Kabiru Maitama Kura
@polytechnic.bh
Associate Professor of Human Resource Management, Faculty of Business and Logistics
Bahrain Polytechnic
Kabiru Maitama Kura is an industrial-organizational psychologist with over 20 years of teaching, research, administrative, and consulting experience. Kabiru is currently an Associate Professor of Human Resource Management at the School of Business, Bahrain Polytechnic. Before accepting his current academic role at Bahrain Polytechnic, Kabiru was an Assistant Professor of Human Resource Management and Organizational Behavior at the UTB School of Business, Universiti Teknologi Brunei. He was also a Visiting Associate Professor (Reader) at the Department of Business Management, Capital City University Kano, Nigeria.
Kabiru received his Doctor of Philosophy ( in Human Resource Management from the Universiti Utara Malaysia. His research focuses on workplace deviance, counterproductive work behavior, organizational citizenship behavior, job attitudes, personality and individual differences, leadership, green workplace behavior, safety performance, and diversity management.
EDUCATION
PhD in Human Resource Management, 2014 - Universiti Utara Malaysia
MSc in Business Administration, 2012 - Ahmadu Bello University Zaria, Nigeria
Master of Business Administration (MBA), 2004 - Ahmadu Bello University Zaria, Nigeria
BSc in Business Administration, 1997 - Bayero University Kano, Nigeria
RESEARCH, TEACHING, or OTHER INTERESTS
Organizational Behavior and Human Resource Management, Strategy and Management, Management Science and Operations Research, Management Information Systems
Scopus Publications
Scholar Citations
Scholar h-index
Scholar i10-index
Scopus Publications
Kabiru Maitama Kura, Faridahwati Mohd Shamsudin, Kabiru Jinjiri Ringim, and Mahmoud AlZgool
Frontiers Media SA
COPYRIGHT © 2023 Kura, Shamsudin, Ringim and AlZgool. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. Editorial: Every cloud has a silver lining—COVID-19 and positive work outcomes
Hartini Mashod and Kabiru Maitama Kura
Springer International Publishing
Amer Ahmad AlAnazi, Kabiru Maitama Kura, Ebi Shahrin Suleiman, and Ramatu Abdulkareem Abubakar
International Journal of Innovation Science Emerald
Purpose To address this question, this study aims to drew from resource-based view to examine the mediating role organisational innovation in the relationship between change-oriented leadership and organisational performance. Design/methodology/approach Given that the unit of analysis is an organisation, 219 principal officers, including Presidents/Rectors, Vice Presidents/Vice-Rectors, Registrars and Deans, were invited to complete the survey on behalf of their universities. Findings Results of the partial least squares structural equation modelling confirmed the positive relationship between change-oriented leadership and university performance. The results provide evidence that organisational innovation directly facilitates university performance. As expected, the relationship between change-oriented leadership and university performance was found to be mediated by organisational innovation. Practical implications Overall, this study successfully modelled organisational innovation as an underlying mechanism behind the change-oriented leadership – university performance relationship, thereby by testing resource-based theory in Saudi Arabian context. From a practical perspective, results suggest that to improve their performance is imperative for executive leaders in Saudi universities to focus on several specific work design strategies, obtaining feedback about their change-oriented leadership style from followers. Originality/value Whilst there has been a considerable amount of research emphasising the importance of change-oriented leadership, there has been little research linking this fundamental aspect of leadership to organisational performance. Yet an understanding of the possible mechanisms behind this linkage has not received attention.
Fahmi Ibrahim, Hazimah Suhip, Kabiru Maitama Kura, and Liana H. M. Noor
Handbook of Research on Developing Circular, Digital, and Green Economies in Asia IGI Global
With the high demands to provide service quality, growing workforce, and globalization of economy, HR has transformed into an inevitable power of technology that transforms HRM into electronic human resource management (E-HRM) systems. Brunei Darussalam without exception is also practicing E-HRM in the government sector called government employee management system (GEMS). This chapter investigates the user satisfaction of E-HRM by examining the current status of GEMS in Brunei Darussalam. The user satisfaction was studied through seven elements: the implementation of E-HRM, training, user-friendliness, infrastructure, data security, technical support, and user support. Qualitative interview and descriptive quantitative method were conducted on HR officers from the public organization. Findings revealed that the GEMS are not able to provide satisfactory system. This chapter has developed a theoretical framework as a recommendation to integrate relevant elements, together with the influence of age, gender, and years of service that impact user satisfaction.
