Influence of Employee Empowerment on Employee Commitment in Oil Producing Firms in Rivers State (Published)
This study was conducted to examine the influence of employee empowerment on employee commitment in Oil Producing firms in Rivers State. The study was based on a survey research design and made use of questionnaire in obtaining data from office resident employees serving in five Oil Producing firms in Rivers State of Nigeria. The population of study was 20,116 while its sample size determined through Taro Yamane sample size determination formular was 1793. The analysis of data was done with descriptive and inferential statistics. The former used percentage method while the latter used simple regression. The test of hypotheses in the study indicated that employee empowerment had a positive and significant influence on employee commitment in Oil Producing firms in Rivers State. The generalized model summary showed an R2 of 0.445. The model also showed a goodness of fit at 95 percent (p-value <0.05. With this result, it was concluded that employee empowerment can reliably predict employee commitment in Oil Producing firms particularly those of Rivers State of Nigeria. It was recommended that Oil Producing firms in Rivers State should empower its employees for them to have some level of control over their work, deploy delegation of responsibility and also encourage employees to participate in decision making in order to influence employee commitment
Keywords: Employee Commitment, Employee empowerment, Nigeria, Rivers State, oil producing firms
Does Employee Work Life Policies And Empowerment Strategies Drive Employee Commitment? Kenyan Perspective, Synergy Approach (Published)
Employees with strong organizational commitment are emotionally attached to the organization and have a strong desire to contribute significantly towards organizational success. The importance of individual commitment to the bottom line of the organization is highly essential for improved performance, higher employee loyalty, increased satisfaction and customer satisfaction. The purpose of this study was to analyse the effects of employee work life and empowerment strategies on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents targeted because the group was highly affected by commitment issues in the organisation. A sample size of 340 employees ware extracted from the target population and the sampling techniques used were stratified sampling for the departments working in and simple random sampling for the individual respondents. Data was analyzed using Statistical Package for Social Sciences (Software).The cronbach’s alpha reliability obtained was 0.623. Multiple regression analyses were used to test the hypotheses. Exploratory factor analysis, specifically principal component analysis was conducted to reduce the variables to a manageable size regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, work life/policies was the strongest predictor of employee commitment (β = 0.300, t=5.670, p< 0.01), followed by employee empowerment (β = 0.154, t=2.820, p<0.01), the findings indicated that there was a significant positive correlation between employee work life policies strategy and affective commitment (r=0.317, p<0.01); normative commitment (r=0.329, p<0.01); and continuance commitment (r=0.328, p<0.01) the study also established that there was a significant positive correlation between employee empowerment and affective commitment (r=0.186, p<0.01); normative commitment (r=0.194, p<0.01); and continuance commitment (r=0.188, p<0.01). The study recommends that MTRH lays down proper structures for enhancing employee commitment since as seen from the study employee work life and empowerment drives employee commitment.
Keywords: Employee Commitment, Strategies., and Commitment