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Abstract
This study examined the relationship between motivation and employee commitment. The main purpose of the study is to examine examine the relationship between reward and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori, to examine the relationship between job enrichment and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori and to examine the relationship between promotion and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori. The population of the study was made up of 100. The sample size of 80 respondents was drawn from using the Taro Yemen formula. The simple percentage was used to analyse the research question while chi-square was used to analyes the hypotheses. Based on the finding of the study, it is recommended that, employees should be given the opportunity to contribute their ideas to the affairs of the organization as this will boost their morale and consequently lead to higher productivity, management should make positive effort towards improving and maintaining effective communication system between the three levels of management (top, middle and low) and subordinates, so that workers will be acquitted of what is expected of them by the management, employees should be promoted when due in order to ensure better job performance, management should make efforts to improve salaries, working conditions, job security, job dissatisfaction and poor supervision to certain standard that will make employees feel happy about their job. managers should hold out the promise of reward once the objective is achieved, because behaviour, which is perceived to be rewarded, will tend to be repeated and management should try to make materials and equipments that will enhance effective performance of workers available.
Table of Contents
Title Page i
Abstract vii
Declaration iii
Certification v
Dedication vi
Acknowledgements vii
Table of Contents viii
List of Tables x
List of Figures x
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 4
1.3 Objectives of the Study 4
1.4 Research Questions 5
1.5 Statement of Hypotheses 5
1.6 Significance of the Study 6
1.7 Scope/Limitations of the Study 6
1.8 Definition of Terms 7
CHAPTER TWO 9
LITERATURE REVIEW 9
2.1 Conceptual Framework 9
2.2 Theoretical Framework 9
2.3 Review of Literature on Study Variables 16
2.4 Empirical Review 23
CHAPTER THREE 26
RESEARCH METHODOLOGY 26
3.1 Research Design 26
3.2 Population of the Study 26
3.3 Sample and Sampling Techniques 27
3.4 Method of Data Collection 28
3.5 Reliability and Validity 29
3.6 Method of Data Analysis 30
CHAPTER FOUR 31
DATA PRESENTATION AND ANALYSIS 31
4.1 Data Collection and Presentation 31
4.2 Data Analysis 32
4.3 Testing of Hypothesis 36
4.4 Discussion of Findings 42
CHAPTER FIVE 44
SUMMARY, CONCLUSION AND RECOMMENDATIONS 44
5.1 Summary 44
5.2 Conclusions 44
5.3 Recommendations 45
References 46
Appendices I 51
List of Tables
Table 3.1: Tabular representation of the population of the study 27
Table 4.1 Questionnaires Administration and Retrieval 31
Table 4.2 Data Analysis 32
Table 4.2: Show Age Bracket of Respondents 32
Table 4.3: Sex of respondents 32
Table 4.4: Academic qualification of respondents 33
Table 4.5: Marital Status of respondents 33
Table 4.6: Reward and employee commitment in Kenule Beeson Saro Wiwa 34
Table 4.7: Job enrichment and employee 34
Table 4.8: Promotion and employee 35
Table 4.9: Hypotheses One 36
Table 4.10: Descriptive Statistics 37
Table 4.11: Frequencies showing Reward and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori 37
Table 1.12: Test Statistics 37
Table 4.13: Hypotheses Two 38
Table 4.14: Descriptive Statistics 39
Table 4.15: Salary/wages and Organizational Success 39
Table 4.16: Test Statistics 40
Table 4.17: Hypotheses Three 40
Table 4.18: Descriptive Statistics 41
Table 4.19 Job Security and Organizational Success 41
Table 4.20: Test Statistics 41
List of Figures
Fig 2.1 A conceptual framework showing the relationship between information communication technology and corporate growth…………………..………….9
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
In this era of globalization, motivation is considered to be the key factors for success and excellence of organizations. Organizations are facing many fluctuations and pressures in today’s world in order to carry on organizational life. They have Kenule Beeson employee commitment into their development processes and with understanding the effective changes that will give them desired results.
Mowday, Porter, steer (1982) get “Employee Commitment as affection and trustworthiness”. Beckeri, Randal, and Riegel (1995) defined the employee commitment in the three dimensions: the 1st one is a strong goal to remain a member of a particular organization; the 2nd one is a willingness to utilize high levels of struggles on behalf of the organization; and the 3rd one is a describe belief in and appropriateness of the values and goals organization. Pinar Gungor (2011) says “Motivation is the competency or capability of a person to change behavior”. Motivation is a driven force that leads and directed a person toward some specific goals. “Work motivation is set of active forces that initiates both within as well as outside an individual’s being, to starts work-related behavior, and to determine its form, direction, intensity and duration” (Pinder, 1998). Employee commitment can improve the performance of an organization but some time it is not delivering the benefit in many cases like when organization not given them the incentives and involve them in their jobs. Every organization and business wants to be successful and have desire to get constant progress (Nishikawa, 2006). The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges (Oloko, 2003). To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations (Oloko2003). Human resource or employees of any organization are the most central part so they need to be influenced and persuaded towards tasks fulfillment (Nnabuife, 2009).
For achieving prosperity, organizations design different strategies to compete with the competitors and for increasing the performance of the organizations. A very few organizations believe that the human personnel and employees of any organization are its main assets which can lead them to success or if not focused well, to decline (Nishikawa, 2006). Unless and until, the employees of any organization are satisfied with it, are motivated for the tasks fulfillment and goals achievements and encouraged, none of the organization can progress or achieve success (Nnabuife, 2009).
