Abstract
The study modeled employee commitment in the Nigerian manufacturing sector using Guinness Nigeria Plc as case study. The study ascertained the impact of reward systems, supervisor-subordinate relationship and opportunities for career development on employee commitment in the Nigerian manufacturing sector. The population of the study consists of all employees of Guinness Nigeria Plc, Benin City. A sample of one hundred (100) employees was randomly taken. A structured questionnaire was used to elicit data from respondents for the study. Out of the 100, eighty eight (88) were validly filled and returned. Both descriptive and inferential statistics were used for data analyses. The findings revealed that reward system, supervisor-subordinate relationship and opportunity for career development positively and significantly impact employee commitment in Guinness Nigeria Plc. The study recommends that Guinness Nigeria Plc should sustain and improve on current strategy on reward system to enhance commitment among employees in the workplace. Also, cordial relationship between employees (subordinate) and supervisor should be sustained in the operations of organisations to promote trust and commitment in the workplace. Keywords: Career development, employee commitment, manufacturing, reward system, workplace. DOI : 10.7176/EJBM/11-15-16 Publication date :May 31 st 2019
Highlights
Employee commitment serves as a critical component of human resource
Akbar and Haq (2004) have shown that employees that derive satisfaction from their jobs are more inclined to remain committed to their present organization for a longer time; and exhibit high levels of affective and normative commitment. It is against this backdrop that, this study empirically investigates the determinants of employee commitment in the Nigerian workplace especially the manufacturing sector because the sector plays a very critical role in Nigeria’s economy
The focus of this study is the modelling of the determinants of employee commitment in the Nigerian manufacturing sector using Guinness Nigeria Plc as case study
Summary
Employee commitment serves as a critical component of human resource. This is because it is a multifaceted and multidimensional concept that comprises affective, continuance and normative commitment (Meyer, Allen & Allen, 1997). Abuga (2010) and Greenberg and Baron (1997) described employee commitment as the extent to which the individual identifies and is involved with his or her organization and/or unwilling to leave it. The concept of employee commitment has generated a lot of interests among researchers in the field of organizational behaviour and organizational psychology (Albdour & Altarawneh, 2014) This probably emanates from its important role in ensuring organizational survival and competiveness. Employee commitment describes a strong desire by the employee to remain a member of the organization; a strong belief in, and acceptance of, the values and goals of the organization; and a readiness to exert considerable effort on behalf of the organization (Mowday, Porter & Steers, 1982) It is the psychological or emotional attachment to, identification with, and involvement in an organization (Arnold, 2005). This is dependent on the relative stability of the business environment that the organization is operating in
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