By conceptualising patriarchy in the workplace as a social situation, the purpose of this paper is to examine the prevalence of patriarchal attitudes and their impact on women’s workplace behaviour among Nigerian organisations.,The study uses a qualitative research approach, drawing on data from 32 semi-structured interviews with female employees and managers in two high-street banks in Nigeria.,The study finds that patriarchy shapes women’s behaviour in ways that undermine their performance and organisational citizenship behaviour (OCB). Furthermore, the study finds that patriarchal attitudes, often practised at home, are frequently transferred to organisational settings. This transference affects women’s workplace behaviour and maintains men’s (self-perceived) superior status quo, whereby women are dominated, discriminated against and permanently placed in inferior positions.,The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.,The challenges posed by the strong patriarchy on women’s workplace behaviour are real and complex, and organisations must address them in order to create a fairer workplace in which employees can thrive. It is therefore essential for organisations to examine periodically their culture to ensure that all employees, regardless of gender, are involved in the organisation’s affairs. Furthermore, organisations need to help women become more proactive in combating patriarchal behaviour, which often affects their performance and OCB. This requires organisations to affirm consistently their equal opportunities, equal rights and equal treatment policies. It is essential that organisations take this problem seriously by attaching due penalty to gender discrimination, as this will go a long way in ensuring positive outcomes for women and providing a fairer workplace.,This study provides empirical evidence that a more egalitarian work environment (in Nigerian banking) will result in improved performance from female employees and organisations. It calls for greater policy and organisational interventions to create a more inclusive work environment and an equal society.

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注意您的态度：父权制对女性工作场所行为的影响

通过将工作场所中的父权制概念化为一种社会情况，本文的目的是研究尼日利亚组织中父权制态度的普遍性及其对女性工作场所行为的影响。该研究采用定性研究方法，从32个半该研究发现，父权制以破坏女性绩效和组织公民行为（OCB）的方式塑造了女性的行为。此外，研究发现，通常在家庭中实行的重男轻女态度经常转移到组织环境中。这种迁移会影响女性的工作场所行为，并维持男性（自我感觉）的优越现状，从而女性占主导地位，歧视和长期处于劣等地位。这项研究的结果可以推广的程度受到研究样本和范围的限制。强大的父权制对妇女的工作场所行为构成的挑战是现实而复杂的，并且组织必须解决这些问题，以便创建一个更公平的工作场所，使员工能够在其中成长。因此，组织必须定期检查其文化，以确保所有员工，无论性别，均参与组织的事务。此外，组织需要帮助妇女更加积极地打击父权制的行为，这通常会影响她们的表现和OCB。这要求组织始终如一地肯定其平等机会，平等权利和平等待遇政策。组织必须通过对性别歧视给予应有的惩罚来认真对待这个问题，因为这将在确保为妇女带来积极成果和提供更公平的工作场所方面大有帮助。本研究提供了经验证据，证明了更加平等的工作环境（在尼日利亚银行业）将改善女性员工和组织的绩效。它要求采取更大的政策和组织干预措施，以创造一个更具包容性的工作环境和一个平​​等的社会。这项研究提供了经验证据，证明（尼日利亚银行业）更加平等的工作环境将导致女性员工和组织的绩效提高。它要求采取更大的政策和组织干预措施，以创造一个更具包容性的工作环境和一个平​​等的社会。这项研究提供了经验证据，证明（尼日利亚银行业）更加平等的工作环境将导致女性员工和组织的绩效提高。它要求采取更大的政策和组织干预措施，以创造一个更具包容性的工作环境和一个平​​等的社会。