| Organizational effectiveness is strongly tied to employee performance,which is in turn,affected by organizational climate.Issues that breed tensions and a feeling of dissatisfaction–which result in employee grievance – cannot be totally eliminated in any organization as humans have different personalities and as such,different goals,expectations and experiences.This makes it important for every organization to preempt the possibility of employee grievances and establish good employee relations systems to effectively manage any issues of dissatisfaction that employees may have.The aim of the study is to explore the influence of employees’ individual characteristics and grievance mechanism on employees’ grievance behavior.The study employed a descriptive survey research design of the cross-sectional type involving 300 respondents drawn from three top-performing banks across three major cities in Nigeria.However,analysis was based on the 241 questionnaires that were successfully retrieved from the field.Data was generated using self-developed and validated questionnaire and analyzed using descriptive and inferential statistics of frequency counts and logistic regression respectively.The study found that employees’ gender,age,education,employment years,employment forms and other factors affect employees’ grievance behavior and satisfaction with the enterprise’s grievance handling mechanism;Employees’ legal awareness,work intensity,salary level and leadership ability are significantly related to grievance handling behavior;Management factors such as the skills and speed of dealing with employee dissatisfaction are significantly related to employee grievance behavior;The employee grievance handling mechanism,such as the convenience of information access,the integrity and sufficiency of information,the efficiency of the grievance handling mechanism,and the effectiveness of the grievance handling are negatively related to the employee grievance behavior.This study integrates organizational,institutional and individual factors,explores the causal relationship between organizational factors and employees’ individual factors and employees’ grievance behavior,and constructs an integrated framework of causal logic between organizational and individual factors and employees’ grievance;Moreover,this study provides empirical evidence of Nigeria.Based on the findings of the study,it was concluded that there is a need for the focus organizations to establish a prompt and effective grievance handling mechanism that offers peaceful ways of operating to reduce the fears and pressure faced by employees by settling disputes.Furthermore,there is need for these organizations to take prompt actions when grievances arise by identifying and resolving these grievances.In addition,there is need to train and retrain managers or supervisor so as to enhance their capabilities in successfully managing employee complaints and grievances. |
