Determinants of Innovative Work Behaviour among Employees of State Agencies for Mass Education in Nigeria

Innovative Work Behaviour (IWB), an employee's ability to explore, promote and sustain new ideas, is a prerequisite for job performance and goal attainment in the workplace. However, evidence indicated low IWB of State Agencies for Mass Education (SAMEs) in southwestern Nigeria, which has influenced effective delivery of mass education programmes. This study, therefore, was carried out to determine predictors (personal, institutional and self-efficacy) of IWB among SAMEs employees in southwestern Nigeria. The explanatory sequential mixed method (QUAN qual) design was adopted. Purposive sampling was used to select five (Oyo, Osun, Ogun, Ekiti and Ondo) out of six states in southwestern Nigeria owing to their homogenous patterns in programme monitoring, evaluation, and implementation. Two-hundred and eight (208) SAMEs employees were enumerated. The quantitative data were analysed using descriptive statistics and inferential statistical tools, while the qualitative data were content-analysed. The composite contribution of predictors (F (13;187) = 14.722; R2 adjusted=.571) on IWB was significant, accounting for 57.1% of the variance. Educational qualifications were given more priority than gender at the point of recruitment of Adult Mass Literacy Officers. Self-efficacy, democratic and situational leadership styles, job tenure, age and training opportunities predicted innovative work behaviour among employees of State Agencies for Mass Education in Southwestern Nigeria. The employees should leverage on IWB factors to promote innovative work behaviour and achieve their mandates.