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| Workplace Humanization and Staff Retention at Multinational Oil Corporations in Rivers State, Nigeria
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Dr. Nwiyii, Blessing Joseph, Dr. Amanawa, David Ebiegberi, Dr. Alobari, Grant Emmanuel
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Abstract:
The paper examined the relationship between work humanization and affective commitment in International Oil Companies in Rivers State. The study's objective was to empirically examine how humanization in the workplace relates to affective commitment in obedience to rules and regulations, employee productivity, and enterprise-first behaviour in International Oil Companies in Rivers State. The study utilized the explanatory cross-sectional survey research design. The study population comprised a thousand nine hundred and seventy-two (1972) employees from 20 International Oil Companies in Rivers State. However, the choice of the above international oil companies' domicile in Rivers State as the study population was because of their visibility and accessibility to the researcher. Using Krejcie and Morgan's table of 1970, the study's sample size became 322 respondents. In determining the number of the sample element for each of the firms, Bowley's (1960) Population Proportionate Allocation Formula was used. Out of three hundred and twenty-two (322) copies of the validated questionnaire that were administered, the researcher was able to retrieve two hundred and eighty-four (284) copies, making it 88% of the entire questionnaires administered. The data obtained from the field were analyzed using Spearman's Rank Order Correlation Coefficient and t-test with the aid of SPSS Version 22.0. Three hypotheses were tested using Spearman Rank Order Correlation. From the empirical analysis carried out, the study found that: work humanization has a very strong positive relationship with obedience to rules and regulations in International Oil Companies in Rivers State; work humanization has a strong positive relationship with employee productivity in International Oil Companies in Rivers State, and; work humanization has a strong positive relationship with enterprise-first behaviour in International Oil Companies in Rivers State. Conclusively, humanizing the work environment, such as giving employees a voice, ensuring a fair reward system, and allowing information justice are the right paths with which organizations can achieve the effective commitment of employees. Among others, the study recommended that management of Oil Companies should resort to collective bargaining during conflicting situations, as this will give their employees a strong sense of belonging that will drive them towards improved productivity and enterprise-first behaviour.
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