Knowledge-Based Human Resource Management and Organizational Citizenship Behaviour in the Delta State Civil Service, Asaba

Abstract

This study was guided by the importance of a skilled workforce in achieving government objectives. Like other state civil services in Nigeria, the Delta State Civil Service was established to implement government policies and directives; however, it has continued to face challenges related to weak policy implementation over the years. Against this backdrop, the study examined the influence of knowledge-based human resource management (HRM) practices on Organisational citizenship behaviour (OCB) in the Delta State Civil Service, Asaba, Nigeria. The HRM practices considered include knowledge-based recruitment and selection, training and development, performance appraisal, and compensation systems. A survey research design was adopted, and data were collected using structured questionnaires administered to employees of the Delta State Civil Service Commission in Asaba. Systematic random sampling was used to select respondents, resulting in a sample size of 153 participants. Out of the total questionnaires distributed, 129 were properly completed and returned, representing an 84.3% response rate. The data collected were analysed using both descriptive and inferential statistics with the aid of SPSS version 23.0. The findings revealed that all the dimensions of knowledge-based HRM practices, recruitment and selection, training and development, performance appraisal, and compensation, have a significant positive effect on Organisational citizenship behaviour in the Delta State Civil Service. The study, therefore, concludes that knowledge-based HRM enhances Organisational citizenship behaviour by improving Organisational knowledge, promoting learning, and encouraging knowledge creation among employees. Based on these findings, the study recommends, among others, that the Delta State Civil Service should strengthen its knowledge-based HRM policies in ways that promote employees’ civic behaviour. It further suggests that such policies should be designed to attract, motivate, and retain competent personnel to improve overall Organisational performance.