The Impact of Religiosity on Human Resource Management in Public Sectors in Nigeria

Abstract

Religiosity has been identified as one of the critical factor that
influences human resource management practices in the public sector in
Nigeria. This paper explores the impact of religiosity on human
resource management in the public sector in Nigeria. Using an ex-post
facto research, this study is anchored on secondary sources, wherein
content analysis was utilized. More so, the social-exchange theory was
applied as theoretical framework of analysis. The findings of the study
show that religiosity influences efficiency, leadership, recruitment,
development, performance appraisal and reward systems in the public
sector in Nigeria. Similarly, it was found that religious beliefs and
practices are considered in the recruitment and staff selection while
training and development programs are align with religious values. On
the other hand, performance appraisal systems are influenced by
religiosity, with managers considering moral and ethical conduct of
staff alongside their job performance. This paper concludes that
religiosity has a significant impact on human resource management
practices in the public sector in Nigeria as well as recommends that
human resource manager need to be aware of religious beliefs and
practices of their staff in order to manage them effectively