Being thesis submitted in the department of business administration and marketing, school of management

Source: Researcher’s Field Survey Results, (2016)

Interpretaion

Table 4.3 presents respondents’ opinions on the various aspects of recruitment and selection practices in their establishments in relations to what was regarded as best practice. The table shows that, combining responses under “Moderate Extent”, “Great Extent” and “Very Great Extent”, 93.3% of the respondents agreed that their respective establishments recruit people based on clear and well known recruitment policy (Mean = 4.84, standard deviation = 1.394). 91.5% agreed that the recruitment and selection processes in their organizations are thorough and objective, (Mean = 4.84, standard deviation = 1.031). 85.5% agreed that their establishments do deliberately make attempts to recruit people who share the same set of values and beliefs as that of the establishment (Mean = 4.64, standard deviation = 1.213), 83.8% agreed that their employers keep recruitment and selection practices across the organization mostly consistent, (Mean = 4.59, standard deviation = 1. 197). 71.5% says that their establishments find new workers through reference from existing employees, (Mean = 4.10, standard deviation = 1.498). 80% accepted that their organizations places and promotes people who are best equipped to meet future demands of its business operations and not just qualification, security or length of service (Mean = 4.47, standard deviation = 1.318). This result shows that the respondents believe that their respective establishments engage in best practices in selection and recruitment, with grand mean being 4.58. This is because this grand mean and the mean of each of the items are greater than the bench mark of 3.50 minimum level of acceptance.

Table. 4. 4. Respondents’ opinions on the Level of Corporate Entrepreneurship (CE)

Corporate Entrepreneurship
S/N		To what extent would you agree that the following apply to staff in your establishment?	NE 1	VLE 2		LE 3		ME 4		GE 5		VGE 6			Mean			SD
1.		Staff do not find it too difficult to get proposed actions through due to bureaucratic red tape.	Freq.	12		75		101		232		356			142			4.38		1.189
Perc.	1.3		8.2		11		25.3		38.8			15.5
2.		Staff often have reasons to display enthusiasm for acquiring new skills	Freq.	8		55		107		267		338			149			4.52				2.254
Perc.	0.9		6		11.6		28.9		36.6			16.1
3		Staff often take the initiative on their own ideas	Freq.	10		68		113		255		309			168			4.40						1.192
Perc.	1.1		7.4		12.2		27.6		33.5			18.2
4.		Staff often get people to rally together to meet a challenge	Freq.	13		53		71		236		430			120			4.49		1.086
Perc.	1.4		5.7		7.7		25.6		46.6			13
5.		Staff often devote a great deal of effort to selling their ideas	Freq.	26		49		97		213		387			158			4.46				1.204
Perc.	2.8		5.3		10.4		22.9		41.6			17
6.	Staff often search for a solution immediately, whenever something goes wrong					Freq.	21		36		78		194	391		213			4.65					1.164
						Perc.	2.3		3.9		8.4		20.8	41.9		22.8
7.	Staff often actively try to solve pressing organizational problems					Freq.	15		50		51		238	434		143			4.62		1.978
						Perc.	1.6		5.4		5.5		25.6	46.6		15.4
8.	Staff often use opportunities quickly in order to attain their goals					Freq.	20		41		86		233	375		167			4.52		1.152
						Perc.	2.2		4.4		9.3		25.3	40.7		18.1
9.	Staff often first act and then ask for approval, even when they know that this may annoy other people					Freq.	46		116		123		198	305		135			4.09		1.412
						Perc.	5		12.6		13.3		21.5	33		14.6
10.	Staff often show support for the good ideas of others					Freq.	9		45		84		226	416		144			4.59		1.684
						Perc.	1		4.9		9.1		24.5	45		15.6
11.	Staff often think about their work in new and stimulating ways					Freq.	14		53		79		235	398		147			4.50		1.124
						Perc.	1.5		5.7		8.5		25.4	43		15.9
12.	Staff often quickly change course of action when results aren’t being achieved					Freq.	17		47		109		239	349		170			4.47		1.171
						Perc.	1.8		5		11.7		25.7	37.5		18.3
13.	Staff often find ways to improve the organization products, services or processes					Freq.	23		51		118		197	381		154			4.43		1.216
						Perc.	2.5		5.5		12.8		21.3	41.2		16.7
14.	Staff often feel unconcerned with danger				Freq.		88		138		101		183	317			101		3.87		1.523
					Perc.		9.5		14.9		10.9		19.7	34.2			10.9
15.	If large interests are at stake, staff regularly go for the big win even when things could seriously go wrong				Freq.		68		89		135		241	264			126		4.00		1.425
					Perc.		7.4		9.6		14.6		26.1	28.6			13.7
16.	Staff often boldly move ahead with a promising new approach in my organization when others might not take the risks.				Freq.		25		72		143		223	327			133		4.25		1.257
					Perc.		2.7		7.8		15.5		24.2	35.4			14.4
17.	Staff often take risks in their job				Freq.		21		80		101		241	380			104		4.28		1.199
					Perc.		2.3		8.6		10.9		26	41			11.2
18.	Staff willingly expose themselves to situations with uncertain outcomes				Freq.		47		119		122		184	334			124		4.09		1.409
					Perc.		5.1		12.8		13.1		19.8	35.9			13.3
Grand Mean		4.097922

