ZIK JOURNAL OF MULTIDISCIPLINARY RESEARCH

Roles and Challenges of Traditional Birth Attendants in Maternal Healthcare Delivery in Awka South Local Government Area, Anambra State

Sat, 23 May 2026 00:00:00 +0000

This study examined the roles and challenges of Traditional Birth Attendants (TBAs) in maternal healthcare delivery in Awka South Local Government Area, Anambra State, Nigeria. Anchored on the Health Belief Model which explains how perceptions, cultural norms, and perceived control influence health-seeking behaviour, the study adopted a mixed-methods research design integrating
quantitative and qualitative approaches. A total of 204 respondents were selected through a multistage sampling technique, while in-depth interviews were conducted with key informants. Data were collected using a structured questionnaire and an interview guide. Quantitative data were analyzed using descriptive statistics such as frequencies and percentages, while qualitative data were analyzed thematically. Findings revealed that TBAs play important roles in antenatal care, delivery assistance, post-natal support, health education, emotional counselling, and referral of complicated cases. However, they face major challenges including lack of formal training, inadequate medical equipment, poor integration into the healthcare system, financial constraints, and limited access to emergency referral services, while cultural expectations and reliance on traditional practices also hinder the adoption of modern healthcare procedures. Despite these challenges, many TBAs expressed willingness to receive training and collaborate with skilled healthcare providers. The study therefore recommended the integration of TBAs into the formal health system through structured training programmes, provision of basic medical supplies, improved referral networks, regular supervision, and supportive policies, alongside strengthened community partnerships and public health education, as these measures are expected to improve maternal health outcomes, reduce preventable childbirth complications, and enhance the quality of maternal healthcare delivery in Awka South LGA and similar settings.

Influence of Family-Based Factors on Antisocial Behaviors among Secondary School Students

Sat, 23 May 2026 00:00:00 +0000

Antisocial behaviour among teenagers and adolescents has become a growing concern globally and in northern Nigeria. School-going adolescents increasingly engage in behaviours that violate social norms and disrupt educational environments. Previous studies have extensively examined individual and dispositional predictors of antisocial behaviour, but limited attention has been given to family-based factors within conflict-affected contexts. This study examined the influence of parenting styles, parenting monitoring and supervision, and family cohesion on antisocial behaviour among secondary school students in Biu, Borno State. An ex-post factor cross-sectional survey design was adopted, and 150 students were selected using a stratified random sampling technique. Standardised instruments were used to assess the study variables. Data were analysed using simple linear and multiple regression analyses at the .05 level of significance. Findings revealed that parenting styles and parenting monitoring did not significantly predict ntisocial behaviour. However, family cohesion emerged as a significant predictor, such that higher levels of family cohesion were associated with lower levels of antisocial behaviour. The study concludes that emotional bonding and unity within the family play a more critical role than parenting style or monitoring in shaping adolescent behaviour in this context. Family-based interventions aimed at strengthening cohesion are therefore recommended.

Perception and Exposure of Nigerian Adolescents to Deepfake Technology Use in Films

Adaobi Olivia Okeke, Chidimma Okamgba — Sat, 23 May 2026 00:00:00 +0000

This study investigated the perception and exposure of Nigerian adolescents to deepfake technology in films, focusing on their level of awareness, the extent of their exposure, and the psychological and trust-related impacts of this technology. The research was conducted among adolescents at Nnamdi Azikiwe University High School, Awka, with a total sample of 260 respondents, categorized by age and sex. Using a survey methodology, the study examined how adolescents interact with deep-fake content and its potential effects on their trust in digital media, as well as their psychological response to such media manipulation. The study was anchored on the Uses and Gratification theory and Social Learning Theory. Findings indicated that while many adolescents possess a basic awareness of deepfake technology, their understanding of its applications and implications remain limited. A considerable number of respondents reported frequent exposure to deepfake content in films, particularly among older adolescents. The study also revealed that exposure to deepfakes significantly affects adolescents’ trust in digital media, leading to increased skepticism and weariness. Furthermore, deep-fake exposure has psychological effects, with some adolescents reporting confusion, anxiety, and difficulty distinguishing between real and fake media. The study concluded that deep-fake technology is a growing concern in the digital media landscape, with significant implications for adolescents’ trust in media and their psychological well-being and therefore recommended the implementation of media literacy programs in schools to enhance adolescents’ critical thinking skills and media consumption habits. It also called for greater parental involvement in adolescents’ media activities and suggested the need for regulatory frameworks to address the ethical concerns surrounding deep-fake technology.

