Factors related to employee commitment towards their roles in the Nigerian banking industry
Authors
Olagundoye, Ifeoluwa
Issue Date
2024
Degree
MBA in Human Resource Management
Publisher
Dublin Business School
Rights holder
Rights
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Abstract
This study investigated the factors related to employee commitment towards their roles in the Nigerian banking industry, focusing on job characteristics, organisational culture, and infrastructural support. The banking industry in Nigeria faces challenges in maintaining high levels of employee commitment, which is critical for organisational success and employee well-being. Understanding the factors influencing commitment can aid in developing strategies to enhance employee engagement and performance. A quantitative approach was employed, utilising an online Google Form survey to collect responses from employees of Access Bank Plc and Kuda Microfinance Bank. Descriptive statistical analysis and correlation testing were conducted to analyse the relationships between job characteristics, organisational culture, infrastructural support, and employee commitment. The study revealed significant findings regarding the influence of job characteristics, organisational culture, and infrastructural support on employee commitment. Clarity of job roles, meaningful work, autonomy, feedback, recognition, alignment with organisational goals, and positive organisational culture were identified as key drivers of employee commitment within the study banking organisations. Other drivers of employee commitment revealed by the study include adequate resources, technological support, training opportunities, conducive workspace, and supportive relationships. This study contributes to the existing literature by providing insights into the specific factors that influence employee commitment in the Nigerian banking sector. The findings offer practical implications for organisational leaders and HR practitioners to develop strategies aimed at improving employee engagement, satisfaction, and performance. In conclusion, this study emphasises the importance of addressing job characteristics, organisational culture, and infrastructural support to enhance employee commitment in the Nigerian banking industry. Future research directions could explore longitudinal studies, qualitative methods, and broader organisational samples to further understand and optimise employee commitment dynamics.