Kingsley Nwagu Viva Voce Presentation
Kingsley Nwagu Viva Voce Presentation
Kingsley Nwagu Viva Voce Presentation
Thesis Submitted to
Submitted by
Kingsley Nwagu
Texts belonging to other authors that have been used in any part of this
study have been fully referenced.
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SSCE 86 22.4
OND 33 8.6
HND 32 8.3
Education Qualification BSC/BA 139 36.2
MSC/MBA 73 19.0
Others 21 5.5
(Constant)
B
-2.641
Std. Error
.494
Beta
-5.350 .000
Decision Rule:
Community The decision rule is
Development & .026 .071 .016 .361 .719
Philanthropy to reject the null
Reputation .227 .108 .089 2.105 .036
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
Community
Development & 0.016 0.361 0.719
Philanthropy
Study result findings from table 4.4.1 accepted the hypothesis as evidenced by β1 = 0.016, ρ
˃ 0.05, and infer that although community development & philanthropy showed a positive
coefficient, the impact on performance of corporate organizations is insignificant. We
therefore accept the null hypothesis that community development & philanthropy does not
significantly impact the performance of corporate organizations in developing countries.
The findings are not consistent with Rampersad& Skinner (2014) that CSR activities of
firms were initially of a philanthropic nature and mainly done through donations to
communities in areas of identified needs.
Results/Findings for IV-2 (REP)
Ho2: Firms reputation does not significantly affect the performance of corporate
organizations in developing countries.
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
As evidenced by β2 = 0.089, ρ ˂ 0.05, implying that firms reputation significantly affect the
performance of corporate organizations in developing countries. We therefore reject the null
hypothesis that firms reputation do not significantly affect the performance of corporate
organizations in developing countries. This shows that the higher a firm’s reputation the
higher the performance. Study findings are consistent with Aniuga & Okolo (2015) which
posits that corporate reputation as a logical outcome of the quality of corporate governance
operated in an organization.
Results/Findings for IV-3 (INT)
Ho3: Internationalization does not significantly affect the performance of corporate
organizations in developing countries.
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
As evidenced from the study results (β3 = 0.035, ρ ˃ 0.05), hypothesis 3 was not rejected
suggesting that although with positive coefficient internationalization does not significantly
affect the performance of corporate organizations in developing countries. We therefore
accept the null hypothesis that internationalization does not significantly affect the
performance of corporate organizations in developing countries. This is in line with the
study Zhou (2018).
Results/Findings for IV-4 (ENS)
Ho4: Environmental sensitivity does not significantly influence the performance of
corporate organizations in developing countries.
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
Environmental
Sensitivity -0.099 -2.090 0.037
The study findings showed that hypothesis 4 was not rejected as illustrated by β4 = -0.099,
ρ ˂ 0.05. However, environmental sensitivity from the result had a negative coefficient but
significant. We therefore reject the null hypothesis that environmental sensitivity does not
significantly influence the performance of corporate organizations in developing countries.
Hence, environmental sensitivity needs to be given a strategic consideration. The result
agrees with Rieschick (2017) that corporate performance had no relationship with social
and environmental CSR initiatives.
Results/Findings for IV-5 (EDV)
Ho5: Employee diversity has no significant effect on the performance of corporate
organizations in developing countries.
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
Table above rejected the hypothesis as evidenced by β5 = 0.299, ρ ˂ 0.05, and infer that
employee diversity had positive effect on the performance of corporate organizations in
developing countries. Thus, increasing employee diversity will lead to increase the
performance of corporate organizations in developing countries. We therefore reject the null
hypothesis that employee diversity has no significant effect on the performance of corporate
organizations in developing countries. In the views of Ursil & Fayaz (2018) employee
diversity provides both challenges and opportunities for corporations.
Results/Findings for IV-6 (LDE)
Ho6: Leadership ethics has no significant effect on the performance of corporate
organizations in developing countries.
Standardized
Variable Coefficient t-Stat Sig.
(Beta)
The study findings showed that hypothesis 6 was rejected as evidenced by β6 = 0.590, ρ ˂
0.05. This implied that leadership ethics had a significant effect on performance of
corporate organizations in developing countries. However, this significant effect was found
to be positive. We therefore reject the null hypothesis that leadership ethics has no
significant effect on the performance of corporate organizations in developing countries.
This supports Mohammad (2013) that ethical leadership improve the environment and
promote stakeholders positive sensitivity attitude toward the organizations in private and
public sector.
Discussion
• The impact of community development & philanthropy on the
performance of corporate organization in developing countries.
The study tested the impact of Community Development & Philanthropy (CDP)
on performance of corporate organizations in developing countries. The result of
the regression estimate from Table 4.4 above indicate that there is a positive
impact of Community Development & Philanthropy (CDP) on performance of
corporate organizations. This is evidenced by coefficient value of 0.016.