Umair Ahmed, Kabiru Maitama Kura, Waheed Ali Umrani, and Munwar Hussain Pahi
Global Business Review SAGE Publications
The purpose of this article is to examine the relationship between developmental human resource (HR) practices and work engagement by focusing on the moderating role of service climate. Specifically, employee training opportunities, career developmental opportunities, and developmental performance appraisal were cast as the key dimensions of developmental HR practices. We used cross-sectional data with survey from 277 employees in six large banks in Pakistan. The results suggest that each of the dimensions of developmental HR practices was positively related to work engagement. Also, service climate was found to moderate the relationship between training opportunities and work engagement. Similarly, results showed that service climate moderated relationship between career developmental opportunities and work engagement. Regarding the practical implications, results suggest that policymakers should consider enriching HR factors by providing supportive environment, feedback and service climate to enhance employee engagement. In terms of originality, we contended that, to date, there is paucity of empirical study linking developmental HR practices to employees’ work engagement. Hence, the present study addressed this gap by examining the relationship between developmental HR practices and work engagement, as well as the boundary condition on these relationships.
Malam Salihu Sabiu, Kabiru Maitama Kura, Tang Swee Mei, Mohd Hasanur Raihan Joarder, and Waheed Ali Umrani
Informa UK Limited
ABSTRACT Although prior research has consistently established a positive relationship between performance appraisal and organizational performance across different research contexts, the mechanisms that underlie this link remain unclear. The present study attempts to fill this void by testing the mediating role of ethical climate in the relationship between performance appraisal and organizational performance across 181 Nigerian public sector agencies. Cross-sectional mediation analyses were performed using partial least squares path modeling approach. Results indicated that performance appraisal was positively and significantly related to organizational performance. Regarding the mediating effect, ethical climate significantly mediated the relationship between performance appraisal and organizational performance. The study made recommendations and drew suggestions for future research to enhance the performance of public sector agencies.
Kabiru Maitama Kura, Faridahwati Mohd. Shamsudin, Waheed Ali Umrani, and Noor Maya Salleh
Informa UK Limited
ABSTRACT Although there is strong evidence in the literature to support the relationship between human resource development (HRD) practices and counterproductive work behavior (CWB), little is known about the psychological processes underlying this relationship. The present study examined whether employee engagement mediates the relationship between HRD practices and CWB. Participants were 271 employees enroled in a part-time Master of Business Administration (MBA) program at a large public university in Nigeria. After controlling for demographic characteristics, results showed that HRD practices were negatively related to CWB. The results also indicated that employee engagement plays a role in mediating the relationship between HRD practices and CWB.
Waheed Ali Umrani, Kabiru Maitama Kura, and Umair Ahmed
Emerald
Purpose The purpose of this paper is to investigate the relationship between corporate entrepreneurship (CE), organizational culture (OC) and business performance (BP). Additionally, the study has attempted to address the moderating influence of OC on CE–BP relationship. Design/methodology/approach Data were collected from middle managers of Big Five banks of Pakistan. A two-step approach to structural equation modeling was used. Using confirmatory factor analysis, the measurement model fit was determined. The significance of the theoretical relationship was assessed using structural model. Findings The results have supported the hypothesized direct and moderated relationship. Originality/value The present study extends the body of knowledge in testing the resource-based view of the firm theory and contingency theory through providing empirical evidence on the hypothesized relationships. Additionally, the study has contributed in the existing theory through evaluating the moderating of OC by using interaction effect in partial least squares structural equation modeling (PLS-SEM).
