Amachree, M. J.
Department of Management, Faculty of Management Sciences, Rivers State University,
Port Harcourt, Nigeria
Tamunomiebi, M. D.
Department of Management, Faculty of Management Sciences, Rivers State University,
Port Harcourt, Nigeria
ABSTRACT
This study examined the relationship between selective hiring and employee innovative behaviour of non- teaching staff in Federal Universities in South-South, Nigeria. The study adopted the cross-sectional research survey design. Primary data was generated through structured questionnaire. The population of this study was 19,477 non-teaching staff in seven in Federal Universities in South-South, Nigeria. The sample size 392 was determined using Taro Yamane sample size determination formula. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. The tests were carried out at a 0.05 significance level. Findings revealed that there is a significant relationship between selective hiring and employee innovative behaviour of non- teaching staff in Federal Universities in South-South, Nigeria as moderated by organizational culture. Therefore, the study concludes that selective hiring positively enhances employee innovative behaviour in Federal Universities in South-South, Nigeria. Hence, the study recommends that management of Federal Universities should invest in robust recruitment and selection processes that carefully evaluate candidates for their innovative thinking skills, problem-solving abilities, and potential for creativity. This can be achieved through competency-based interviews, assessment centers, and the inclusion of innovative thinking assessments.
Keywords: Selective hiring, employee innovative behaviour, idea generation, idea promotion, idea realisation
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