Statistically, the Sig. value of 0.719 is higher than the acceptable significance
value of 0.05. Following the empirical result, Community Development &
Philanthropy (CDP) is found to have positive but insignificant effect on
performance of corporate organizations. The findings supports the study of Sen &
Cowley (2013) establish that CSR Practices is critical for policy makers in
making decisions to improve the citizens’ quality of life. In the words of Bani-
Khalid & Ahmed (2017) corporate social responsibilities totally left in the hands
of private individuals will dampened further the benefits accruing to the society.
However, our finding is in variance with Frynas& Stephens (2015) which posits
that increased investment through CSR Practices will not trigger increased
development.
Discussion Contd.
• Examine the effect of reputation on the performance of corporate
organizations in developing countries.
The effect of Reputation (REP) on performance of corporate organizations was
tested. The result of the regression estimate from Table 4.4 above indicate that there
is a positive effect of Reputation (REP) on performance of corporate organizations.
This is evidenced by coefficient value of 0.089. Statistically, the Sig. value of 0.036
is lower than the acceptable significance value of 0.05. Following the empirical
result, Reputation (REP) is found to have positive and significant effect on
performance of corporate organizations. The significant effect is line with the study
Kiessling, Isaksson, &Yasar (2015) which shows that funds that are meant to be
invested in the CSR in the various companies are not sufficient enough.
Furthermore, Saadaoui and Soobaroyen (2018) posits that the key to good results
lies in establishing a strong informative system that, to the extent possible, links
specific CSR expenditure decisions so as to ensure the usage of the allocated fund
as transparently as possible. However, Nelson & Evans (2014) noted that efficiency
of corporations’ expenditure for building intangible assets like reputation and brand
varies across nations. The finding reveals that as in reputation financing has
increased over the years with its growing relevance adequately.
Discussion
• Establish the effect of internationalization on the performance of corporate
organizations in developing countries.
The study further tested the effect of Internationalization (INT) on performance of
corporate organizations in developing countries. The result of the regression estimate
from Table 4.4 above indicate that there is a positive effect Internationalization
(INT) on performance of corporate organizations. This is evidenced by coefficient
value of 0.035. Statistically, the Sig. value of 0.425 is higher than the acceptable
significance value of 0.05. Following the empirical result, Internationalization (INT)
is found to have a positive but insignificant effect on performance of corporate
organizations. Our result of insignificant effect is in variance with Küçükbay &
Sürücü (2019) which concludes that internationalization plays a significant role in
building corporate organizations of developing countries.Akinleye & Adedayo
(2017) found that CSR issues in Nigeria is weak and need critical strategic attention.
Also, Zhou (2018) observed that in order to meet the desired impact level of CSR in
developing countries, foreign companies operation in the nations ought to be
increased considerably. This finding is in accord with an earlier study Dinsmore
(2014) which conclude that corporate performance increase with increase in CSR
and therefore recommends that relevant authorities should strategize to ensure
internationalization to bring CSR desired benefit for all in society.
Discussion
• Assess the influence of environmental sensitivity on the performance of
corporate organizations in developing countries.
The study tested the influence of Environmental Sensitivity (ENS) on performance of
corporate organizations in developing countries. The result of the regression estimate
from Table 4.4 above indicate that there is a negative effect of Environmental Sensitivity
(ENS) on performance of corporate organizations. This is evidenced by coefficient value
of -0.099. Statistically, the Sig. value of 0.037 is lower than the acceptable significance
value of 0.05. Following the empirical result, Environmental Sensitivity (ENS)is found
to have negative but significant effect on performance of corporate organizations. Our
finding of insignificant influence is in line with Bhattacharyya (2015) which posits that
CSR Practices reforms that emphasis pooling mechanism, especially environmental
sensitivity is therefore required in developing countries. To, Nguyen, Ho & Nguyen
(2020) the quality of life in developing nations may not have improved at the same rate
as the indicator of CSR reform because of probable increases in morbidity and in psycho-
social stress due to economic hardships of the continent over the past decades. This is of
great concern as Nelson & Evans (2014) results shows that social and community
funding mechanisms have distinct advantages and disadvantages when applied to a
corporations’ management than on grounds of efficiency, equity and technical feasibility.
Discussion
Examine the influence of employee diversity on the performance of corporate
organizations in developing countries.
The study also tested the influence of Employee Diversity (EDV) on performance of
corporate organizations. The result of the regression estimate from Table 4.4 above
indicate that there is a positive effect of Employee Diversity (EDV) on performance of
corporate organizations. This is evidenced by coefficient value of 0.299. Statistically,
the Sig. value of 0.000 is lower than the acceptable significance value of 0.05.
