Progenitors of Organisational Commitment Among Senior Staff in the University of Cape Coast, Ghana
DOI:
https://doi.org/10.51867/scimundi.5.1.7Keywords:
Employee Compensation, Human Capacity Development, Organisational Commitment, Working ConditionsAbstract
This study examined the progenitors of organisational commitment among senior staff at the University of Cape Coast (UCC) using Victor Vroom’s Expectancy Theory of Motivation as its theoretical framework. Adopting a cross-sectional survey design, data were collected from a sample of 301 senior staff members, selected using a simple random sampling technique from a total population of 1,518. Reliability analysis confirmed high internal consistency across all constructs, with Cronbach’s alpha coefficients exceeding the .7 threshold. Using a cross-sectional survey design, data were collected from 301 senior staff members in the University of Cape Coast. The study employed a structured questionnaire to gather. Descriptive statistics (frequency, percentages, mean and standard deviation), and inferential technique (multiple regression) were employed to analyse the data. Findings revealed a significant positive relationship (R = .597) between employee compensation (β = .113, p = .040), working conditions (β = .243, p ˂ .001), and human capacity development (β = .341, p ˂ .001) with organisational commitment, explaining 35.6% of the variance (R² = .356, F(3,297) = 54.846; p ˂ .001). The study concluded that employee compensation, working conditions, and human capacity development are critical predictors of organisational commitment among senior staff at the UCC. These results underscore the importance of fostering favourable working conditions, adequate compensation, and opportunities for professional development to enhance organisational commitment among senior staff. The study recommends that UCC’s management prioritise strategies addressing these predictors to bolster staff commitment and organisational effectiveness.
Downloads
References
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organisation. Journal of Occupational and Organisational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Astuti, E. I. R., Pangaribuan, N., & Noer, E. (2024). The Influence of Compensation and Career Development on Employees' Organizational Commitment in Class III UPBU Offices in the Merauke Region. Economit Journal: Scientific Journal of Accountancy, Management and Finance, 4(1), 52-67.
https://doi.org/10.33258/economit.v4i1.1089
Banji, G.T., & Fombad, M. C. (2019). Effective Leadership: A panacea to Employees' Commitment to effective Library and Information Services in the University of Cape Coast (Sam Jonah) Library in Ghana. Library Philosophy and Practice Journal, 6(7), 1-19.
Danish, R. Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment; mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312-317. https://doi.org/10.13189/aeb.2013.010402
Daweti, B., Khumalo, N., & Ngo-Henha, P. E. (2024). The impact of working conditions on commitment of academic employees: A socio-affective perspective. Problems and Perspectives in Management, 22(1), 524-533. https://doi.org/10.21511/ppm.22(1).2024.42
Hosen, S., Hamzah, S. R. A., Ismail, I. A., Alias, S. N., Abd Aziz, M. F., & Rahman, M. M. (2024). Training & development, career development, and organizational commitment as the predictor of work performance. Heliyon, 10(1), 1-13. https://doi.org/10.1016/j.heliyon.2023.e23903
James, A. M., Brownson, C. D., & Efi, A. (2024). Compensation Management and Employee Commitment. Research Journal of Management Practice, 4(1), 13-25.
Katabalo, C. V., & Mwita, K. M. (2024). The role of compensation on job satisfaction, employee performance and organisational performance. Science Mundi, 4(1), 137-148.
https://doi.org/10.51867/scimundi.4.1.12
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration (ijec), 11(4), 1-10. https://doi.org/10.4018/ijec.2015100101
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30, 607-610. https://doi.org/10.1177/001316447003000308
Meyer, J. P., & Allen, N. J. (2001). Organizational commitment. In C. L. Cooper & I. T. Robertson (Eds.), Personnel psychology and human resource management: A reader for students and practitioners (pp. 289-342). UK: John Wiley & Sons Ltd.
Milkovich, G. T., & Newman, J. (2005). Compensation (8th ed.). Boston, MA: Irwin McGraw-Hill.
Nunnally, J. C., & Bernstein, I. H. (2008). Psychometric theory (3rd ed.). New York: McGraw-Hill.
Obese, E. (2010). Occupational health and safety practices of the University of Cape Coast. Doctoral dissertation, University of Cape Coast, Cape Coast.
Okeke, S., & Elegbede, T. (2024). The Effects of Human Capital Development, Employee Coaching and Career Support on Organisational Commitment among Employees in Lagos, Nigeria. International Journal of Business and Technopreneurship (IJBT), 14(1), 21-34. https://doi.org/10.58915/ijbt.v14i1.285
Opeke, R. O., & Mayowa-Adebara, O. (2020). Influence of human capital development on employee commitment in university libraries in South-West, Nigeria. Unizik Journal of Research in Library and Information Science, 5(1), 54-75.
Parijat, P., Bagga, S. (2014). Victor Vroom's Expectancy Theory of Motivation: An Evaluation. International Research Journal of Business and Management, 7(9), 1-8.
Riana, I. G., & Wirasedana, I. W. P. (2016). The effect of compensation on organisational commitment and employee performance with the labour union as the moderating variable. Social and Economic Science, 3(2), 83-88.
Sawilowsky, S. S. (2009). New effect size rules of thumb. Journal of Modern Applied Statistical Methods, 8, 597-599. https://doi.org/10.22237/jmasm/1257035100
Sharma, S. (2004). Optimal production policy with shelf life including shortages. Journal of the Operational Research Society, 55(8), 902-909. https://doi.org/10.1057/palgrave.jors.2601760
Sukalova, V. (2021). Management employees working conditions for sustainable development in the era of globalization. In SHS Web of Conferences, 129, 07006. EDP Sciences. https://doi.org/10.1051/shsconf/202112907006
Vroom, V. H. (1964). Work and motivation. New Delhi: Wiley.
Walton, R. E. (1974). Quality of work life indicators: Prospects and problems. In A symposium on social indicators of work life (pp. 19-20). Ottawa: Canada Department of Labour.
Zhenjing, G., Chupradit, S., Ku, K. Y., Nassani, A. A., & Haffar, M. (2022). Impact of employees' workplace environment on employees' performance: a multi-mediation model. Frontiers in Public Health, 10, 890400. 1-13. https://doi.org/10.3389/fpubh.2022.890400
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Naomi Arthur Fynn, Hayford Lartey

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.