Hi, I am Okechukwu Ethelbert Amah, My LiveDNA is 234.10644
 
   
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Dr. Okechukwu Ethelbert Amah
 
Highest Degree: Ph.D. in Business Administration from University of Benin, Nigeria
 
Institute: Lagos Business School, Nigeria
 
Area of Interest: Business Management and Accounting
  •   Organisational Bahviour
  •   Human Resource
  •   Leadership
  •   Structural Equation Modeling
 
URL: http://livedna.org/234.10644
 
My SELECTED Publications
1:   Akerele, A., C. Osamwonyi and O.E. Amah, 2007. Work-family conflict model: Application of Aryee's model in Nigeria. Afr. J. Psychol. Study Social Issues, 10: 1-16.
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2:   Amah, O.E. and A.C. Okafor, 2008. Relationships among silence climate, employee silence behaviour and work attitudes: The role of self-esteem and locus of control. Asian J. Scientific Res., 1: 1-11.
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3:   Amah, O.E. and A.C. Okafor, 2008. The interactive effect of organizational politics in the justice, rganisational support and job satisfaction relationships. Asian J. Scient. Res., 1: 492-501.
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4:   Amah, O.E., 2007. Enhancing training effectiveness: Making a case for training needs assessment phase. Pet. Training J., 4: 40-51.
5:   Amah, O.E., 2007. Work stress, work-family conflict and work/life satisfaction relationships: The role of commuting stress. Pet. Training J., 4: 104-112.
6:   Amah, O.E., 2008. Feedback management strategies in perceived good and poor performance: The role of source attributes and recipient's personality disposition. Res. Pract. Hum. Resour. Manage., 16: 39-59.
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7:   Amah, O.E., 2008. Perception of justice and organisational support relationship: The interactive role of perception of organisational politics. Covenant J. Bus. Social Sci., 2: 62-74.
8:   Amah, O.E., 2009. Cross cultural validation of perceived workfamily facilitation scale using participants from Nigeria. Afr. J. Psychol. Study Social Issues, 12: 52-67.
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9:   Amah, O.E., 2009. Feedback management strategies in good and poor performance: A cross cultural applicability study. Manage. Organiz.: Multidisciplin. J. Bus., 1: 19-41.
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10:   Amah, O.E., 2009. Job satisfaction and turnover intention relationship: The moderating effect of job role centrality and life satisfaction. Res. Practice Hum. Resource Manage., 17: 24-35.
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11:   Amah, O.E., 2009. The direct and interactive roles of work family conflict and work family facilitation in voluntary turnover. Int. J. Hum. Sci., 6: 812-826.
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12:   Amah, O.E., 2010. Family-work conflict and the availability of work-family friendly policy relationships in married employees: The moderating role of work centrality and career consequence. Res. Pract. Hum. Resour. Manage., 18: 35-46.
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13:   Amah, O.E., 2010. Multi-dimensional leader member exchange and work attitude relationship: the role of reciprocity. Asian J. Scientific Res., 3: 39-50.
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14:   Amah, O.E., 2012. The role of self-efficacy in the relationship involving challenge and hindrance stressors and job satisfaction. Int. J. Manage. Econ., 1: 37-44.
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15:   Amah, O.E., 2014. Challenge and hindrance stress relationship with job satisfaction and life satisfaction: The role of motivation-to-work and self-efficacy. Int. J. Humanit. Social Sci., 4: 26-37.
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16:   Amah, O.E., 2015. Servant leadership relationship with leader-member exchange: The moderating role of motivation-to-serve and motivation-to-lead. Int. J. Manage. Econ. Social Sci., 4: 108-127.
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17:   Amah, O.E., 2016. Employee engagement and the work-family conflict relationship: The role of personal and organisational resources. S. Afr. J. Labour Relations, 40: 118-138.
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18:   Amah, O.E., 2017. Organizational citizenship behavior across cultures: Are organizational citizenship behavior scales transferable across cultures? Res. J. Bus. Manage., 11: 56-66.
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