International Journal of Social Science And Human Research ISSN(print): 2644-0679, ISSN(online): 2644-0695 Volume 04 Issue 11 November 2021 DOI: 10.47191/ijsshr/v4-i11-48, Impact factor-5.586 Page No: 3387-3393 IJSSHR, Volume 04 Issue 11 November 2021 www.ijsshr.in Page 3387 Influence of Organisational Based Self-Esteem on Assertive Behaviour among Government Workers in Ekiti State Bankole Emmanuel Temitope 1 , Ajayi Olubukola 2 , Arowosegbe Christianah Kehinde 3 1,2,3 Department of psychology & Behavioural Studies Faculty of the social sciences, Ekiti State University, Ado Ekiti, Nigeria ABSTRACT: This study investigated the influence of organizational based self-esteem on assertive behaviour among government workers in Ekiti State. The study made use of a total number of one hundred and ninety-six (196) participants across government organizations in Ekiti State who were randomly selected. The sample comprised of Male 115 (58.7%) and Female 81 (41.3%). Organizational based self-esteem (OBSE) was measured with a 10-item survey developed by Pierce, Gardner, and Dunham (1989). Rathus Assertiveness Schedule (RAS) was used to measure assertiveness. Three hypothesis were formulated and tested in the study and results shows that there is no significant influence of organizational based self-esteem on assertiveness t(194)=-.717,p>.05, there is no significant influence of sex on assertiveness t(194)=.694,p>.05. Finally, there is no significant age difference on assertiveness t(194)=.694,p>.05. Findings were discussed and it was recommended that assertiveness training or other such techniques may be given to the non-assertive employees to build their self-concept and self-esteem and a longitudinal study may be conducted on large sample to assess the effects of assertive training on assertive behaviour and self-esteem with comparison of the different interventional strategies. KEYWORDS: Organisation, Self-Esteem, Assertive behaviour, Government workers, Ekiti, Nigeria. I. INTRODUCTION Organizations are facing increased competition due to globalization, changes in technology, political and economic environments (Evans, Pucik & Barsoux 2002) and therefore prompting these organizations to maximally manage their employees as one of the ways to prepare them to adjust to the increases above and thus enhance their performance. Organizations worldwide primarily exist in order to achieve specific goals. The most important capital of organizations and asset of institutes is individual who work for them in spite of the fact that organizations are becoming virtual with communications technology advancements (with the characteristic of lack of geographical concentration of human resources and varying number of employees) (Moshksar, 2010). Today, everyone knows that organizational success depends on physical, mental and social recognition of human resources (Hejazi, 2002). This is why many studies verified that individual skills like self-esteem and assertiveness can predict occupational performance of employees under special circumstances (Tett and Barent, 2003). Self esteem has to do with how a person identifies and evaluates his or her definition of self. Start with self esteem as identification. When an individual commits his or her identity to just one part of life – to having friends, to competitive sports, to high academic achievement, good work, when academic performance drops, esteem comes crashing down. To maintain relative constancy of well being through the normal ups and downs of a person, it really helps to have multiple pillars of self esteem. Considering self esteem as evaluation, when the a person is routinely hard on him or herself- from insisting on excellence, from criticizing failings, from punishing mistakes – then when expectations are unmet, when imperfections become apparent, when human errors occur, esteem comes crashing down. To maintain constancy of well being during the trials of an employee, it really helps when life goes badly to treat oneself with tolerance and understanding. Assertiveness may play a critical role in an employee. Persons who are assertive are believed to competently communicate their thoughts and feelings in a manner that respects the rights of others (Elliot & Herrick, 1999). Assertive individuals develop confidence and satisfaction in their ability to communicate with others (Masters, Burish, Hollon & Rimm, 2007); those who are not assertive report more loneliness and dissatisfaction in social interactions, and less confidence in their beliefs and opinions (Gambrill, Florian & Splaver, 1986; Pitcher & Meikle, 1980). Elliott and Gramling (1990) have found that assertive employee under stress are able to benefit from supportive relationships that provide a sense of social integration and personal worth. It is reasonable to expect assertive persons to be more effective in garnering and utilized support available in their interpersonal environment. Self-esteem and assertive behaviour can predict employees' performance in organizations and self-esteem influences on working behaviors in two methods; employees have different levels of self-esteem and this influences on their behavior and thoughts; employees need to feel good about themselves and their thoughts and behaviors, improve them and improve their self-