Organizational Culture and Employee Satisfaction of Tertiary Institutions in Bayelsa State (Published)
This research investigated the link between organizational culture and employee satisfaction (both cognitive and affective) among the employees in the tertiary institutions of Bayelsa State, Nigeria, and at the same time, it has filled the voids of regional relevance, causation clarity, and specific facet satisfaction in the context of African higher education. A cross-sectional, quasi-experimental design, and complete enumeration survey was used, and 379 questionnaires were distributed to the whole population of employees. All the 379 were returned; 39 were incomplete or unusable, so only 340 responses were valid for further analysis. The Pearson correlation method using SPSS was applied for data analysis. The analysis has shown a very strong positive correlation between organizational culture and cognitive satisfaction (r = .807, p < .001), accounting for 65% of the variance. It was also strongly correlated with affective satisfaction (r = .677, p < .001), explaining 46% of the variance. The null hypotheses were rejected, in both cases. The results indicate that organizational culture is the major factor in the improvement of the alignment of rational roles and emotional well-being, with its influence being more pronounced on the cognitive than on the affective dimension. The study emphasizes the necessity of long-term research that is culturally sensitive in areas where there has been less representation. For the tertiary institutions, the recommendation is to develop the clan and adhocracy cultures through value-based training, participatory decision-making, and relational initiatives as a means of enhancing satisfaction, retention, and institutional resilience which means the practical benefits of culture change leading to overall resilience of institutions.
Keywords: Employee Satisfaction, Organizational Culture, affective satisfaction, and tertiary institutions., cognitive satisfaction
The Effect of Demographic Variables on Work Attitudes and Intentions to Quit: The Case of the Hotel Industry in Cape Coast and Elmina (Published)
Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. As such several studies have looked at antecedents of turnover. Among the emergent antecedents are demographic variables which are deemed to influence attitudes that could either make or unmake organisations. Since attitudes mean a lot in labour-intensive industries, the need to examine these attitude-eliciting factors become important. This paper therefore, sought to find out the effect of demographic variables on work attitudes and intention to quit in the hotel industry in Cape Coast and Elmina. Independent sample T-tests and One-way ANOVA were used to assess the relationships between demographic variables and work attitudes. The results revealed there was significant differences between younger adults’ and older adults’ level of satisfaction as far as salary levels were concerned. Similarly, this was the case with nature of work and motivation. Accordingly, it was recommended that Human resource policies be tailored to meet and satisfy the specific needs of each age group as what might motivate the younger generation may not have the same effect on the older generation.
Keywords: Employee Satisfaction, Employee turnover, Intention to Quit, Organisational Commitment and Nature of Work