Marketing in Nigeria. African Research Review, 5(4), 89 – 103.

 

  • Tende, F. B., Ukoha, O, and Alagah, Adekemi D. (2017). Organizational Justice and Employee Loyalty of Oil Servicing Firms in Port Harcourt. International Journal of Advanced Academic Research | Social & Management Sciences; 3(4): 50-59.

 

  • Nwizia, T. J., Ojiabo, U. and Alagah, Adekemi D. (2017). Organizational Politics and Employee’s Job Satisfaction in the Health Sector of Rivers State.  International Journal of Advanced Academic Research | Social & Management Sciences; 3(7): 88-106.

 

  • Ukoha, O., Alagah, Adekemi D. and Zuzu, M. A. (2017). Management Control Systems and Organizational Effectiveness: A Study of the Nigerian Aviation Industry.    International Journal of Advanced Academic Research | Social & Management Sciences; 3(8):108 – 120.

 

  • Tende, F. Buradum and Alagah, Adekemi. D. (2017). Influence of Human Resource Planning on Organizational performance of Fast Food Companies in Port Harcourt, Nigeria. Imperial Journal of Interdisciplinary Research (IJIR); 3(11): 410 – 418.

 

  • Alagah, Adekemi D. and Tende, F. Buradum (2017). Talent Retention and Organizational Agility of Insurance Companies in Port Harcourt, Nigeria. International Journal of Advanced Academic Research; 3(8): 1 – 14.

 

  • Jack Adokiye, Alagah, Adekemi D. and B. C. Onuoha (2017). Entrepreneurial Mindset and organizational Success in SMEs in Rivers State. International Journal of Advanced Research and Publications (IJARP); 1(5): 28 – 39. (ijarp.org) ISSN: 2456-9992

 

  • Osah, Dennis Isaiah, Ukoha Ojiabo and Alagah, Adekemi D. (2017). Workplace Discrimination and Employee Performance in Nigerian Food and Beverage Sector. International Journal of Advanced Academic Research | Social & Management Sciences; 3(11): 61 – 85.

 

  • Woko, Emmanuel Boma, Ukoha, Ojiabo and Alagah, Adekemi D. (2018). Organizational Climate and Job Satisfaction in Local Manufacturing Sector in Port Harcourt.  International Journal of Advanced Academic Research | Social & Management Sciences; 4(4): 166 – 184.

 

  • Akpan, Ekeabasi Charles & Alagah, Adekemi D. (2019). Managerial Resilience and Organizational Effectiveness of Deposit Money Banks in Rivers State.  International Journal of Academic and Research; 13(1): 1-10.

 

  • Alagah, Adekemi D. (2009). Innovative Entrepreneurial Mindset and Organizational Health in Nigerian Workplaces. Nigerian Business and Social Review, 8(2), 163-182. ISSN 1596-955X

 

  • Alagah, Adekemi D. (2009). Proactive Entrepreneurial Mindset and organizational Health in Nigerian Workplaces. Nigerian Journal of Management Sciences, X(1), 108-125.

 

  • Offurum, C. O., Amabebe T. and  Alagah, Adekemi D. (2010).  Product Costing Practices in Nigerian Manufacturing Firms.  ABSU Journal of Management Sciences; 6 (1): 81-98.

 

  • Offurum, C. O., Alagah, Adekemi D., and Amabebe T. (2010). Reiterating the Management of Target/Product Costing Practices:  A Lesson for the Entrepreneur.  Journal of Business Studies; XII (1): 163-183.

 

  • Alagah, Adekemi D. and Victor Chidiebere Adim (January, 2011). Entrepreneurial Orientation and Performance of Women Entrepreneurs in Rivers State.  Journal of Business Studies; XIII (1) 193-219.

 

  • Alagah, Adekemi D. and Eniola, Y. T. (2011). Anxiety, Frustration, Defense Mechanism and the Workplace.  Trend Journal of Management and Social Sciences; 4 (3): 113-129).

