Unlocking the Psychology of Work and Insecurity: How Tacit Knowledge Sharing, Diversity Climate, and Thriving at Work Influence Perceived Work Ability of Military Personnel

Authors: Ujoatuonu IVN, Oguzie US, Kanu GC* and Okafor CO

DOI: 10.23880/pprij-16000324

Volume 8, Issue 1

Abstract

Because of Nigeria’s growing security problems, it is unclear how well the military can do its job. The inability of Nigerian military personnel to thrive at work must have resulted from the defense organization’s hoarding of tacit knowledge, uniform climate, and low thriving at work. The present study looked at the roles of thriving at work in the associations of tacit knowledge sharing, diversity climate, and perceived work ability. 252 Nigerian combatant army personnel, conveniently and purposefully sampled from 6 battalions, were involved in the study. The study adopted a cross-sectional design. Four instruments, the Perceived Work Ability Scale, the Diversity Climate Scale, the Tacit Knowledge Sharing Scale, and the Thriving at Work Scale, were used for data collection. The Hayes regression-based process used to test the hypothesis showed that tacit knowledge sharing, a diversity climate, and thriving at work were all linked to perceived work ability. However, thriving at work did not moderate the association between tacit knowledge sharing, diversity climate, and perceived work ability. The study findings implied that tacit knowledge sharing, diversity climate, and thriving at work are essential ingredients influencing workability’s physical, mental, and interpersonal demands that cannot be neglected. However, they have been ignored and have affected the workability of Nigerian soldiers. We tried to address this policy issue for the safety of soldiers, defense organizations, and Nigerian citizens. Other implications, study limitations, and suggestions for further studies were made.

Keywords: Diversity Climate; Insecurity, Military Personnel; Perceived Work Ability; Tacit Knowledge Sharing; Thriving at Work

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