Organizational Best Practices and Employee Job Commitment in Nigeria: An Empirical Investigation

Godspower Akpoyibo ,Emmanuel Mitaire Tarurhor ,Akpevwe Power Isaac

doi:10.7176/ejbm/13-20-10

Godspower Akpoyibo , Emmanuel Mitaire Tarurhor + Show 1 more

Open Access

https://doi.org/10.7176/ejbm/13-20-10

Copy DOI

Abstract

This study examines the effect of organizational best practices on employee job commitment in selected power/energy firms in Delta State. The study, anchored on the Social Exchange theory, adopted the survey research design hence data were collected from primary sources through the use of a self-structured instruments (questionnaire) that was validated and pilot-tested. From a population of 215 employees selected power/energy corporations in Delta State, Nigeria, a sample size of 140 respondents was drawn via the application of the Taro Yamane formula. The ordinary least square (OLS) technique was employed to test postulated hypotheses. Findings of the study reveal that, job security, employees’ involvement in decision-making process, and reward and recognition have a significant relationship with employees’ job commitment. The study therefor concludes that best practices exert significant influence on employee job commitment and recommends amongst others that corporate managers should endeavour to put modalities in place that will help to strengthen, guarantee and increase the level of job security of employees. Keywords: Employees’ Job commitment, Job Security, Employees’ Involvement in Decision Making Process, Employees’ Reward and Compensation. DOI: 10.7176/EJBM/13-20-10 Publication date: October 31 st 2021

Highlights

The central essence why organizations built factories, industries and other business outlets in an economy is to serve and meet the needs and wants of their targets customers by offering superior and quality services than their rivals
Employees are the canon folders needed by organizations to meeting the needs and wants of their customers, stockholders and that of the organization as well
The effective dimension of commitment has to do with emotional fondness or philia to and involvement with or commitment with common course, while the continuance commitment dimension on the other hand, designates the perceived costs of quitting or leaving the firm or an organization; while the normative commitment dimension in another hand denotes or refers to the state of felt disposition to advance the course of the organization and remain member of the organization

Summary

Introduction

The central essence why organizations built factories, industries and other business outlets in an economy is to serve and meet the needs and wants of their targets customers by offering superior and quality services than their rivals. According to Princy and Rebeka (2019), employee would prefer to identify with the organization having outstanding best practices such as reward and recognition, employee involvement, career growth plans, work engagement, job enrichment and training, employment security development etc.

Results

Conclusion