Source: Field Survey Result, 2016

Interpretation

Table 4.4 presents the respondents’ opinion on the level of different aspects of corporate entrepreneurial work behavior in their respective establishments. 79.6% of the respondents believe that staff do not find it too difficult to get proposed actions through due to bureaucratic red tape (Mean = 4.38, Standard deviation = 1.189), 81.6% said that staff often have reasons to display enthusiasm for acquiring new skills(Mean = 4.52, Standard deviation = 2.254), 79,3% agree that staff often take the initiative on their own ideas(Mean = 4.40, Standard deviation = 1.192), 85.2% believe that staff often get people to rally together to meet a challenge(Mean = 4.49,Standard deviation = 1.086) while 81.5% believe that staff often devote a great deal of effort to selling their ideas (Mean = 4.46, Standard deviation = 1.204).

Also, 85.5% of the respondents accept that staff often search for solution immediately whenever something goes wrong(Mean = 4.65, Standard deviation = 1.164), 87.6% said that staff often actively try to solve pressing organizational problems(Mean = 4.62, Standard deviation = 1.978), 84.1% took the position that staff often use opportunities quickly in order to attain their goals(Mean = 4.52, standard deviation = 1.152), 69.1% accept that staff often first act and then ask for approval, even when they know that this may annoy other people (Mean = 4.09, Standard deviation = 1.412), 85.1% believe that staff often show support for the good ideas of others(Mean = 4.59, standard deviation = 1.604), 84.3% believes that staff often think about their work in new and stimulating ways(Mean = 4.50, standard deviation = 1.124), 81.5% hold the position that staff often quickly change course of action when results are not being delivered (Mean = 4.47, standard deviation = 1.171) while 79.2% believe that staff often find ways to improve the organization products(Mean = 4.43, Standard deviation = 1.211).
In addition, Table 4.4 shows that 64.8% of the respondents believe that staff often feels unconcerned with dangers (Mean = 3.87, standard deviation = 1,523), 67.4% feel that if large interest are at stake, staff would regularly go for the big win, even when things could seriously go wrong (Mean = 4, standard deviation = 1.425), 75% believe that staff often boldly move ahead with a promising new approach in their organization when others might not have taken the risks (Mean = 4.25, standard deviation = 1.257), 78.2% believe that staff often take risks in their job (Mean = 4.28, standard deviation = 1.199), while 69% believe that staff would willingly expose themselves to situations with uncertain outcomes(Mean = 4.09, standard deviation = 1.409).
From Table 4.4, it may be inferred that the respondents believe that, on the whole, employees in both banking and civil services institutions in Lagos and Ogun States exhibit corporate entrepreneurial work behavior, with a grand mean of 4.0979. The mean of the responses to each of the items is greater than 3.5 which is the bench mark for the acceptance of the particular entrepreneurial behavior as present in the organization. Comparing the results in Table 4.3 and Table 4.4 (with grand mean 4.57941 for recruitment practices and grand mean 4.0979 for corporate entrepreneurship), it can be deduced that there is a relationship between best practices in recruitment and corporate entrepreneurship in the two types of institutions. This provides answer to our research question one (1) and thus enabled us to achieve our objective one (1). This is further tested in our hypothesis one below: