PSYCHOLOGICAL CORRELATES OF CAREER COMMITMENT: AN EMPIRICAL STUDY AMONG SELECTED NON-ACADEMIC STAFF OF THE UNIVERSITY OF LAGOS.

Abstract

The study examined the influence of employee engagement, job satisfaction and perceived organizational support on career commitment among non-academic employees of the University of Lagos workforce. A total of two hundred (200) workers from six major departments participated in the cross-sectional survey. Using Social exchange theory and organizational support theory career commitment presupposes essentially that the only way employees could reciprocate the organization’s favourable treatment is through continued participation. Therefore, it was hypothesised that the Career commitment of highly engaged employees and satisfied employees would be significantly higher than that of the less engaged and poorly satisfied counterparts. Also, the career
commitment of senior and management employees who reported organizational support will be significantly different from career commitment of junior employees with low or less organizational support. Unexpectedly, Results from the data analysis revealed that career commitment of was higher among the highly engaged and satisfied workers). The study established that workers in better job positions who received significant organizational support had higher career commitment than their counterparts who experienced less support. The study recommended that managers should mitigate the perceived consequences of declining career commitments
by fostering a positive work environment, providing an opportunity for growth and development, recognise and reward employees, emphasis work-life integration and support employee well-being. Findings were discussed in the light of extant literatures.