Isidore Ekpe, Norsiah Mat, Aminu Ahmad, and Kabiru Maitama Kura
Inderscience Publishers
Kabiru Maitama Kura
Emerald
Purpose Drawing on social learning and self-efficacy theories, the purpose of this paper is to examine links among perceived workgroup norms, self-regulatory efficacy, and deviant workplace behaviours. Design/methodology/approach Faculty members from universities located in the northwest geopolitical zone of Nigeria participated. Partial least squares path modelling tested moderation of self-regulatory efficacy on the relationship between perceived workgroup norms and deviant workplace behaviours. Findings Findings suggest a positive relationship between perceived descriptive norms and deviant workplace behaviours. A hypothesised effect of perceived injunctive norms on deviant workplace behaviours was not supported. Results also suggest interaction terms representing perceived descriptive norms and self-regulatory efficacy are significant. Similar results regarding moderation of self-regulatory efficacy on the relationship between perceived injunctive norms and deviant workplace behaviours were found. Findings support the view that self-regulatory efficacy overrides predispositions individuals hold to engage in deviant workplace behaviours. Research limitations/implications A cross-sectional design did not allow causal inferences, and self-report data associate with common method variance and social-desirability bias. Practical implications Individual factors should be considered during selection in Nigerian universities. Moderation of self-regulatory efficacy suggests self-regulation minimises individual engagement in deviant acts. Thus, human resources managers in Nigerian universities should consider self-regulatory efficacy as a selection criterion when hiring academicians. This can be achieved by conducting personality inventory tests to screen those whose values are incompatible. Originality/value Although extant research on organisational socialisation demonstrates mix findings regarding the link between perceived workgroup norms and deviant work behaviours, this study tests whether self-regulatory efficacy addresses these inconsistencies.
Kabiru Maitama Kura
SAGE Publications
Although research supports the association between environmentally specific transformational leadership and employees’ green behaviour, the role of environmental concern in this relation is less understood. This study examined the possible mediating influence of environmental concern in the relation between environmentally specific transformational leadership and green behaviour at work among a sample of 171 public sector employees in Nigeria using a partial least square structural equation modelling (PLS-SEM). Results revealed that after controlling for age, education and gender, environmentally specific transformational leadership has a significant positive relationship with environmental concern, which in turn predicted the green behaviour at work in a positive direction. The results further revealed that environmental concern mediated the relationship between environmentally specific transformational leadership and green behaviour at work.
Kabiru Maitama Kura, Faridahwati Mohd. Shamsudin, and Ajay Chauhan
SAGE Publications
Extant empirical research has reported conflicting findings with respect to the effects of punishment certainty and punishment severity on organizational deviance, suggesting the need to introduce a moderator. The present study tested whether self-regulatory efficacy matters on the relationships among punishment certainty, punishment severity, and organizational deviance. Drawing on deterrence and self-efficacy theories, this study examined the effects of punishment certainty, punishment severity, and self-regulatory efficacy on organizational deviance among 197 employed postgraduate students who enrolled in the Master of Business Administration program at two large universities located in the north-west geopolitical zone of Nigeria. We used self-administered questionnaires to collect data. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), we found a significant negative relationship between punishment certainty and organizational deviance. Similarly, the results indicated that punishment severity had a significant negative relationship with organizational deviance. The study also found a significant negative relationship between self-regulatory efficacy and organizational deviance. As expected, self-regulatory efficacy was found to moderate the relationship between punishment certainty and organizational deviance. On the contrary, no significant interaction effect was found between self-regulatory efficacy and punishment severity. Implications of the study in the Nigerian context have been discussed.
Kabiru Maitama Kura, Faridahwati Mohd. Shamsudin, and Ajay Chauhan
Canadian Center of Science and Education
This study investigated the influence of group norms and self-regulatory efficacy on workplace deviant behaviour. A web-based survey was used to collect data from 217 teaching staff from various higher education institutions in Nigeria. The data collected was analysed using Partial Least Squares (PLS) path modeling. As predicted, the path coefficient results supported the direct influence of perceived injunctive norms and self-regulatory efficacy on organisational deviance. Similarly, perceived injunctive norm and self-regulatory efficacy were found to be significant predictors of interpersonal deviance. On the contrary, perceived descriptive norms were not significant predictors of both organisational deviance and interpersonal deviance. In addition, self-regulatory efficacy does not moderate the relationship between perceived descriptive norms and organisational deviance. We also found support for the moderating role of self-regulatory efficacy on the relationship between perceived injunctive norms and dimensions of workplace deviance. The moderating role of self-regulatory efficacy on the relationship between perceived descriptive norms and interpersonal deviance was also supported. Finally, the policy implications of the study are discussed.
Kabiru Maitama Kura, Faridahwati Mohd. Shamsudin, and Ajay Chauhan
Penerbit UTM Press
Several factors have been suggested to explain why employees engage in deviant behaviour at the workplace. To date, some of the factors that have been considered include perceived organisational politics perceived organizational justice, organizational trust, group cohesiveness and group identity, among others. Despite these studies, however, few studies have attempted to consider the influence of organisational formal controls and perceived group norms on workplace deviance. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes self-regulatory efficacy as potential moderator on the relationship between organisational formal controls, perceived group norms and workplace deviance.