 

  • Alagah, Adekemi D. (2012). Risk-Taking Entrepreneurial Mindset and Organizational Health in Nigerian Workplaces. ABSU Journal of Management Sciences; 8(2): 129-148.

 

  • Blessing B. Basil and Alagah, Adekemi D. (2013). Search for Virtue Ethics and Organizational Sustainability in Nigerian Workplaces.  West African Journal of Business, 15(1), 156 – 171.

 

  • Alagah, Adekemi D. and Dede, T. L. (2014). Workplace Incivility: Concept, Effects and Remedies in Nigerian Work settings. Journal of Business and Value Creation; 3(1): 92-105.

 

  • Worlu, G. O. and Alagah, Adekemi D. (2016). The Case for developing psychological characteristics of entrepreneurs in Nigeria. University of Port Harcourt Journal of Management; 1 (2): 90 – 107

 

  • Alagah, Adekemi D. and Okene, N. (Dec. 2016). An Analysis of the Hawthorne Experiments and its Implications in the Nigerian Workplace. University of Port Harcourt Journal of Management; 1 (2): 111 – 120. (Nigeria).

 

  • Alagah, Adekemi D. (2018). Inequality in Organizations and Employee Well-Being:  Practical Implications.  “The Business Master”; 5(3): 15 – 22. Ignatius Ajuru University of Education.

 

  • Tende, Friday Buradum & Alagah, Adekemi D. (2018). Organizational Courage: Origin, proxies and Benefits that Drives Employee Performance.  Journal of Economics, Management and Social Sciences; 4(4): 25 – 35. Federal University Wukari. 

 

  • Alagah, Adekemi D. (2018). Workgroup Diversity and Group Cohesiveness in the Nigerian Telecommunication Industry.  Quarterly Journal of Contemporary Research; 6(4): 167 – 179.  Federal University Otuoke.

 

  • Tende, Friday Buradum and Alagah, Adekemi D. (2018). Exploring Corporate Culture as a Foundational Tool for Managerial Effectiveness in the Nigerian Banking Sector. Quarterly Journal of Contemporary Research; 6(4): 48 – 62.  Federal University Otuoke.

 

  • Olu-Daniels, Sunday Olugbenga & Alagah, Adekemi D. (June, 2018). Innovative Competence and Economic Sustainability of Oil and Gas Firms in South-South Nigeria. Unihez Journal of Contemporary Research”; 8 (1): 188 – 210. Hezekiah University Umudi, Imo State, Nigeria.

 

  1. C) Other Publications (CHAPTER CONTRIBUTIONS IN BOOKS)

 

  • Entrepreneurship and Small Business Management: Theory and Practice, (Faculty of Management Sciences, University of Port Harcourt). GES – 2nd Edition Published by School of General Studies, University of Port Harcourt – 2011, Peekay Productions Port Harcourt.  Editor: J. E. Urieto.

 

  • Alagah, Adekemi D. (2011): Total Quality Management (Chapter 10). In Onuoha, B. Chima (Editor).   Policy and Strategy.  African Entrepreneurship and Leadership Initiative, Port Harcourt.  (Pp. 161-186). ISBN: 978-978-50406-1-6.

 

  • Alagah, Adekemi D. (2011): Business and Government (Chapter 14) in Onuoha, B. Chima (Editor). Introduction to Business. African Entrepreneurship and Leadership Initiative, Port Harcourt. (Pp. 269-295).

 

  • Fundamentals of Entrepreneurship and Small Business Management: Ethics and Social Responsibility, Onuoha, B. C.; Obiora, J. N.; Alagah, Adekemi D. and Waribugo, S.   GES –Published by School of General Studies, University of Port Harcourt – February, 2016, University of Port Harcourt Press Ltd. pp. 189 – 210. Editors: Chima Onuoha and Solomon Egbe.

