IIARD International Institute of Academic Research and Development

IIARD International Journal of Economics and Business Management (IJEBM )

E-ISSN 2489-0065
P-ISSN 2695-186X
VOL. 6 NO. 1 2019

---

Job promotion and Employee Commitment of Public Hospitals in Rivers State, Nigeria

Jolly Abraham Ogini

---

Abstract

This study examined the relationship between job job promotion and employee commitment of Public Hospitals in Rivers State. The study adopted a cross-sectional survey in its investigation of the variables. Primary data was generated through self- administered questionnaire. The population for the study was two hundred and eighty (280) employees of twelve (12) Hospitals in Rivers State. The sample size of 162 was determined using the Krejcie and Morgan (1970) table for corresponding determination of sample size for a given population. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient with the aid of Statistical Package for Social Sciences version 23.0. The study findings revealed that there is a positive significant relationship between job job promotion and workers commitment of public hospitals in Rivers State. Consequently, all previous hypotheses are rejected as the evidence indicates significant level of relationships in all instances. The study recommends that Public Hospitals in Rivers State, Nigeria should stimulate job promotion of their employees in order to ensure employees’ affective commitment.

keywords:

Job promotion, Employee Commitment, Affective Commitment, Normative Commitment, Continuance Commitment

---

References:

Adams, J. S. (1963). Towards an understanding of inequity.The Journal of Abnormal and Social
Psychology, 67(5), 422.

Adams, J. S. (1965). Inequity in social exchange.Advances in Experimental Social Psychology, 2,
267-299.

Akintoye, I. R., Owojori, A. A., &Adidu, F. A. (2011). The challenge of risk management in
Nigerian banks in the post consolidation era. Journal ofAccounting and Taxation,3(2),
23-3 1.

Armstrong, M., & Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management
Practice. NY:Kogan Page Publishers.

Baker, G. P., Jensen, M. C., & Murphy, K. J. (1988). Compensation and incentives: Practice vs.
theory. The Journal of Finance, 43(3), 593-616.

Beer, B., Spector, P., Lawrence, D., Quinn, M., & Walton, R. (1984).Managing Human
Assets.New York, The Free Press.

DeCotiis, T. A. &Summers, T. P. (1987). A path analysis of a model of the antecedents and
consequences of organizational commitment. Human Relations, 40(7), 445-470.

De Souza, R. (2002). Walking upright here: Countering prevailing discourses through reflexivity
and methodological plural isni. (Unpublished MA (Nursing) Thesis).Massey University,
Albany, NZ.

Dessler, G. (2009). A framework for human resource management. India: Pearson Education
Fitzgerald, L. F., Koss, M. P., Goodman, L. A., Browne, A., Keita, G. P., & Russo, N. F.
(1994).The prevalence of intimate violence.American Psychological Association.

Griffin, R. W., & Bateman, T. S. (1986). Job satisfaction and organizational commitment.
Gomez, M. (2002). Management. New York: MC Graw Hill.

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory.
Organizational Behaviour and Human Performance, 16(2), 250-279.

Herzberg, F., Mausner, B., &Snydermart, B. (1959).Work and motivation: Behaviourscience
concepts and management application: Studies in Personnel Policy, 216.

Herzberg, F. (2003). Job satisfaction theories: Traceability to employee performance in
organizations. Journal of Business and Management, 16(5), 11-I 8.

Hunjra, A. 1.,Chani, M. 1., Aslam, S., Azam, M., &Rehman, K. U. (2010). Factors effecting job
satisfaction of employees in Pakistani banking sector. African Journal of Business
Management, 4(10), 2157-2163.
Husernan, R. C., Hatfield, J. D., & Miles, E. W. (1987). A new perspective on equity theory:The
equity sensitivity construct. Academy of Management Review, 12(2), 222-234.

Kalleberg, A. L. (1977). Work values and job rewards: A theory ofjob satisfaction. American
Sociological Review, 4, 124-143.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms

in utopian communities. American Sociological Review, 6, 499-517.

Katcher, B. L., & Snyder, A. (2003).30 Reasons Employees hate their Managers. International
Journal of Sociology and Social Policy, 23 (8/9) 129—157. New York.

