Effect of Talent Development Strategies on Employee Commitment at Kenya Forest Service, Uasin Gishu County (Published)
Organizations in the global arena, talent development and employee commitment are of increasing strategic importance as it guarantees zero talent outages and business continuity. The study specific objectives were; to evaluate the effect of employee empowerment, career development, on employee commitment at Kenya Forest Service, Uasin Gishu County. The study purpose and specific objectives were informed by resource-based theory and human capital theory which can provide a basis synergizing talent development practices for employee commitment. In a bid to effectively achieve these objectives, the study was descriptive design based on samples drawn from across, Kenya Forest Service in Uasin Gishu County. Census technique was adopted to arrive at the sample size which is 90 respondents. The questionnaire was piloted at Marakwet County conservancy. Validity and Reliability of research instruments were obtained by using the Cronbach alpha. The computed Cronbach’s Alpha reliability of the research instrument of 0.7 Cronbach’s Alpha and above was accepted in the study. The data collected was analyzed using descriptive and inferential statistics with the aid of Statistical Package for Social Sciences (SPSS) version 24. Pearson product moment correlation was used by the study to test the effect between the study variables, simple will be used in testing the study hypotheses. Data was presented in the form of frequency distribution tables, frequencies, and percentages. The study found that employee empowerment has a positive and statistically significant effect on the employee commitment at KFS in Uasin Gishu county (β =0.375; p<0.05), career development also had a positive and statistically significant effect on employee commitment at KFS in Uasin Gishu county (β=0.251, p<0.05). The study concluded that indeed talent development is very crucial and indeed very vital in improving the performance of employee commitment in Kenya forest service in Uasin Gishu county. Further employee commitment is can be continuously improved by self-instilled willingness by the employees to zealously contribute towards the attainment of organizational goals. Further, addressing talent development issues in our current parastatals leads to betterment of employee commitment especially in Kenya forest service in Uasin Gishu county. The improvement of the employee empowerment will lead to improved employee commitment. These results imply that all the variables are positive and statistically significant.
Organizational Support for Career Development and Organizational Commitment: Evidence from the Ghana Police Service (Published)
The study was conducted on the influence of organisational support for career development on organisational commitment in the Ghana Police Service. The topic was chosen because most studies conducted in Ghana’s security sector have focused on job satisfaction, job stress, corruption, and image branding. Given the importance of the Police work to society and extensive skills and training associated with preparing them for effective policing, it has become extremely important to study issues about their career development and employee commitment. To validate this framework, a cross-sectional survey design was adopted. Using a multi-stage sampling technique, a sample of 271 junior and senior personnel from the headquarters of the Ghana police service in Accra were selected. Hypotheses formulated were tested through linear and hierarchical regression analytic procedures using Statistical Package for Social Sciences (SPSS). Findings suggested that organisational support for career development had a significant impact on affective and normative commitment. Again, personnel perceived low organizational support for career development. Personal characteristics such as age, gender, and level of education also had moderate effects on organisational commitment. It was concluded that the government should develop and maintain highly skilled personnel by providing them with more career development options and supports as this will greatly impact on their willingness to stay with their organisation and also reflect in their job performance.
Job Satisfaction to Enhance a Commitment of Employees’ Organization at Dream Tour and Travel Company (Published)
A commitment of employees in an organization plays a very important role to bring the company successfull. Therefore, this research aims to analyze a job satisfaction to increase employee’s organization commitment at the Dream Tour and Travel Company. Variables are job satisfaction and organization commitment. Data was collected from 70 employees using organization commitment and job satisfaction scale, then analyzed by multiple regression analysis technique. The result of multiple regression analysis shows the value of significancy (p-value) was 0,000 at significant level p<0,05 means that job satisfaction can increase organization commitment. The categorization found out that job satisfaction and organization commitment were on medium level. The analysis reveals that job satisfaction can increase commitment organization. This paper may benefit staff of the company by encouraging more their jobs and may help them in their personal growth and development.
Employee’s Job Burnout, Worker’s Satisfaction and Commitment in Nigerian Banking Industry (A Study of Access Bank Plc) (Published)
This study evaluated the job burnout on workers’ satisfaction in Nigerian banking industry. The study was carried out using staff of Access Bank Plc in Lagos State which is one of the largest bank in Nigeria. The study made use of primary source of data which was gathered among 50 staff of Access Bank Plc at the Headquarter in Lagos through the use of questionnaires. Furthermore, Chi-square test was used to test the hypothesis and SPSS was used for the analysis of the data. The result of the analysed data shows that physical fatigue affects employees’ commitment. The study however recommended that there should be proper reward system in terms of good pay, benefits and incentives as a means of motivation which reduces job burnout and in turn enhances employees’ satisfaction and invariably employee’s commitment.