Disruption of Employee Commitment via Workplace Ostracism in Non- Western World

Kizito I. Okonkwo, Success U. Ogbenna — Sat, 23 May 2026 00:00:00 +0000

The present study investigated the role of emotional intelligence in the relationship between workplace ostracism and employee commitment. Three hundred and eighty-four (384) employees of Nnamdi Azikiwe University participated in the study. They were selected from different departments in the university. The selected participants comprised 208 males and 176 females whose age ranged from 30 to 56 years, with a mean of 41.21 and a standard deviation of 6.30. The Organizational Commitment Scale (Allen and Meyer, 1990), Workplace Ostracism Scale (Ferris et al., 2013), and Schutte Self-Report Emotional Questionnaire (Schutte, 1998) were used for data collection. Correlational research design and hierarchical linear regression were adopted as the research design and statistical analysis of the data. The results showed that workplace ostracism positively and significantly correlated with employees’ commitment at r =.21, p< .01. Emotional intelligence positively and significantly correlated with employees’ commitment at r =.42, p< .01. Interestingly, emotional intelligence moderates the relationship between workplace ostracism and employee commitment at β = -.01, p < .05. Based on the findings, it was recommended that organizations implement emotional intelligence training programs, develop inclusive policies, train leaders to recognize address ostracism, and further research the dynamics between employees’ commitment across diverse contexts.

Emotional Intelligence and Hostility as Predictors of Cyber Bullying Among Undergraduates

Sat, 23 May 2026 00:00:00 +0000

This study examined emotional intelligence and hostility as predictors of cyber bullying among undergraduates. A total of two hundred and thirty-seven (237) ndergraduates from Anambra State Polytechnic Mgbakwu, Awka North were selected for the study. They include 98 males (41.4%) and 139 females (58.6%) whose age ranged from 15 to 26 years with a mean age of 22.23 and a standard deviation of 2.43. Three instruments were used for data collection namely: Emotional Intelligence Scale by Lane, Meyer, Tracey, Davies, Thelwell, Gobirick, Carers, Willson and Westen (2009), Buss-Perry Aggression Questionnaire by Buss and Perry (1992) and Cyberbullying Test by Garaigordobil (2013). Two hypotheses were stated and tested at 0.05 significant levels. Linear Regression Analysis was used in the study to test emotional intelligence and hostility as predictors of cyber bullying among undergraduates. The findings of the study showed that emotional intelligence negatively predicted cyber bullying among undergraduates (Coefficient Beta = -.11, p<.05), thereby accepting hypothesis one, which stated that emotional intelligence would predict cyber bullying among
undergraduates. However, hostility positively predicted cyber bullying among undergraduates (Coefficient Beta = .03, p<.05), thereby accepting hypothesis two, which stated that hostility would predict cyber bullying among undergraduates. Based on the findings of the study, it is recommended that schools should start up anti-cyber bullying programs and preventive strategies through public awareness campaigns using posters, electronics and social media. And they should provide training for faculties and address cyber bullying.

Job Satisfaction and Organizational Commitment as Correlates of Employee Productivity Among Bankers

Ifedichinma Nneka Nwangwu, Emeka Anthony Nwankwo, Deborah Chinonye Nnatuanya — Sat, 23 May 2026 00:00:00 +0000