 

 

LINKS TO SOCIAL MEDIA PAGES:

https://web.facebook.com/kemi.alagah?_rdc=1&_rdr

CONTACT DETAILS:

MOBILE: 08033093459 / 08054274593

E-MAIL: alagah.adekemi@uniport.edu.ng; alagahk@gmail.com

WEBSITE ADDRESS: http://www.uniport.edu.ng/resources/staff-profile.html

 

OFFICE BLOCK/ADDRESS: Faculty of Management Sciences, Department of Management, University of Port Harcourt, Nigeria.

CONSULTING/VISITING TIME: By appointment

 

S/N NAMES ABSTRACTS
(A) BOOK

 
 

1

  

J. E. O. Oshi; Alagah, Adekemi D. and Onuoha, B. C. (2018). Basic Business Communications.  African Entrepreneurship and Leadership Initiative, Port Harcourt. ISBN: 978-978-50406-8-5.
 

(B)

  

Articles in Learned Journals

 
2  

Ogbuji, Chinedu N., Izogo, Ernest Emeka, and Alagah, Adekemi D. (July, 2011). A Review of The Factors Off-Putting the Application of Relationship Marketing in Nigeria. African Research Review, 5(4), 89 – 103. (www.afrrevjo.com) ISSN 1994-9057 (Print). ISSN: 2070-0083 (Online).

 This study sought to ascertain the factors that hamper the application of RM in Nigeria.  From empirical findings, it was argued that lack of trust, commitment and promise fulfillment, low level of technical development, lack of internal marketing and loose competitive states of Nigerian business environment are the leading factors restraining the application of RM in Nigeria.
3 Tende, F. B., Ukoha, O, and Alagah, Adekemi D. (2017).  Organizational Justice and Employee Loyalty of Oil Servicing Firms in Port Harcourt. International Journal of Advanced Academic Research | Social & Management Sciences; 3(4): 50-59. (www.ijaar.org) ISSN: 2488-9849 (Online). This study scrutinizes the association amid organizational justice and employee loyalty of oil servicing firms in Port Harcourt.  A sample of 155 employees was drawn from the population of 261 using the Krejcie & Morgan table for the five oil service firms in port Harcourt.  Three null hypotheses were drawn from the elements of all the variables.  Spearman’s Rank order correlation coefficient was used to scrutinize the null hypotheses, via the aid of Statistical Package for Social Sciences (SPSS) version 21, at 5% level of significance.  All the null hypotheses were rejected.  Hence, there is a significant relationship amid organizational justice and employee loyalty of oil service firms in Port Harcourt.  It was thus recommended that management should create policies with strict distributive mechanism for the circulation of economic benefits as employees are concerned with having economic benefits that are commensurate with their efforts.
4. Nwizia, T. J., Ojiabo, U. and Alagah, Adekemi D. (2017).  Organizational Politics and Employee’s Job Satisfaction in the Health Sector of Rivers State.  International Journal of Advanced Academic Research | Social & Management Sciences; 3(7): 88-106.

 

 The study investigated the relationship between organizational politics and employees’ job satisfaction in the health sector of Rivers State.  The study utilized the cross sectional research design.  A sample size of 274 was determined using Krejcie and Morgan (1970) table.  Data for the study were collected with the aid of questionnaire.  274 copies of questionnaire were distributed and 245 copies were retrieved.  Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us analyzed the data using Spearman’s Rank Order Correlation Coefficient statistic with the aid of Statistical Package for Social Sciences (SPSS).  The findings revealed a significant association between organizational politics and employees’ job satisfaction and we concluded that organizational politics affects employees’ job satisfaction in the health sector of Rivers State.  It was then recommended that, Management in the health sector of Rivers State should actively focus on positive political behaviour that will fuel workers’ job satisfaction and they should ensure proper pay
5. Tende, F. Buradum and Alagah, Adekemi. D. (2017). Influence of Human Resource Planning on Organizational performance of Fast Food Companies in Port Harcourt, Nigeria.   Imperial Journal of Interdisciplinary Research (IJIR); 3(11): 410 – 418.

