Motivators of employee commitment at multinational organisations in emerging economies: Empirical evidence from Nigeria

Inegbedion, Henry

doi:10.1057/s41599-022-01169-6

Cited by 5 publications

(2 citation statements)

References 26 publications

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“…This finding is in line with Arifin (2020) that organizational factors (policies) and work environment factors (leaders and coworkers) influenced organizational change and that of Kamau (2015) that training and development, management style, working environment, team cooperation, and organizational structure have a strong influence on employees 'commitment. This is also reflective of Inegbedion's (2022) findings that organizational climate is related to employee commitment.…”

Section: Comfort and Enjoyment Of Worksupporting

confidence: 68%

Organizational commitment of non-tenured employees in the Philippine government service: A behavioral model

Palma

2024

Int. j. adv. appl. sci.

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Non-tenured employment, often seen as less prestigious, is thought to lead to negative attitudes at work. However, research suggests that non-tenured workers can be just as dedicated to their organizations. Despite the clear need to understand the behaviors of these workers, there is a lack of research in this area. This study looks into what helps or hinders non-tenured government employees in the Philippines from feeling committed to their organization and develops a model to explain their behavior. Using a grounded theory approach, interviews and focus group discussions were conducted with 18 non-tenured staff, including office workers, teachers, and service personnel, in Philippine government settings in 2021. These discussions were analyzed to identify themes inductively. The findings show that these workers are indeed committed to their organizations and highlight both the positive influences (facilitators) and obstacles (barriers) to this commitment. Positive work environment, fair pay, convenient location, and the chance of securing a tenured position were identified as facilitators, whereas political interference, challenging tasks, and limited professional development opportunities were seen as barriers. To better understand these factors, the study introduces a cause-reason-intention-behavior (CRIB) Model, a new framework specifically designed for non-tenured employees. This model is unique in that it focuses on how feelings of comfort, love for the job, and enjoyment of work, despite insecure job conditions, can encourage a strong commitment to the organization.

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Section: Comfort and Enjoyment Of Worksupporting

confidence: 68%

Organizational commitment of non-tenured employees in the Philippine government service: A behavioral model

Palma

2024

Int. j. adv. appl. sci.

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“…Work engagement. Employees with a positive attitude to work tend to show more attachment to the outcome than those indifferent (Inegbedion, 2022). Attachment is one of the work attitudes in employees with high work engagement.…”

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confidence: 99%

Organizational culture as a mediator of credible leadership influence on work engagement: empirical studies in private hospitals in East Java, Indonesia

Srimulyani

Hermanto

2022

Humanit Soc Sci Commun

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The success of health services in hospitals depends on the work engagement of medical and non-medical personnel in providing quality services for patients. Engaged employees will be more proactive, take the initiative to collaborate with others, and are committed to achieving high-quality performance. A leader’s ability in an organization is a major factor in building a work ethic in the organization, instilling values, norms, and ethics through organizational culture into employee work behavior, such as work engagement. Credibility leadership is the practice of leading an organization through a positive culture change. Credible leadership can increase work engagement through an organizational culture emphasized by education and organizational leaders. The study aimed to analyze the influence of leadership credibility and organizational culture on work engagement by sampling medical and non-medical personnel at two private hospitals in Madiun City. The hypothesis was tested using structural equation modeling (SEM) and path analysis. The results of hypothesis testing show that: (1) credible leadership has a significant positive influence on organizational culture; (2) organizational culture has a significant positive influence on work engagement; (3) organizational culture is the perfect mediator of credible leadership influences on work engagement. This study’s results confirm that leaders’ role in shaping a positive organizational culture through good credible leadership practices, while organizational culture can increase employee work engagement.

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Unethical favouritism and KH: The mediating role of organisational injustice

Inegbedion,

Asaleye,

Sajuyigbe

et al. 2024

Knowl Process Manag

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This study examined unethical favouritism and knowledge hiding (KH) to ascertain the extent to which unethical favouritism influences KH as well as the extent to which organisational injustice mediates the relationship between unethical favouritism and KH. The study employed a cross‐sectional survey design of 305 randomly selected respondents from one public and four private universities in northcentral Nigeria. A structured questionnaire served as the research instrument. The study used the Content validity index and Cronbach alpha to test for the validity and reliability of the questionnaire. Structural equation modelling served as the data analysis technique. The results indicate that unethical favouritism significantly influences KH, and organisational injustice mediates the relationship between unethical favouritism and KH. The point of departure of this study from previous studies is the unveiling of the influence of favouritism on KH through the mediation of organisational injustice, which is a consequence of favouritism.

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Motivators of employee commitment at multinational organisations in emerging economies: Empirical evidence from Nigeria

Cited by 5 publications

References 26 publications

Organizational commitment of non-tenured employees in the Philippine government service: A behavioral model

Organizational commitment of non-tenured employees in the Philippine government service: A behavioral model

Organizational culture as a mediator of credible leadership influence on work engagement: empirical studies in private hospitals in East Java, Indonesia

Unethical favouritism and KH: The mediating role of organisational injustice

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