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Work-conflict, job satisfaction and self-efficacy on organisational commitment of workers in selected banks in Lagos State
(Department of Industriai Technology Education, 2020-07) Ukpabi, I.D.; Jimoh, A.M.
Organizational Commitment is the psychological attachment that employees have with their organizations. This plays a big role in ascertaining the bond that employees share with the organization, which helps to enhance employees' value to it. This study, therefore, investigated the influence of work conflict, job satisfaction and self-efficacy on organizational commitment of bankers in Lagos. The study adopted descriptive design using simple random sampling in thè selection of three hundred bankers. Work conflict, job satisfaction, organisational commitment and self efficacy scales were used. Data were analysed using Pearson product moment correlation at 0.05 level of significant. The independent variables significantly correlated thè dependent variable - organizational commitment of bankers in Lagos, (r = 0.67). This implies that work conflict is significant correlated to organizational commitment among bankers. Each of the independent variables made relative contribution as in thè following order self-efficacy and organizational commitment (r 0.47). Significant association was observed between job satisfaction and organizational commitment among bankers; (r = 0.64). The study recommended that these variables be taken into consideration as a means of enhancing the organisational commitment of bankers in an organisation. Also bank management, government and stakeholders can put in place intervention and motivation as a process towards promoting organizational commitment.
Workplace Stress, Income And Job Satisfaction As Determinants Of Psychological Well-Being Of Private Secondary School Teachers In Ibadan Metropolis
(Department of Adult and Non-Formal Education, 2021-06) Ukpabi, I. D.
This study inquiries into the role of workplace stress, income (salary) of teachers and their level of satisfaction in Teacher psychological well-being. The study adopted descriptive survey design of correlation type. A sample of three hundred teachers were selected for the study using simple random sampling. Data were collected using four scale instruments. Three research questions were raised. Data collected were analyzed at 0.05 level of significance using Pearson’s produce moment correlation and multiple regression. The findings revealed that there was a significant positive relationship between the independent variables and the dependent variable. From the regression analysis, it was discovered that stress, income and job satisfaction jointly predicted psychological well-being. This suggests that the three factors combined accounted for variance in the prediction of psychological well-being. More so, the most potent factors were stress (P = .249; t= 5.165;/k0.05) and job satisfaction (P = .175; t= 3.171;/?<0.05). Based on this, it was revealed that reduced job stress and job satisfaction influence teacher’s psychological well-being. This study therefore concludes that moderate job stress and being happy on the job motivates higher job productivity through enhanced psychological well-being among teachers. It also recommended that teachers should know how to manage stress that arises from workplace as this would not pose threat to their health or impair their well-being which may in tum affect their job efficiency.
Predictors of job satisfaction among community development officers in Oyo state, Nigeria
(Association for communities integration and educational advancement in Nigeria, 2017-12) Abiona, I.A.; Osu, U. C.
Job satisfaction (JS) among community development (CD) officers in the various local government areas (LGAs) in Oyo State has been reported to be very low, thereby leading to absenteeism and high turnover rate. This study examined Predictors of Job Satisfaction (leadership, supervision, working conditions, work environment, career advancement opportunities, work placement, remuneration, training and development) among job satisfaction of CD officers in Oyo State, Nigeria. Descriptive survey design was adopted. Multi-stage sampling procedure was used. Five local government areas with high number of CD officers were purposively selected front each of the three senatorial districts in the state, while total enumeration technique was used to select respondents front the fifteen (15) LGAs. A total of 771 CD officers were sampled. The independent variables considered during this study were leadership, supervision, working conditions, work environment, career advancement opportunities, work placement, remuneration, training and development. Quantitative Data were analysed using descriptive statistics, multiple regression and Pearson product moment correlation at 0.05 level of significance. The results show job satisfaction is affected by leadership attitude (r=0.95), supervision (r=0.72), working conditions (r=0.77), work environment (r=0.64), career advancement opportunities (r=0.85), work placement (r=0.82), remuneration (r=0.64), training and development (r=0.77) and job satisfaction (r=0.85). Among the predictors of job satisfaction considered, working condition had the highest contribution to the prediction (job satisfaction) at P <0.05. The study revealed that a positive significant relationship exist between job satisfaction and working condition. It is recommended that there is the need for government, policy makers and community development practitioners to put into considerations predictors of job satisfaction

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