 

 Attempts to enhance the capabilities of organizations to serve its intended purpose are tied to several distinguishing attributes of prospective and existing manpower available to it. This study seeks to identify the influence of human resources planning (HRP) on organizational performance (OP) of fast food companies in Port Harcourt.  Eighty-two (82) copies of the survey instrument was administered to the managers of the ten (10) fast food companies under review in Port Harcourt nonetheless, only sixty-three (63) copies returned and were analyzed.  This work adopted the census study technique, and espoused the Product Moment Correlation Coefficient with the aid of Statistical Package for Social Sciences (SPSS) amongst other tools. As established by the conclusion drawn from the analysis and discussion on findings, it was recommended that: organizations should through human resource planning policies introduce and institutionalize effective human resource plans to proactively forecast the actual numerical strength of manpower needs of the organization if the intention is to increase productivity and organizational performance.
6. Alagah, Adekemi D. and Tende, F. Buradum (2017).  Talent Retention and Organizational Agility of Insurance Companies in Port Harcourt, Nigeria. International Journal of Advanced Academic Research; 3(8): 1 – 14.

 

 This strand of research sought to examine the nexus between talent retention and organizational agility of insurance companies in Port Harcourt.  102 managers and supervisors were drawn from the population size of 140 using Krejcie and Morgan (1970) sample size determination table for the ten insurance companies for the study.  Two testable null hypotheses were formulated from the variables.  Spearman’s Rank Order Correlation Coefficient was employed to analyze the null hypotheses, via the aid of Statistical Package for Social Sciences at 5% level of significance. 99 copies of the questionnaire were retrieved and analyzed out of the 102 copies of the questionnaire administered.  All null hypotheses were rejected and the alternate accepted.  Hence, it was concluded that talent retention significantly influences organizational agility in insurance companies in PORT Harcourt.  Therefore, for insurance agencies to survive, grow, and make profit, it should source, hire and retain valuable relevant talents, and should patiently take them through talent development programmes that would help improve both flexible and responsive capabilities among employees.  It was recommended that management of insurance companies should implement formulated policies for talent development as this will help improve the level of employees’ responsive capabilities and engender the overall agility of the firm.
7. Jack Adokiye, Alagah, Adekemi D. and B. C. Onuoha (2017). Entrepreneurial Mindset and organizational Success in SMEs in Rivers State. International Journal of Advanced Research and Publications (IJARP); 1(5): 28 – 39. (www.ijarp.org)  ISSN: 2456-9992

 

 This empirical study on entrepreneurial mindset and organizational success was to ascertain the relationship between the dimensions of the predictor variable; innovativeness, proactiveness and risk-taking and the measures of the criterion variable; customer satisfaction and market share. The study used the cross-sectional overview of the semi-trial plan, while simple random technique was adopted.  Data were collected through the questionnaire and analysis was done using the Spearman’s Rank Correlation Coefficient via the Statistical Package for Social Sciences (SPSS) version 21.  Results of the findings showed that a significant relationship exists between both variables (entrepreneurial mindset and organizational success). Hence, all stated null hypotheses were rejected.  It was therefore recommended that SMEs operators and managers should be entrepreneurial and the government should pay attention to formulating enabling policies and the provision of infrastructures that will enhance the success of SMEs in Rivers State.
8. Osah, Dennis Isaiah, Ukoha Ojiabo and Alagah, Adekemi D. (2017).  Workplace Discrimination and Employee Performance in Nigerian Food and Beverage Sector. International Journal of Advanced Academic Research | Social & Management Sciences; 3(11): 61 – 85.

 

 This research work was undertaken to empirically test the relationship between workplace discrimination and employee performance in the Nigerian Food and Beverage firms in Rivers State.  It further examined the extent to which discrimination in workplace correlates with the efficiency of employees.  The purposive sampling technique was used in the selection of five (5) firms from the list of firms registered with the Manufacturing Association of Nigeria.  A sample size of 186 respondents was determined using the Taro Yamane formula.  The data were analyzed using the Spearman rank order correlation coefficient.  Results of our analyses showed that there is a significant relationship between workplace discrimination and employee performance however, gender discrimination, religious discrimination, and ethnic discrimination were negatively correlated with quality of work and employee efficiency.  Based on our findings, it was recommended that managers of fast food firms should properly manage diversity by organizing seminars for workers in order to enable them see the benefits of diversity so as to eliminate discrimination in the workplace.
9. Woko, Emmanuel Boma, Ukoha, Ojiabo and Alagah, Adekemi D. (2018).  Organizational Climate and Job Satisfaction in Local Manufacturing Sector in Port Harcourt.  International Journal of Advanced Academic Research | Social & Management Sciences; 4(4): 166 – 184.

