ABSTRACT
The workplace in Edo State Civil Service is influenced by societal cultural values, which have a significant impact on employee behavior, motivation, job satisfaction, and productivity. However, there is a lack of comprehensive research in this area. This study aims to address this gap and achieve the following objectives: identify and analyze prevalent societal cultural values in Edo State that influence workplace behavior; examine the relationship between these cultural values and employee motivation, job satisfaction, and productivity; investigate how cultural values impact interpersonal relationships and collaboration among staff; explore the role of organizational culture in aligning with societal cultural values; and assess the challenges faced by employees in adapting their behavior to these cultural values. The research design chosen for this study was exploratory, using a one-shot or cross-sectional approach, which involved a single data collection from respondents. To gather data, a survey design was employed, as it was most appropriate for exploratory research with a small sample size. Both quantitative and qualitative methodologies were used. Quantitative data was collected through questionnaires, while qualitative data was obtained through in-depth interviews. The study's population consists of all male and female personnel in the Edo State Civil Service who had worked for at least three years. The sample size was determined to be 387, but only 380 finally participated in the study. The data collection instruments included structured questionnaires for quantitative data and unstructured in-depth interview guides for qualitative data. The quantitative data was analyzed using SPSS, while qualitative data was transcribed and analyzed for recurring themes. The validity and reliability of the instruments were ensured through a pilot test, adjustments based on feedback, and expert input in the field. The study found that the majority of respondents (62.4%) considered cultural values to have a significant influence on workplace behavior. The study demonstrated that cultural values have a substantial impact on workplace behavior in Edo State. While these values serve as strong motivators, fostering commitment and job satisfaction, they also present challenges, necessitating a balance between tradition and innovation for enhanced productivity. Cross-cultural collaboration was influenced by these values, with challenges and misunderstandings requiring mitigation strategies. Some employees perceived conflicts between certain cultural values and expected workplace behavior, emphasizing the need to address these discrepancies. In conclusion, there was considerable importance and belief in the influence of societal cultural values on workplace behavior among the staff of Edo State Civil Service. It is recommended that to promote a productive work environment, organizations should align their policies and practices with these cultural norms.