Lazear, E., & Rosen, S. (1981) Rank-order tournaments as optimum labour contracts. Journal of
Political Economy, 89.1045-1064.
Locke, E. A. (1976).The nature and causes ofjobsatisfaction.Handbook of Industrial and
Organizational Psychology, 1, 1297-1343. . Chicago: Rand McNally.

Mathieu, J. E. &Zajac, D. M. (1990).A review and meta-analysis of the antecedents, correlates,
and consequences of organizational commitment. Psychological Bulletin,108(2), 171

Mercer, C. D. (1997).Students With Learning Disabilities.Prentice Hall.

Meyer, J. P., Stanley. D. J., Herscovitch, L., &Topolnytsky, L. (2002). Affective, continuance, and
normative commitment to the organization: A meta-analysis of antecedents, correlates,
and consequences. Journal of Vocational Behaviour, 61(1),20-52.

Mitchell, T. R., &Lasan, J. R. (1987).People in organizations,3RD edition.
Moorman, R. H. (1993). The influence of cognitive and affective based job satisfaction measures
on the relationship between satisfaction and organizational citizenship behaviour. Human
Relations, 46(6), 759-776.

Murphy. K. J. (1992). Performance measurement and appraisal: Motivating managers to identify
and reward performance. Performance, Measurement, Evaluation, And Incentives,
Boston, 37-62.

Nguyen, A. N., Taylor, J., & Bradley, S. (2003). Job autonomy and job satisfaction: new evidence.
Lancaster University Management School, Working paper, 50.

Park. J. K.; Khan. A. H.; Nawaz, M. M.; Aleem, M.&Hamed, W. (2012). Impact of job satisfaction
on employee performance: An empirical study of autonomous Medical Institution of
Pakistan. African Journal of Business Management, 6(7), 2697.

Parry, E. &Kelliher, C. (2009). Voluntary sector responses to increased resourcing challenges.
Employee Relations, 31(1), 9-24.

Pearce, J. (2011). Strategic Management Formulation Implementation and Control. 11th Ed
Buxton: McGraw Hill

Poulston, J. (2008). Hospitality workplace problems and poor training: A close relationship.
International Journal of Contemporary Hospitality Management, 20(4), 412-427

Ponnu.C.. H.., &Chuah. C. C. (2010). Organizational commitment, organizational justice and
employee turnover in Malaysia.African Journal of Business Management,131., 2676.

Porter. L W. & Lawler, E. E. (1968). What job attitudes tell about motivation? Harvard Business
Review, 46(1), 118-126.

Richard, O. C. & Johnson, N. B. (2001). 'Strategic human resource management effectiveness and
firm performance. International Journal of Human Resource Management, 12(2), 299-
310.

Rosen, S. (19861.The theory of equalizing differences.Handbook of Labour Economics, 1,641-
692.

Sangaran G, &Jeetesh, K. (2015). The Effects of job satisfaction towards employee turnover in the
hotel industry: A Case Study of Hotels in Kuala Lumpur City Center. Journal Tourism
Hospitality, 4, 142.

Samuel, M.O. &Chipunza, C. (2009). Employee retention and turnover: using motivational
variables as a panacea. African Journal of Business and Management, 3(8), 23-29

Sousa-Poza, A., & Sousa-Poza, A. A. (2000). Well-being at work: a cross-national analysis of the
levels and determinants ofjob satisfaction. The Journal of Socio-Economics,29(6), 5 17-
538.

Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol.
3). Sage publications.

Tessema, T. M.&Soeters, J. L (2006). Challenges and prospects of HRM in developing Countries:
testing the HRM - performance link in the Eritrean civil service. The International
Journal of Human Resource Management, 17(1), 86-105.

Thompson, E. R.&Phua, F T. (2012).A brief index of affective job satisfaction.Group&
Organizational Management, 37(3), 275-307.

Walster, E.; Buscheid, E.&Walster, G. W. (1973).New directions in equity research.Journal and
Social Psychology, 2 5(2), 151.

Wegge.L Dick. L V., Fisher. G. K., West, M. A., & Dawson, J. F. (2006). A test of basic
assumptions of affective events theory(AET) in Call Centre Work British Jow-ia1 of
Management, 17(3), 237-254.

Wright, T. A., &Cropanzano, R. (1997). Well-being, satisfaction and job performance: Another
look at the happy/productive worker thesis. In Academy of Management Proceedings (I)
364-368).

DOWNLOAD PDF

---

Back