 

 The main aim of this research was to investigate if there is a relationship between organizational climate and job involvement. 182 employees comprising of managers, supervisors and draftsmen were purposively selected from 6 firms.  The sample size for the study was 123 employees. This was determined using the Krejcie and Morgan (1970) table.  Data were gathered with the use of structured questionnaire, and the Kendall_tua statistical correlation coefficient was used for the analyses of data. results showed that the organizational climate have a positive significant relationship on employees’ job satisfaction and thus we recommended that management should give more attention to studying and understanding their organization’s climate as this is a factor that importantly contribute to the satisfaction of employees if they must perform efficiently and effectively.
10. Akpan, Ekeabasi Charles & Alagah, Adekemi D. (2019).  Managerial Resilience and Organizational Effectiveness of Deposit Money Banks in Rivers State.  International Journal of Academic and Research; 13(1): 1-10.

 

 This study examined the relationship between managerial resilience and organizational effectiveness of deposit money banks in Rivers State, Nigeria. Cross sectional research design was adopted in studying sixteen (16) of these institutions. Our respondents were managerial employees constituting the population of the study. From the field survey, we retrieved and analyzed seventy (70) copies of questionnaire from the participants; Spearman’s rank correlation coefficient statistical tool was used to determine the relationship existing between the variables while the p-value obtained were used to test hypotheses developed for the study. Findings revealed the existence of significant relationship between the dimensions of managerial resilience namely; proactive posture and adaptive capacity and the measures of organizational effectiveness given as productivity and market share. It was then concluded that the resilience of managers of today’s business organizations undoubtedly has significant relationship with effectiveness within the organization; thus performance is enhanced for these unique traits. This gave rise to our recommendations for the banks and other business organizations operating in this era of stiff competition; that they should remain proactive to prepare for changes which are prevalent in the market as well as strategically align to adapt where necessary; this way, they will remain competitive and survive in the designated industry as well as promoting effectiveness within the system.
11. Alagah, Adekemi D. (2009). Innovative Entrepreneurial Mindset and Organizational Health in Nigerian Workplaces. Nigerian Business and Social Review, 8(2), 163-182. ISSN 1596-955X

 

 The purpose of this study is to investigate the relationship between innovative entrepreneurial mindset and organizational health in Nigerian Workplaces.  From the analysis of the data collected, it was found that process and administrative innovation significantly relate with all the measures of organizational health.  It was therefore concluded that managers in Nigerian workplaces should sufficiently educate their subordinates on the desired work behaviour that can enhance efficiency and effectiveness arising from this.
12. Alagah, Adekemi D. (2009). Proactive Entrepreneurial Mindset and organizational Health in Nigerian Workplaces. Nigerian Journal of Management Sciences, X(1), 108-125.

 

 The major objective of this work is to examine the relationship between proactive entrepreneurial mindset and organizational health in Nigerian workplaces.  Primary and secondary data were collected from 135 respondents.  The study revealed that there was significant relationship between proactive entrepreneurial mindset and organizational health, especially with reference to resource utilization, goal focus and autonomy.  It was therefore concluded that as a measure of improving the health of organizations, entrepreneurs should be more proactive, rather than relying on the appropriateness of resource availability and utilization.
13. Offurum, C. O., Amabebe T.  and  Alagah, Adekemi D. (2010).  Product Costing Practices in Nigerian Manufacturing Firms.  ABSU Journal of Management Sciences; 6 (1): 81-98.

