Twofold Approach to Workers’ Commitment
- Job-Engagement, Job-Fit, Workers’ Commitment
Copyright (c) 2020 Jones Emakpor Umukoro
This work is licensed under a Creative Commons Attribution 4.0 International License.
Debate on what drives workers’ commitment has remained unabated, multidimensional, and geographically spread but contextual intelligence shown that poor morale could be the hindrance. The paper argued from job-engagement and job-fit perspectives to workers’ commitment. The cross-sectional survey research design was adopted and data were gathered from 377 regular non-academic staff from six selected private universities in Ogun State, Nigeria through a multi-stage random sampling technique. The reliability and validity test were conducted on the adapted questionnaire before it was administered. The result from stepwise multiple regression analysis revealed that job-engagement and job-fit dimensions had positive significant combined effect on workers’ commitment (R = 0.819, F(5, 371) = 151,184, Adj. R2 = 0.666, p < 0.05). It recommended that management should ensure that the job-holder’s capabilities match the job-demands by assessing the competencies of those whose jobs are to be enriched to drive workers’ commitment.
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