Mediating Role of Psychosocial Factors on the Relationship between Downsizing and Employees’ Commitment to Work among Federal Civil Servants in Nigeria

Abstract

The study assessed the mediating role of psychosocial factors on the relationship between employee's perception of downsizing exercise and their commitment to work in selected public sector establishments in Nigeria.The study employed descriptive survey design and a Multi-stage sampling technique was adopted. Purposive sampling technique was used to select six Federal Government establishments in Abuja and Lagos State. Using stratified random sampling, a total of 604 respondents comprising (58.9%) males and (41.1%) females were selected from these establishments. Data were collected through the administration of standardized psychological tests: General Perception of Downsizing (GPD), Tennessee Self-Concept Scale (TSCS), and Organizational Commitment Questionnaire (OCQ). Data collected were analyzed using appropriate descriptive and inferential statistics.The results showed a significant positive relationship between employee's perception of downsizing and their work commitment (r = 0.17; p< 0.05). That is, employee's perception of downsizing exercise influenced their commitment to work. The results also showed that employees' perception of downsizing was significantly related to psychosocial factors, i.e. Self-Concept (r = 0.25; p<0.01); and Length of Service (r = 0.11; p<0.01). Furthermore, the results showed that Self-Concept and Length of service significantly and independently mediated the relationship between employee's perception of downsizing and their commitment to work, (β = 0.36; t = 9.24; p<0.01); and (β = 0.14; t = 3.56; p<0.01) respectively.The study concluded that employees' perception of downsizing related to their commitment to work. This relationship was, however, mediated by employees' self-concept and length of service.

Leadership Style and Perceived Organisational Politics as Predictors of Organisational Commitment among Civil Servants in Osun State

“…Finally, Meyer et al (1997) performed a meta-analysis of studies of people who had sought permission to use the OCQ during the last 15 years as well as from computer database dating back to 1985. Ayinde (2011) reported an Alpha coefficient of 0.53 for Nigerian sample.…”

Some psycho-social factors fostering workplace commitment among head teachers in Nigeria

“…For example, McFarlin and Sweeney (1992) and Roodt (1992) found no relationship between job tenure and workplace commitment. However, job tenure has been found to have a significant influence on workplace commitment (Ayinde, 2011;Meyer et al, 2002;Salami, 2008;Wright & Bonett, 2002). This may be because employees who have spent long time on a job tended to develop a high sense of responsibility for organizational and job outcomes.…”

Psychological Impact of Downsizing on Survivor-Managers in a Developing Economy

“…Organisational downsizing is not a new concept in the practice of human resource management however; studies in this area are developing and gaining momentum in Nigeria recently due to the existence of some unmanageable organizational and workforce issues. Several studies both in the public and private sector (see Oluba, 2008;Ayinde, 2011;Omoruyi et al, 2011) have examined organisational downsizing. These studies include reforms in public and private sector of 1975 and 1984, the consolidation of the banking sector and the prevalent downsizing caused by the recession and global financial predicaments (Oluba, 2008;Ayinde, 2011;Omoruyi et al, 2011).…”

“…Several studies both in the public and private sector (see Oluba, 2008;Ayinde, 2011;Omoruyi et al, 2011) have examined organisational downsizing. These studies include reforms in public and private sector of 1975 and 1984, the consolidation of the banking sector and the prevalent downsizing caused by the recession and global financial predicaments (Oluba, 2008;Ayinde, 2011;Omoruyi et al, 2011). The outcomes of these studies led to mass layoffs and cost-cuttings with the negative psychological and emotional impact on both those that have been laid-off and those retained in the organisation.…”

“…However, despite the prevalent nature of downsizing in Nigeria, researches on the impact of downsizing have focused more on those that have been laid-off than survivors (Samuel et al, 2009;Omoruyi et al, 2011).. Furthermore, despite the importance of psychological wellbeing of survivors to the attainment of the envisaged goal of the downsizing practice, research on this group of workers (survivors-those employees who were fortunate to be retained after downsizing exercise was carried out) are still limited particularly in Nigeria (Omoruyi et al, 2011;Ayinde, 2011). Therefore, this paper aims to examine the psychological impact of downsizing on survivor-managers because according to Cameron (1994), downsizing is the "most prevalent and yet understudied area in business.…”