 

 The study was designed to explore the product costing practices of manufacturing companies in Nigeria.  Data were collected from cost accounting books and journals.  The data were analysed and the following findings were made; most manufacturing companies in Nigeria practice product costing, the most widely adapted methods of product costing method is scale of production etc.  it was recommended that manufacturing companies in Nigeria should improve on their costing of labour and overhead so as to derive more realistic unit cost which can be used in product(s) price fixing in times of stiff competition.
14. Offurum, C. O., Alagah, Adekemi D., and Amabebe T. (2010).   Reiterating the Management of Target/Product Costing Practices:  A Lesson for the Entrepreneur.  Journal of Business Studies; XII (1): 163-183.

 

 This paper provides useful insight as to how the African entrepreneur can accomplish a desirable and essential decision.  It also examines cost ascertainment, cost analysis and classification, classification by type of expenditure, behavioural, allocation or traceability, function, costing methods, specific order costing, costing techniques, standard costing and variance analysis.

 
15. Alagah, Adekemi D. and Victor Chidiebere Adim (January, 2011).  Entrepreneurial Orientation and Performance of Women Entrepreneurs in Rivers State.  Journal of Business Studies; XIII (1) 193-219.

 

 The study examined the significant differences between male and female entrepreneurial behaviour based on success factors.  It assumed that this is built on the entrepreneurial orientation in decision contexts.  Gender differences in behaviour might be caused by gender differences in entrepreneurial orientation preferences, but they might also be caused by situational factors such as options provided to females and the advice they receive.  Numerous theoretical and practical reasons support the generation of greater knowledge about the influences of situational and personal characteristics between females and males on decision-making.
16. Alagah, Adekemi D. and Eniola, Y. T. (2011).  Anxiety, Frustration, Defense Mechanism and the Workplace.  Trend Journal of Management and Social Sciences; 4 (3): 113-129).

 

 Three emotions have been found to affect the performance of employees and two out of the three emotions, i.e. anxiety and frustration, are our focus in this paper. An attempt at defining these emotions, highlighting how they manifest, their impacts on individuals and the organization they work for is made. Recognizing the fact that most of the behavioural patterns that accompany these emotions are considered antisocial, individuals seek for an escape route to reduce the impact these emotions have on them and the impression others have of them. These acts are often unconsciously done, requiring them to distort the facts about their experience. Adopting a defense mechanism may appear a way out for the individual but the reality is that it is only a temporal solution. This paper therefore recommends a more proactive approach to the management of these emotions starting from the proper recruitment, selection and socialization of employees.

 

 
17. Alagah, Adekemi D. (2012). Risk-Taking Entrepreneurial Mindset and Organizational Health in Nigerian Workplaces. ABSU Journal of Management Sciences; 8(2): 129-148.

 

 This study examined the relationship between risk-taking entrepreneurial mindset and organizational health in Nigerian workplaces.  Data for the study was obtained from 105 respondents in Telecommunication firms in the South-South and South- East Geopolitical zones.  The relationship was validated through the use of Spearman’s Rank Order Correlation Coefficient.  The findings revealed that there is a significant relationship between the variables: Resources utilization, goal focus and autonomy.  Based on the findings, it was concluded that risk taking has been an inseparable part of entrepreneurship and therefore contribute to organizational health.  Leader-managers are therefore advised to ensure that they take minimum risk as a measure of ensuring the development of their organizational health.

 
18. Blessing B. Basil and Alagah, Adekemi D. (2013).  Search for Virtue Ethics and Organizational Sustainability in Nigerian Workplaces.  West African Journal of Business, 15(1), 156 – 171.

 

 Development in the Nigerian workplaces has shifted its emphasis from the place of ethics in functioning and behaviour at work. This study therefore has taken theoretical lenses in examining the aspect of virtue ethics as a measure of enhancing organizational sustainability.  It identified role identity and holism as dimensions which will enhance sustainable human capital and material resources.  It was concluded that this is subject to structural dimensions within the workplace.
19. Alagah, Adekemi D. and Dede, T. L. (2014). Workplace Incivility:  Concept, Effects and Remedies in Nigerian Work settings. Journal of Business and Value Creation; 3(1): 92-105.

