Academic journal article Ife Psychologia

Perceived Organizational Support and Some Demographic Variables Predicting Organizational Commitment of Non-Teaching Employees in a State-Owned Nigerian University

Academic journal article Ife Psychologia

Perceived Organizational Support and Some Demographic Variables Predicting Organizational Commitment of Non-Teaching Employees in a State-Owned Nigerian University

Article excerpt


Demographic and organizational changes in contemporary workplace have affected employees' commitment to the organization fundamentally. The present study investigated the relationship between perceived organizational support and some demographic variables on organizational commitment of non-teaching employees in a state-owned university in Nigeria.

Using an ex post facto design, two hundred and six (n=206) non-teaching employees consisting of 110 male and 96 female were purposively selected for the study. A carefully designed questionnaire comprising three sections; demographic information, perceived organizational support scale and organizational commitment scale was used for data collection. The data collected was analyzed using t-test independence of means and simple multiple regression.

Results indicated that perceived organizational support significantly influenced organizational commitment, (t (202) = -3.33, P<.05). Organizational tenure significantly contributed to the variance in organizational commitment, (B = .22; t = 2.30; P <.05).

It was recommended that organizations should pay adequate attention to satisfying employees work-related and non-work related needs as this would make them to increase their attachment to the organization.

(ProQuest: ... denotes formulae omitted.)


The changing economic climate across countries has affected employee-employer relationship in the workplace. This observation holds true for organizations in developing countries like Nigeria. But the problem of deteriorating employee- employer relationship seems more pronounced in public sector organizations in Nigeria, and particularly publicly funded universities. As observed by scholars (e.g. Ajayi ¿Ogunjobi, 2001; Ibukun, 1997; Longe Commission, 1991), issues such as under funding, poor staffing and poor facilities are some of the problems plaguing the Nigerian university system and have often been the reason for strike action by academic support employees in universities. In a bid to be more efficient in the face of dwindling support, many state universities have resorted to strategies that often led to increased work load, increased work pressure and reduced personal time. These outcomes may create strong feelings of alienation among workers.

These outcomes may have elicited mixed reactions from employees, particularly non-teaching members of staff. The reason is because academic support staff on the average receives lesser remuneration compared to their teaching counterparts and therefore may be expected to perceive themselves as more negatively affected by restructuring policies embarked upon by management (The Punch, 2011). Given these consequences on employees, it is logical therefore to query whether employers still expect these workers to be committed to the organization.

Commitment in the workplace can be described as a bond that exists between an employee and his/her employer. Although there are different forms of commitment, organizational commitment is widely studied among researchers. Mowday, Porter and Steers, (1982), defined organizational commitment as 'employees' identification and involvement with the organization'. Three components emanate from this perspective- (i) a strong belief in, and acceptance of the organization's goals, (ii) a readiness to exert extra effort for the organization, and (iii) a strong desire to maintain organizational membership. Clearly, these three elements have implication for employee behavior. For example, the desire by a committed employee to maintain organizational membership would be related to the motivation to participate in the organization. Willingness to exert considerable effort on behalf of the organization, and the belief in and acceptance of the organization's goals, in combination would influence productivity. Thus, the growing popularity of organizational commitment in the literature may not be unrelated to its assumed impact on organizational success and effectiveness. …

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