Following the empirical result, Employee Diversity (EDV) is found to have significant
effect on performance of corporate organizations. This implies that increased Employee
Diversity (EDV) in the corporations promote the overall well-being of the citizen
through accelerated output. In line with Ogbo, Kifordu&Ukpere (2014), diversity in the
hierarchy and authority line has a positive relationship to performance of corporations,
including additional resources for investment in the community. To Jamali&Sidani
(2012), it is necessary to develop effective and efficient corporate social responsibility
programs, increase employee diversity, make an effective use of the host community
population and create better environment in order to foster growth in society. Also, in
the same line, Aniuga&Okolo (2015) posits that diversity plays a significant role in
sustaining performance of corporate organizations of developing countries.
Discussion
• Determine the effect of leadership ethics on performance of corporate
organizations in developing countries.
The study further tested the effect of Leadership Ethics (LDE) on performance of
corporate organizations in developing countries. The result of the regression
estimate from Table 4.4 above indicate that there is a positive effect of Leadership
Ethics (LDE) on performance of corporate organizations. This is evidenced by
coefficient value of 0.590. Statistically, the Sig. value of 0.000 is lower than the
acceptable significance value of 0.05. Following the empirical result, Leadership
Ethics (LDE) is found to have a positive and significant effect on performance of
corporate organizations. Our study is in accord with Yazdani & Murad (2015) which
concludes that ethical attitude among corporate leaders’ plays a significant role in
promoting performance of corporate organizations of developing countries. To
Kiessling, Isaksson&Yasar (2015), observed that for corporate organizations to
achieve sustainable cordial relationship with host community, Managers must
observe ethical approach in all activities and decision made towards the people.
This findings are in accord with the study Carroll &Buchholtz (2015) which posits
that corporation management are reflective of the organizational activities hence
must maintain ethical prospects to achieve a conflict free working environment.
Summary
The study investigated the CSR practices and its impact on the performance of
corporate organizations in developing countries using evidence from West
Africa.
The relevance of CSR practices in enhancing performance of corporate
organizations have ignited concerns of scholars following the world
globalization with related challenges.
The study adopted various tests to establish the association between the
variables under study.
The study established from the regression that all the CSR variables showed a
positive and significant relationship with the performance of corporate
organizations except for internationalisation variable with a coefficient value of
0.035 and a Sig. value of 0.425.
Furthermore, on variable specifics heterogeneity exists on the relevance of CSR
Practices variables on performance of the corporations under study. This implies
that the CSR Practices are critical factors with potential to influence the level of
performance in the corporations.
The study shows that CSR Practices variables jointly trigger performance of
corporations in developing countries.
Conclusion
Need to reengineer: The heterogeneity that exists among the CSR
practices variable as it relates to the performance of corporate organizations
call for re-engineering in order to explore the potential growth virtues
embedded in the CSR practices that are yet to be adopted by organizations.
Need for long term strategy: The positive coefficients of CSR Practices
such as, community development and philanthropy, reputation,
internationalization, employee diversity, and leadership ethics in relation to
the performance of corporate organizations in developing countries is a
further indicator that the organizations can become better through the long
term focus strategy on these practices to accelerate performance.
Make & implement CSR policies: The study also reveals that the many
environmental challenges faced by the multinationals emanating from CSR
can be well addressed through enhanced strategic policy implementation.
Limitations of the Study
• Limitation as described by Peloza (2009), limitations are areas
over which the researcher have no control. For this study, a
barrier would be a short time limit. The short time limit
reduces the population sample to focus on publicly listed
companies. A major expected limitation in this study involved
the population which the sample will be drawn which may not
reflect the true perception of the entire country on CSR. The
availability and accuracy of information for use in the
methodology could be a limitation as information will be
provided only through questionnaire responses and this
information could be subjective and biased. The researcher
will mitigated these by possibly verifying information from
published articles.
Implications of the Study
In this study, we provide a comprehensive in-depth review of CSR
practices focusing on various pressing challenges that must be
addressed for successful deployment of CSR Practices in the developing
countries. We also provide future directions for enhancing the adoption
of CSR Practices which includes more government concern on CSR
Practices. We present a case study on multinational corporations in West
African countries, to strengthen our claim that CSR Practices can offer
an unprecedented opportunity for a corporation in the area of enhanced
performance. The case study also indicates that some corporate-specific
adjustments, such as consideration of cultural issues are necessary for
effective positioning of CSR Practices. This research work will guide
researchers, policymakers, the populace, environmental professionals as
well as the multinational corporation to comprehend the various benefits
CSR practices can offer and most importantly assist them to take
necessary steps to make use of this powerful platform to its full
potential.
Directions for Future Research
One of the major challenge reported on past study on CSR
practices is the consensus agreement on the distinct CSR
measures. Future studies need to develop measures to assess
the level of CSR practices among organizations with less
regard whether they are multinational or not. Comparability
among these measure over time, will help researchers achieve
comparative results across cultural and geographical areas.
Related measures to aid measurements of specific CSR
innovations or at the organizational level could be key focus of
future research. The variable CSR largely lack a strong
definition among researchers and practitioners and continues
to change over time. This perception that may not change, as
societal norms are always evolving as well.
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