 

 

 Incivility is a serious business issue that has been in existence for many years but has received little attention in the Nigerian Work environment, yet this is one cancerous phenomenon that is eating deep into the fabric of organizations’ bottom line.  A close look at people’s behaviour in general in organizations clearly depicts the fact that civility today either in superiors, subordinates, or peers in the workplace is a scarce commodity.  No doubt incivility dominates and cuts across all cadres of organizations.  It exists in small, medium, and large scale organizations – small, medium, or large scale organizations.  This paper highlighted the issue of workplace incivility.  It critically discussed workplace incivility with reference to the extant literature in this area and recommends how Nigerian managers can curb or minimize the level of this deviant behaviour in our today’s various workplaces, so as to sustain the health of the organization overtime and improve its bottom line.
20. Worlu, G. O. and Alagah, Adekemi D. (2016). The Case for developing psychological characteristics of entrepreneurs in Nigeria.  University of Port Harcourt Journal of Management; 1 (2): 90 – 107

 

 Entrepreneurship remains one of the key vehicles for getting the country out of economics difficulties.  Based on extant research, this paper presents some psychological characteristics that separate successful entrepreneurs from unsuccessful ones. Previous studies  have focused so much on demographic  and environmental factors as the determinants of entrepreneurial success.
21. Alagah, Adekemi D. and Okene, N. (Dec. 2016).  An Analysis of the Hawthorne Experiments and its Implications in the Nigerian Workplace. University of Port Harcourt Journal of Management; 1 (2): 111 – 120. (Nigeria).

 

 This paper attempted to revisit Elton Mayo’s Hawthorne Experiments with a view of regenerating interests on how it has influence the today‘s Nigerian workplace. It revitalizes interest on the influence of physical work environments on diverse organizational outcomes.  An in-depth analysis of the Hawthorne experiment was done and the findings were related to the modern workplace. From close reviews, we discovered that for decades, the Hawthorne tests have provided the basis for which human relations exists within the organization. The paper concludes that management of Nigerian Organizations should use deep sentiments and develop concern for their workers so as to improve the productivity level and the performance of their employees.
22. Alagah, Adekemi D. (2018).  Inequality in Organizations and Employee Well-Being:  Practical Implications.  “The Business Master”; 5(3): 15 – 22. Ignatius Ajuru University of Education.

 

 Inequality has been a canker worm that is eating deep into the fabrics of organizational life.  Several studies have been carried out in this area especially in the social sciences and healthcare, but not much attention was given to it in behavioural or organizational research especially on the broader discourse until recently.  Previous studies on inequality have focused more on demographic characteristics such as gender, age, educational background and ethnicity to explain the phenomenon but the role that inequality play on employee’s well-being has scarcely been considered.  Therefore, based on the available extant literature, this paper critically x-rayed and discussed inequality from some organizational practices and individual experiences perspective in order to propose how this bug can be curbed by managers so as to foster excellent employee well-being for maximum effectiveness.

 
23. Tende, Friday Buradum & Alagah, Adekemi D. (2018).  Organizational Courage: Origin, proxies and Benefits that Drives Employee Performance.  Journal of Economics, Management and Social Sciences; 4(4): 25 – 35. Federal University Wukari. 

 

 This work attempts to discuss how employee performance can be improved through organizational courage.  The culture of the organization is perceived to have a strong effect on individuals which make them courageous and contribute to exposing act(s) of delinquencies within the firm.  The goal setting and consequentialist theories were adopted to serve as undergirded theories thereby giving a foundational support for this study.  The views of relevant scholars were reviewed in line with the concepts, and conclusions and policy implications were drawn.
24. Alagah, Adekemi D. (2018).  Workgroup Diversity and Group Cohesiveness in the Nigerian Telecommunication Industry.  Quarterly Journal of Contemporary Research; 6(4): 167 – 179.  Federal University Otuoke.