Motivation, as a process, started with a need in human being which creates a vacuum in a person. In an attempt to fill the vacuum an internal driving force is generated which starts and sustains a chain of action and reaction Kayode (2003). It is at that point that the vacuum is also filled. With this background information (Nnabuife, 2009), define motivation as the internal or external driving force that produces the willingness to perform an act to a conclusive end. This first aspect of motivation we choose to describe as internal motivation because the driving force comes from within an individual. The second aspect is external motivation, is applied by the organization. This is because employees are motivated to identify with organization in order to satisfy their varied and variegates needs and desires (Oloko, 2003). Until they have been identified and properly satisfied, they will never cease to impede smooth running of the organizations (Nishikawa, 2006).
One of the biggest problems facing manager in the organizations is how best to get employees committed to their work and put in their best towards the accomplishment of organization’s objectives. Motivation is concerned with why people do what they do. It answers such questions as why do managers or worker go to work and do a good job (Nwachukwu, 2004). Meyer and This tries to explain what motivates people to act the way they do, with primary focus on the work place. It is the primary task of the manager to create and maintain an environment in which employees can work efficiently and realize the objectives of the organization (Oloko, 2003).
Employees differ not only in their ability to work but also in their will to do so (motivation). To motivate is to induce, persuade, stimulate, even compel, an employee to act in a manner which fulfilled the objectives of an organization (Nguyen, 2005 and Egwurudi, 2008).
The motivation of employees depends on the strength of their motives. Motives are need, wants, desire, or impulses within the individual and these determine human behaviour (Greene et al., 2002). Therefore, motivation is the process of arousing behaviour, sustaining behaviour progress, and channeling behaviour into a specific curse of action. Thus, motives (needs, desire) induce employees to act. Motivation therefore is the inner state that energies people, channels and sustains human behaviour (Greene et al., 2002).From the foregoing therefore, the study is intended to examine the relationship between motivation and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
1.2 Statement of the Problem
Due to economic crisis employers are very much concerned to keep their employees motivated, committed and engaged. This study aimed to assess the, motivation and commitment of the employees in public sector organizations. Kenule Beeson Saro-Wiwa Polytechnic Bori has several specialized individuals with competitive skills. But the institution has been experiencing employee turnover currently and facing a lot of challenges to prevent loss of employees. This study focused on employee’s commitment towards work, what things motivate them most, through which sort of task employees can be more involved in their work and what tasks they find more challenging to be highly engaged in their work.
Individuals work for money but they can switch off from one work to another for more money. At the same time people want recognition and also want to be proud of their company, they want very good relationships with co-workers. There are several factors which affect employees in the organizations. In case of commitment of employees in work are mostly linked with the prevailing culture, reward system, promotion, job enrichment and environment in the organization (Naicker, 2008). From the forgoing therefore, the study is determined to examine the relationship between motivation and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
1.3 Objectives of the Study
The main objective of the study is to examine the relationship between motivation and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori. The specific objectives are as follows:
i. To examine the relationship between reward and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
ii. To examine the relationship between job enrichment and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori
iii. To examine the relationship between promotion and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
1.4 Research Questions
i. To what extent does reward influence employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori?
ii. To what extent does job enrichment influence employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori?
iii. To what extent does promotion influence employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori?
1.5 Statement of Hypotheses
HO1: There is no significant relationship between reward and employee commitment in Kenule Beeson Saro-Wiwa Polytechnic Bori.
HO2: There is no significant relationship between job enrichment and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
HO3: There is no significant relationship between promotion and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
1.6 Significance of the Study
The study will serve as guide to the management of Kenule Beeson Saro Wiwa Polytechnic Bori in particular and the Nigerian managers as a whole in determining the best way of getting the best output from their employees who are presently demoralized in the face of the prevailing socio-economic hardship.
The study is also aimed at contributing to the literature in Motivation particularly with reference to employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori. Also, this work on completion will broaden the essence for application of modern motivational techniques for both public and private sectors respectively.
1.7 Scope/Limitations of the Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves on investigation to ascertain the relationship between Motivation and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori. The dependent variable is employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori, measures by affective, normative and continuance commitment. While independent variable is motivation measure by Reward, Job enrichment and Promotion.
Geographical Scope: This study is delimited in Bori Metropolis with special reference to Kenule Beeson Saro-Wiwa Polytechnic.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of the study. The scope of this study is to ascertain the relationship between motivation and employee commitment in Kenule Beeson Saro Wiwa Polytechnic Bori.
In carrying out an investigation of this native the researcher must of necessity be faced the following constraint.
Firstly, the time constraint’s the time frame provision for this study was short.
Secondly, financial constraints. Usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.
Thirdly, poor response from the respondent and inability to access the entire population of the study. Lastly, poor measurement instrument.
1.8 Definition of Terms
Employees: Employees would refer generally to members of staff of an organization, both management and non-management and would be used interchangeably with workers.
Employee Needs: This refers to basic wants of employees, the desire to satisfy which activates their energy to satisfy and the fulfillment of which engenders positive work attitudes. In the study these needs are categorized into three: Existence, Relatedness and growth needs.
Motivation: Motivation would be seen as that energizing force consciously applied through skillful appeal to employee basic needs to compel positive work attitude to achieve organizational goal.
Promotion: Elevation of an employee to a better job, better in terms of greater responsibilities, enhanced authority more prestige or status greater skill increased remuneration and fringe benefits.
Work Attitude: This would refer to employee’s state of mind as expressed in concrete action behaviour or their manner of performing their duties.
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