Effect of Relationship Marketing and Relationship Marketing Programs on Customer Loyalty (Published)
This study examines the relationship between relationship quality and customer loyalty. Specifically, the study seeks to investigate the influence of customer trust, satisfaction and commitment on loyalty and to ascertain the effect of the relationship marketing program adopted by pension firms on customer loyalty. Regression analysis is used to test the model based on data obtained from a sample of 354 customers of pension service firms from Nnamdi Azikiwe University, Awka. Anambra state. The results provide evidence to support the effect of customer trust and satisfaction on customer loyalty. The contribution of commitment to the model is not supported. Additionally, support was found for the effect of relationship marketing program on loyalty. Firms may consider building relationship with customers by engendering a feeling of trust; invest in customer satisfaction and recruit and train socially, and service oriented frontline employees to create strong ties with customers.
Antecedents of Relationship Quality on Commitment in the Health-Care Sector in Port Harcourt, Nigeria (Published)
Our emphasis is to investigate the antecedent of relationship quality on commitment in the health-care sector in Port Harcourt, Nigeria. The study design takes on a cross-sectional survey with researchers adopting a quantitative research approach. 151 copies of a structured questionnaire were conveniently administered on the customers of the various hospitals and clinics in Port Harcout of which 118 copies were found useable. The measurement scale used for the three constructs of the study was modified from extant literature. Correlation coefficient and regression analysis using (SPSS 20.0 version and Gretl statistical package were employed for data analysis and testing of the proposed study model. Results point to a significant and positive relationship between antecedent of relationship quality constructs; seller provider expertise and effective communication on commitment. We therefore recommend that a physician’s expertise and his ability to communicate effectively with his clients can lead to a more committed relationship with them. What is more, such an expertise must be proven through superior skills, capabilities etc and deliberately display and communicate evidence of quality when necessity dictates. Physicians should ensure timely and accurate information are given to their clients. That is, communication must precede, follow and be concurrent with service delivery. Also, clients must open up to their doctors and share relevant information with them.
Training and Development Strategies on Employee Commitment in Kenya: Quantitative Analysis Approach (Published)
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training and development opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training and development (β = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training and development opportunities and employee commitment. This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
The work focuses on the traditional African governance; it specifically examines those traditional forms of governance that made the society to stand firmly before the advent of Europeans. Many of these traditions were not written down, there were no constitutions; it was just a commitment to make the society move. If constitutionalism is defined as a commitment to limitations on political powers, then it is possible to have such a commitment without a single documentary constitution most especially when commitment is in the blood and culture of the people and at the same time, those people have a keen sense of their own identity.In this work, we will interrogate traditional culture of governance in some communities in Africa. We will examine how effective that governance was and then see the level of commitment to limitation on political power (constitutionalism) and whether some of the relics of governance are still preserved till today. This paper therefore, will employ the conceptual, analytical and reconstructive research methods. While the conceptual method will focus on clarifying key concepts such as constitutionalism, commitment, governance, tradition and culture; the analytical method will examine the period of governance before the advent of Europeans. The reconstructive method will establish the need for this commitment in today Africa.
This study investigates the relationship between personality characteristics and organisational Affective Commitment of Bank employees in Nigeria. The sample consisted of two hundred and ten (210) respondents from ten (10) purposively selected area offices of banks in Port Harcourt. The Spearman’s Rank Order Correlation Coefficient Statistical Technique in Statistical Package for Social Sciences (SPSS) was used for the analyses of data. It was revealed that a positive and significance relationship exist between the five facets of personality characteristics and Affective commitment. These outcomes show that managers have the responsibility of devising ways to understand and effectively manage personality traits of their employees as each of these facets have potentials to be low or high that yields different results to the organisation. Banks should adopt personality tests at employment interview points to enable them identify employees whose talents can be optimised at work.
Improving Teaching of Christian Moral Education in Secondary Schools in South East Geo-Political Zone of Nigeria through Commitment in Teachers’ Behaviour (Published)
Nigerian society exhibits symptoms of serious moral decay. There is consequently widespread concern about the moral predicament in the nation. This paper is an attempt to investigate how commitment in teachers’ behaviour could improve the teaching of Christian moral education in secondary schools in the southeast geopolitical zone of Nigeria. Two research questions guided the study. The study adopted descriptive survey research design. South-east geopolitical zone is the area of study and the population comprised of all the Christian Moral Education teachers in the states that make up the zone. 300 teachers were selected out of 967 Christian Moral Education teachers in the area using purpose sampling technique. Fixed response questionnaire was used to collect data from the respondents. Mean was used to analyze data. Result show-cased that the teaching of Christian Moral Education could be improved through commitment in teachers’ behaviour. Based on the findings, the study stresses that a greater percentage of the work of improving the teaching of Christian moral education lies in the hands of the teachers as commitments in teachers’ behaviour becomes a necessity of immediacy and paramount. This however forms the contribution of the study.