 

 This paper made an attempt to investigate the influence of workgroup diversity on group cohesiveness of firms in the Nigeria telecommunication industry. Four research hypotheses were stated to guide the study. The states hypotheses enabled the researcher to ascertain if an association exists among variables using dimensions and measures that fits. The Kendall_tau Correlation coefficient was adopted to test for association using the SPSS version 22. Results obtained were not surprising as it showed a significant and positive association between the variables under review. All the stated null hypotheses were rejected and conversely the alternate hypotheses were accepted, and recommendations were made.
25. Tende, Friday Buradum and Alagah, Adekemi D. (2018). Exploring Corporate Culture as a Foundational Tool for Managerial Effectiveness in the Nigerian Banking Sector.  Quarterly Journal of Contemporary Research; 6(4): 48 – 62.  Federal University Otuoke.

 

 This study is steered towards furnishing managers with managerial effectiveness feat in the Nigeria Banking Sector through the introduction and application of a sound corporate culture. Quasi-experimental and cross sectional survey techniques, structured questionnaire on a five point Likert Scale, Spearman’s Rank Order Correlation Coefficient through Statistical Package Social Sciences, and census technique were all used. The influence of corporate culture was measured using process and result oriented philosophies on goal attainment and customer satisfaction to ascertain managerial effectiveness considering innovative technology in the Nigeria Banking Sector in Nigeria. The response rate is at 94%, and conclusion drawn.
26. Olu-Daniels, Sunday Olugbenga & Alagah, Adekemi D. (June, 2018).  Innovative Competence and Economic Sustainability of Oil and Gas Firms in South-South Nigeria. Unihez Journal of Contemporary Research”; 8 (1): 188 – 210. Hezekiah University Umudi, Imo State, Nigeria.

 

 The role of innovative competence in engendering economic sustainability among oil and gas firms in Nigeria was the major thrust of this study.  To establish the relationship between the two constructs, economic sustainability was measured with profit making and market share, while innovative competence was dimensioned as a stand-alone construct; giving rise to two hypotheses.  Data were generated from 242 respondents drawn from 19 upstream sector oil and gas companies in South-South Nigeria.  The analyses were performed using the mean and standard deviation techniques in addition to the structural equation modeling techniques.  The results indicated that there is a significant and high direct relationship between the innovative competence of intrapreneurs and profit making; while there is a significant but low direct relationship between innovative competence of intrapreneurs and market share.  Based on these, it was concluded that innovative competence is a strong antecedent of profit making but a weak antecedent of market share.  Consequently, it was recommended that firms wishing to achieve economic sustainability through innovative competence of intrapreneurs should endeavour to create an intrapreneurial atmosphere that encourages innovativeness in their organizations and they should practice a reward system that encourages innovativeness among their employees such as profit sharing ad bonuses.
(C) Other Publications (Chapter Contributions in Books)

 
27. Entrepreneurship and Small Business Management: Theory and Practice, (Faculty of Management Sciences, University of Port Harcourt).   GES – 2nd Edition Published by School of General Studies, University of Port Harcourt – 2011, Peekay Productions Port Harcourt.  Editor: J. E. Urieto.

 
28. Alagah, Adekemi D. (2011):  Total Quality Management (Chapter 10). In Onuoha, B. Chima (Editor).   Policy and Strategy.  African Entrepreneurship and Leadership Initiative, Port Harcourt.  (Pp. 161-186). ISBN: 978-978-50406-1-6.

 
29. Alagah, Adekemi D. (2011): Business and Government (Chapter 14) in Onuoha, B. Chima (Editor). Introduction to Business. African Entrepreneurship and Leadership Initiative, Port Harcourt.  (Pp. 269-295).

 
30 Onuoha, B. C.; Obiora, J. N.; Alagah, Adekemi D. and Waribugo, S. (2016). Ethics and Social Responsibility in Fundamentals of Entrepreneurship and Small Business Management GES – School of General Studies, University of Port Harcourt –University of Port Harcourt Press Ltd. 189 – 210.  ISBN: 978-2954-22-5. Editors: Chima Onuoha and Solomon Egbe.