Does Work Interest and Preference Affect Workers’ Normative Commitment?
Abstract
The position that a dedicated and loyal worker is an asset and a resource component for business sustainability is germane. However, reports have shown that in Nigeria and most developing climes, the obligation by workers to stay and add value in their organization is as fragile as thin ice. Also, there is limited data analysis of skill needs to measure work interest and preference of workers in higher institutions. Thus, this paper determined if job-fit dimensions (work interest, work preference) affect workers’ normative commitment. By applying a cross-sectional survey research design, collated data from 377 regular non-academic staff from six selected private universities in Ogun State, Nigeria, was obtained through a multi-stage random sampling technique. The content, criterion, construct validity, and test-retest reliability tested the adapted questionnaire before administration. Multiple regression analysis results revealed that job-fit dimensions had a positive significant combined effect on workers’ normative commitment (R = 0.558, F (2, 374) = 84.622, Adj. R2 = 0.308, p < 0.05). Management and HR practitioners should be more conscious of the hiring process, promote independence and flexibility for workers' development, training, prospects for collaboration, and a sense of connectedness with the job as a measure of enhancing loyalty.
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