Commitment in the workplace

TLDR

The study extends prior research on employee commitment in Nigerian banking, examining how income and age influence commitment levels. A quantitative survey of 200 banking employees used a 28‑item Likert questionnaire, yielding a 42 % usable response rate. Factor analysis revealed three commitment components, and high‑income employees aged 31‑35 exhibited lower commitment, suggesting cultural factors may mediate the age‑income‑commitment relationship.

Abstract

Purpose The purpose of this paper is to extend previous research on employee commitment to their organisation within the Nigerian banking sector. This paper aims to use income and age as variables in assessing employee commitment to their organisations in Nigeria. Design/methodology/approach A quantitative approach was employed in data collection, using a 28‐item, seven‐point Likert scaled questionnaire administered to 200 participants with a 42 per cent usable response rate. A factor analysis resulted in three components of commitment. Findings The results from the analysis indicate that employees with high income represent the same group of employees within the age groups 31‐35 with low commitment to their organisation. Originality/value This paper demonstrates that the relationships between age, income and commitment might be explained by reference to cultural factors which might have stronger influence on employee expression of commitment to their organisations.