ORGANIZATIONAL COMMITMENT IN WORKPLACE: EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND JOB SATISFACTION AMONG BANKS EMPLOYEES IN ABUJA, NIGERIA

Abstract

The study investigates the effect of perceived organizational support and job satisfaction on organizational commitment amongst selected bank employees in Abuja, Nigeria. Two hundred (200) selected bank employees of which 101 (51%) were males, while 89 (45%) were females. Participants’ mean age was 20.73 with a standard deviation of 4.782 and the age ranges from 16-50 years. The study made use of a survey research design and employed a structured questionnaire as a means of data collection. The hypotheses formulated were tested using an independent sample t-test and multiple regression analysis. The findings of the study revealed a significant effect of perceived organizational support on organizational commitment (t=-2.603; df =198; p<. 05). Also, the result shows that job satisfaction influences organizational commitment (t=-4.639; df =198; p<. 05). More so, result explains there was a significant gender difference on organizational commitment (t= 4.732; df =198; p<. 05). Lastly, it is indicated that socio-demographic variables independently and jointly predicted organizational commitment [F(3,84) =7.369, p<. 05]. In view of these findings, the study concluded that perceived organizational support and job satisfaction, and of course socio-demographic variables have effect on organizational commitment. Consequently, the study recommended organizational support and job satisfaction system should be more encouraged in order to foster commitment among the workforce, and of course strive for diversity workforce.