The Effect of Managerial Values on Decision Making Styles of Human Resource Managers in the Banking Industry in Southwestern Nigeria

The purpose of this study was to examine decision making styles of human resource managers in the banking industry of southwestern Nigeria. More specifically, the objective of the study was to relate decision making styles to the value systems of human resource managers in the Nigerian banking industry Primary data used for this study were obtained from Lagos, the commercial capital of Nigeria where most banks have their headquarters and main human resource departments'. The study sample consisted of 500 randomly selected human resource managers from human resource section of each of the 23 banks with sample traction of 40% out of 1131. Data on key variables of interest for the study were obtained through the administration of questionnaire on selected managers. The data collected were analyzed using descriptive and inferential statistics. The findings indicated Conservative value (predicted rational(t==2.574, P<0.05), intuitive (t= 2.627, P<0.05) and dependent styles (t=4.405, P<0.05). Openness predicted dependent decision style (t=3.562, P<0.05). Self transcendence also predicted dependent decision make style (t=3.562, P<0.05). The study concluded that value systems predict particular styles.