Tag Archives: Organisational Commitment

Organisational Commitment and Job Involvement among Casual Workers: The Role of Organisational Justice (Published)

The study investigated the role of organisational justice, age and gender on organisational commitment and job involvement among casual workers from two oil servicing companies in Omoku, Rivers State, Nigeria.  The convenience sampling technique was used to select 399 participants made up of 251 males and 148 females. Participants’ ages ranged between 24-52 years (M = 37.94, SD = 7.35). The design adopted was cross-sectional survey design while the One-Way Multivariate Analysis of Variance was utilized to analyze data collected. The findings showed that casual workers who reported the presence of organisational justice had higher levels of commitment and were more involved in their jobs. However, age and gender showed no significant influences on organisational commitment and job involvement among casual workers. The study reaffirmed the need for managers in organisations to infuse policies geared towards enhancing organisational justice in their work places as this could improve work commitment and job involvement.

Keywords: Casual workers, Job Involvement, Nigeria, Oil Servicing Companies, Organisational Commitment, Organisational Justice

Personality Traits as Predictors of Organizational Commitment among Public and Private Sector Employees in Enugu, Nigeria (Published)

This study investigated five personality dimensions – openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism as predictors of organisational commitment among selected employees in Enugu. Using convenience sampling technique, 200 employees were selected from four public and private sector employees in Enugu metropolis. The participants comprised of 115 males and 85 females with ages ranging from 22 – 50 years and a mean age of 36.00 years. Participants were administered with the Big Five Personality Inventory by John and Srivastava (1999) and the Organisational Commitment Scale by Buchanan (1974). Five hypotheses were postulated and tested using cross sectional survey design and multiple regression analyses. Result showed that only openness to experience significantly predicted employees’ organisational commitment. Conscientiousness, extraversion, agreeableness and neuroticism were not significant predictors of employees’ organisational commitment. Based on the findings, it is recommended that employers apply personality tests in assessing potential employees.

Keywords: Big Five Personality Traits, Enugu, Nigeria, Organisational Commitment, Public and Private Sectors


The study examines the effect of job satisfaction on organisational commitment among non-academic staffs of tertiary institutions in Ekiti State, with the main focus to determine the influence job satisfaction has on affective commitment and continuance commitment. 343 non-academic personnel are drawn from three (3) tertiary institutions into the sample and questionnaires distributed among them. 326 questionnaires are duly returned and analysed using Simple Percentage, Regression Analysis, and Analysis of Variance (ANOVA) methods. The findings indicate that pay/salary, job security, supervision, job enrichment and job challenges lead to job satisfaction. It also reveals that job satisfaction has significant positive influence on both affective commitment and continuance commitment; however, job satisfaction exerts a greater influence on continuance commitment. The study suggests that job satisfaction plays a vital role on organisational commitment among non-academic staff of tertiary institutions.

Keywords: Job Satisfaction, Non-Academic Staff, Organisational Commitment, Tertiary Institutions