The Path from Ethical Organisational Culture to Employee Commitment: Mediating Roles of Value Congruence and Work Engagement

Work engagement is a crucial determinant of university academic staff performance and ultimately of the quality of the provided tertiary education. It is therefore imperative to explore the principal factors it is contingent upon. Equally important is the congruence or the best fit between the personal values and organizational commitment along with the effect of the organizational citizenship behaviour on the work engagement level of the academic staff in South-West Nigerian Universities, which, in turn, provide the appropriate basis for a proper set of recommendations to be developed and put forward to the respective stakeholders. A sample of 382 staff was chosen from the broad range of public universities in South-West Nigeria through the stratified random sampling technique. Use was made of the following data collection tools: the Demographic Data Inventory (DDI), Work Engagement Scale (WES), Organizational Citizenship Behaviour Checklist (OCBC), Personal Values Scale (PVS), and Value Congruence Scale (VCS). Four hypotheses were formulated and tested by means of simple linear regression analysis and Pearson correlation with a significance level of .05. The results obtained reveal not only the significant contribution of organizational citizenship behavior to work engagement (β = .215, t = 12.603, p < .05) but also the decisive role of personal-organisational value congruence in the contribution of organizational citizenship behaviour to work engagement among the academic staff in South-West Nigerian universities.

Download Full-text

The Role of Self-Efficacy, Value Congruence, and Work Well-Being on Employee Commitment: An Empirical Study on the Millennial Generation in Indonesia

The Journal of Social Sciences Research ◽

10.32861/jssr.spi2.312.319 ◽

2018 ◽

pp. 312-319

Keyword(s):

Empirical Study ◽

Self Efficacy ◽

Millennial Generation ◽

Value Congruence ◽

Employee Commitment ◽

Well Being

Download Full-text

Influence of Organisational Culture on Employee Commitment: Evidence from Environmental Protection Agency in Ghana.

International Journal of Technology and Management Research ◽

10.47127/ijtmr.v5i3.100 ◽

2020 ◽

Vol 5 (3) ◽

pp. 45-57

Author(s):

Hannah E. A. Acquah ◽

Noble Amoako Sarkodie ◽

Baffoe Enoch ◽

Lennox Adams ◽

Benjamin Nii Amon Djanie ◽

...

Keyword(s):

Environmental Protection ◽

Environmental Protection Agency ◽

Cultural Practices ◽

Employee Commitment ◽

Sampling Technique ◽

Organisational Culture ◽

Team Work ◽

Primary Data ◽

Protection Agency ◽

High Turnover

This study assesses the influence of culture on employee commitment at Environmental Protection Agency in Accra. The study adopted quantitative method using descriptive survey. One hundred and twenty-six (126) employees were selected using convenience sampling technique. The primary data was gathered using questionnaire and validated through Cronbach Alpha. In analysing the data gathered, descriptive as well as inferential statistics were employed. It was observed from the outcome that, the four culture dimensions used by the researchers all existed at the organisation. Further, training and development; reward and recognition; team work and organisational communication all showed significant relationship with employee commitment at the organisation. Thus, there was a positive effect between cultural practices in the organisation and employee commitment. Management must there ensure the fostering of strong culture to help retained committed staff which eventually reduce high turnover. Citation: Acquah, H. E. A., Sarkodie, N. A., Baffoe, E., Lennox, A., Amon, D. B. N. and Nunoo, J. Influence of Organisational Culture on Employee Commitment: Evidence from Environmental Protection Agency in Ghana, 2020; 5(3): 45-57. Received: May 28, 2020Accepted: September 30, 2020

Download Full-text