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| Organizational Identification: How Perceived Organizational Prestige influences Employee Commitment in Nigeria
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Beatrice C. Ndibe, Prof. V.A. Onodugo, Dr. Kenneth Chukwujioke Agbim
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Abstract:
Employees are critical resource in the production of goods and services; and high employee turnover poses survival threat to the organization; hence, the need to enhance the psychological attachment of the employee with the organization vis-à-vis commitment. The study examined whether employees' perceived organizational prestige as a proxy of organizational identification has any relationship with organizational commitment. A survey research design was adopted. Using a multi-stage technique, the population was 3875 employees of 10 manufacturing firms selected from a sampling frame of 243 manufacturing firms registered with the Manufacturers Association of Nigeria (MAN) in South-East Nigeria. A sample size of 351 was first determined using the Godden 2004 sample size formula. Then Bowley's proportional allocation formula was used for the allocation of the sample size into strata. The instrument for data collection was a structured questionnaire, and its reliability was 0.79 ascertained using Spearman's rank correlation coefficient technique. Responses were presented in frequency tables and hypothesis tested using regression at 5% level of significance. The result showed a significant positive relationship between employees' perceived organizational prestige and organizational commitment (r = 0.896; F = 1287.994; t = 35.889; p< 0.05). It was concluded that perceived organizational prestige influences employee's commitment; and hence recommended that manufacturing organizations should pay more attention on developing, enhancing and maintaining those unique attributes perceived by employees to be linked with prestigious organizations.
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