Building employee commitment through organizational climate in the manufacturing industry

Abstract

This study examined organizational climate and employees' commitment. To achieve the objectives of the study, three research hypotheses were formulated to guide the study. Relevant literature was reviewed anchoring on the Two-Factor Theory and Equity theory. This study adopted a survey research design. The research population in this study comprised 370 staff of Asaba Aluminum Nigeria Pic, Delta State. The researcher used the Taro Yamane formula to determine the sample size of 150 respondents. The questionnaire was the instrument used for data collection while the instrument was validated by two experts in measurement and evaluation. The instrument was administered by the researcher with the help of the supervisors in the establishment with a 100 percent retrieval rate. Data gathered was analyzed using the frequency and the percentage while the hypotheses were tested through Ordinary Least Square (OLS). The findings revealed that job autonomy has an impact on employee morale; leadership style influences employee productivity; there is a relationship between reward system and employee job satisfaction, working environment influences the behavior of the organization; role clarity affects employee commitment; career development has an impact on employee competency and that communication efficiency influences employee performance. The study recommends amongst others that the management of Asaba Aluminum Pic should be more responsive to the physical condition of the work environment such as seasoned tools, machines, and career development programs as this will enhance efficiency in production and increase the quantity of products.

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