Inclusive Human Resource Management (IHRM) and Innovative Work Behaviour in Telecommunication Industry in Rivers State

Abstract

This study examined Inclusive Human Resource Management (IHRM) and Innovative Work Behaviour in Telecommunication Industry in Rivers State. Two hundred employees from the twenty (20) telecommunications services firms were surveyed. Krejcie and Morgan (1970) sample size determination table employed in the study gave a sample size (S) of one hundred and thirty-two (132). Two null hypotheses were established and a total of one hundred and thirty-two (132) copies of the study instrument were distributed, retrieved and analyzed. The Spearman’s Rank order correlation coefficient was employed in the study. The study revealed a significant positive relationship between inclusive human resource management and innovative work behaviour (measured by generating and testing ideas and implementation). As a fall out from the study, it is was concluded that a work ambiance that supports equal opportunities and treatment to all employees is a veritable approach for spurring extra-role behaviors such as the active search, generation, championing and implementation of novel ideas for the growth and success of organization. Thus, it was recommended that telecommunication firms should: Train managers-and hold them accountable—to show that inclusivity is a core competency and identify underrepresented groups’ needs, and give them necessary support and resources.