Work ethics climate and organizational commitment in Nigeria: The moderating role of retention factors

Abstract

This study investigated the moderating effects of retention factors in the relationship between work ethics climate and organizational commitment of deposit money banks in Bayelsa State, Nigeria. The survey design was used and questionnaire was administered to two hundred and twenty-one (221) employees who are employees of six (6) selected deposit money banks in Bayelsa State. Data obtained from the survey were analyzed using both descriptive (mean, median, standard deviation, skewness, kurtosis, minimum, maximum values and Pearson correlation matrix) and inferential (structural equation modeling) statistical tools. Findings revealed that while work ethics climate significantly and positively affects organizational commitment, it was found also that retention factors (such as rewards, leadership style, career opportunities and training and development programs) moderates the relationship between work ethics climate and organizational commitment of deposit money banks. Given the findings of the study, it was recommended among others that management of deposit money banks should offer the employees with conducive and flexible work environment that can enable them effectively and efficiently carryout their tasks and responsibilities. Management should also ensure that mutual trust between management and the workforce is sustained such that the workforce would feel cared for and autonomous in dealing with the organization and their personal tasks and responsibilities.