The study examined job satisfaction and organizational commitment as correlates of employee productivity among bankers. The participants comprised 135 bankers that made of both 49(36.3%) males and 86(63.7%) females drawn from Awka city in Anambra State, Nigeria. The study participants’ age ranged from 26 to 46 years with mean age of 36.96, and standard deviation of 7.39. Three instruments were used: Employee Productivity Scale, Minnesota Satisfaction Questionnaire and Job Commitment Scale. Correlational design was adopted for the study and Pearson Product Moment Statistics were used in testing the relationships of the variables in the study. The study showed that job satisfaction at r(N=135), -.17(M: 86.05, SD: 12.12) had positive and significant correlation with employee productivity at p<.05. Similarly, dimensions of organizational commitment: Affective commitment at r(N=135), .37(M: 13.94, SD: 2.32); continuance commitment at r(N=135), .17(M: 13.07, SD: 2.45); and normative commitment at r(N=135), .33(M: 12.12, SD: 2.08) had positive and significant correlation with employee productivity at p<.05. Based on the findings, the study recommends that there is need for bank management to create a supportive and inclusive work culture that promotes collaboration and open communication. Ensuring that bankers feel comfortable sharing their ideas and concerns can lead to increased job satisfaction, commitment and productivity.

Nigerian "Digital Natives'" Knowledge, Reception, and Engagement with Indigenous Knowledge Systems Practices in the Era of AI, Big Data, and Cultural Transformation

Sat, 23 May 2026 00:00:00 +0000

Following the global rapid and steady evolution of digital technologies, including AI and Big Data, there has been a sudden and widespread adoption of these technologies among the ever tech-savvy young people referred to as “Digital Natives”. In Nigeria, this adoption has led to observable cultural transformations and raises a concerned fear and risk of erosion of Indigenous Knowledge Systems (IKS) practices among these “Digital Natives”. The researchers investigate the knowledge and reception of IKS practices as well as examine the extent to which AI and Big Data influence engagement with the IKS practices among the Nigerian "Digital Natives". Focusing specifically on Mass Communication undergraduates in three select universities within Anambra State, Nigeria, this
research aims to bridge the existing gap in understanding how much these “Digital Natives” know about the IKS practices, their level of reception, and engagement with traditional knowledge in the evolving era of AI, Big Data, and cultural transformation. The study employed quantitative (surveys) research design. The questionnaire served as a data collection instrument, while the data collected were analyzed using Statistical Packages for Social Sciences (SPSS). Expected findings offered critical understanding into the evolving relationship between modern technological advancements and traditional heritage, informing curriculum development in higher education, guiding cultural preservation efforts, and shaping policies that promote the relevance and integration of IKS for sustainable development in the digital age. The study is anchored on Technology Determinism Theory (TDT) and Technology Acceptance Model (TAM).

Enhancing Psychological Empowerment in Academia in Nigeria University Context

Sat, 23 May 2026 00:00:00 +0000

This study examined the relationship between leadership support (LS), role breadth selfefficacy (RBSE), age, and psychological empowerment (PE) within a moderated mediation framework. Guided by Job Demands–Resources (JD-R) theory, it proposed that LS would directly enhance PE, indirectly influence PE through RBSE, and that age would moderate the RBSE–PE link. Using validated self-report measures alongside demographic variables. data were collected from 648 lecturers across three campuses of Nnamdi Azikiwe University, Awka, a federal university in Nigeria. Analyses were conducted with IBM SPSS Version 23 and both Pearson correlation and PROCESS Micro analysis were conducted. Zero-order correlation result showed significant positive relationships among the main variables: LS–RBSE (r = .11, p < .01), LS–PE (r = .15, p < .01), and RBSE–PE (r = .30, p < .001). PROCESS Micro result confirmed mediation effect: LS predicted PE both directly and indirectly via RBSE. Age moderated the RBSE–PE relationship, such that the positive effect of RBSE on PE was stronger among younger lecturers. These findings advance JD-R theory by identifying RBSE as a mediating personal resource through which supportive leadership enhances psychological empowerment and by demonstrating age as a boundary condition. The study enriches empirical evidence in the Nigerian higher education context, highlighting that supportive leadership practices can effectively enhance lecturers’ self-efficacy and empowerment, particularly among early-career staff. These results provide actionable insights for university administrators and policymakers seeking to implement ageresponsive leadership strategies to boost lecturer performance, engagement, and well-being.