MODERATING EFFECT OF INFORMATION TECHNOLOGY UTILIZATION ON THE RELATIONSHIP BETWEEN COMMITMENT AND CUSTOMER SATISFACTION (Published)
Commitment is an essential ingredient for successful long-term relationships between customer satisfaction and information communication technology utilization. Developing Customer’s commitment in business relationships pays off in increased profits, customer retention, willingness to refer and recommend. Practitioners and scholars have identified customer value as a pivotal issue in the management of hotel business relationships. Of late the hospitality industry has witnessed growing interest in relationship marketing, customer satisfaction and information communication technology utilization. Although relationship marketing has been identified as an effective strategy to attract, maintain and enhance customer relationships, there are few empirical studies that have tested the underlying assumptions on classified star hotels of the relationship marketing research is based on. The aim of this study was to determine the moderating effect of information technology communication (ICT) utilization on the relationship between commitment and customer satisfaction by classified hotels. Descriptive research design was adopted for this study. The target population was 6067 customers at classified star hotels in Nairobi Kenya and a sample size of 375 was obtained using proportionate sampling from five categorized star hotels. Data was collected using a 5 Likert-scale questionnaire. Data was analyzed using multiple regression analysis. The study revealed that commitment strategy significantly affects customer satisfaction (β= .309, p-value = 0.001) thus the study rejected H01 since β≠0 and p-value was less than α. The moderating effect of Information Technology Utilization explained 5.7% variance in Customer Satisfaction above and beyond the variance by commitment strategy scores. H02 was rejected since β≠0 and p-value was less than α. This study concluded that commitment strategy as an element of relationship marketing practices significantly affects customer satisfaction. This study recommends that classified star hotels managers should develop high levels of affective commitment and calculative commitment to build the strongest relationships with customers. Important factors of commitment include creating attachment, flexibility and a good environment for the customers.
TRAINING AND DEVELOPMENT STRATEGIES ON EMPLOYEE COMMITMENT IN KENYA: QUANTITATIVE ANALYSIS APPROACH (Published)
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training and development opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training and development (β = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training and development opportunities and employee commitment. This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital
The production of a storyline connecting issues of policy coherence with reference to reform initiatives designed to enhance teacher professionalism is the central purpose of this article. The storyline is synthesised from conversations with Ghana Education Service (GES) stakeholders and educational leaders about their opinions concerning the Ghana Education Service and teacher support towards policy implementation within the Sissala East District. Teacher professionalism has been taken out of a larger research work on “Implementation of Initiatives in Ghanaian Education: The effect on rural Ghanaian junior high schools” (Inkoom, 2012). The article articulates background data about demographic details of teachers in the Sissala East District; their professional development; teaching and learning, facilities and resources; and, issues of teacher deployment within GES and teacher education.
STRATEGIC ROLE OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ON ORGANIZATIONAL EFFECTIVENESS IN NIGERIAN BANKING INDUSTRIES (Published)
The rise and fall of many organizations is a reflection of how adaptive, flexible, and focused they are with the changing pattern. The rapid change in technological innovation and advancement has become an indispensable means for organization to equip their employees with the required skilled, knowledge and abilities which are acquired through consistent training to stand against competitive forces. However, this study has examined how best training can be used to reduce waste, incessant level of industrial accidents, lateness to work, fatigue, and absenteeism in order to ensure the survival and growth of the banking industries. The survey design was adopted. Questionnaire was used the major source of data collection. A sample size of one hundred and eighty five (185) staff and management of the selected banks in Lagos metropolis. While the Correlation Analysis and chi square were adopted using Statistical Package for Social Sciences. The findings revealed that employees training significantly influences organizational effectiveness though some of these banks failed because they send their employees on a training programme when they do not have the machines or equipment which they can use to practice when they return from such a training. Without a commitment from management, training will be nothing more than a dream
JOB SECURITY AND JOB SATISFACTION AS DETERMINANTS OF ORGANIZATIONAL COMMITMENT AMONG UNIVERSITY TEACHERS IN CROSS RIVER STATE, NIGERIA (Published)
The purpose of this study was to find out the extent to which job security and job satisfaction predicted organizational commitment of university teachers in Cross River State, Nigeria. The relative contribution of each of the two independent variables to the prediction was also investigated. A survey design was adopted and the study sample consisted of 290 lecturers selected from 2 universities using purposive sampling technique. Two hypotheses guided the study. Instrument for data collection was a structured questionnaire. Data were analyzed using multiple regression and t-test. The result of the study revealed that both job security and job satisfaction jointly had a significant effect (F = 9.87; P< .05) on organizational commitment of university teachers. There was also a significant correlation between the joint predictor variables and organizational commitment (R = 0.593; P<.05). Job satisfaction was a more potent predictor of organizational commitment (t = 3.38; P < .05) than job security ( t = 2.75; P < .05). The two independent variables made significant relative contributions to the determinacy of organizational commitment of university teachers. Premised on these findings it was recommended that the government and university management should improve upon existing motivational strategies to ensure job satisfaction of academic staff in order to enhance their commitment. Actions of government and university authority that would lead to threats of job security among academic staff should be avoided as this could jeopardize their sense of commitment.