Main Article Content
Perceived Organizational Support and Some Demographic Variables predicting Organizational Commitment of Non-teaching Employees in a State-owned Nigerian University
Abstract
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.
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.
