WORK LIFE BALANCE AND EMPLOYEE COMMITMENT IN THE PORT HARCOURT AREA COMMAND OF THE NIGERIA POLICE FORCE
Abstract
This study examined the relationship between work life balance and employee commitment in the Port Harcourt Area Command of the Nigeria Police Force. The study adopted a cross-sectional survey research design. The primary source of data was a structured self-administered questionnaire. The population of this study consisted of Senior Police officers from the rank of Assistant Superintendent of Police (ASP) and above, and the other ranks made up of Inspectors and Non-Commissioned Officers (NCOs) working in the twenty-seven (27) Police Divisions distributed in four (4) Local Government Areas of Rivers State, Nigeria which had a total staff strength of 14,886. Due to the large size of the population, the Taro Yamane Sample Size determination techniques were used to determine the sample size of 390 employees, which were selected through stratified random sampling. Internal reliability of the instrument was achieved through the Cronbach Alpha coefficient with items being above 0.70. The Spearman Rank Order Correlation tool was used for hypothesis testing. The study findings revealed that there is a significant relationship between work life balance and employee commitment in the Port Harcourt Area Command of the Nigeria Police Force. The study recommended the Nigeria Police should adopt policies that encourage work life balance practices such as flexible work arrangements, family responsibilities support, and wellness programs.
Keywords: Work Life Balance, Affective Commitment, Normative Commitment and Continuance Commitment
CITATION: Unaam, A. O. (2021). Work life balance and employee commitment in the Port Harcourt area command of the Nigeria Police Force. The Strategic Journal of Business & Change Management, 8 (2), 182 – 194.
Full Text:
PDFReferences
Afsar, S. (2014). Impact of the quality of work-life on organizational commitment: a comparative study on academicians working for state and foundation. Universities in Turkey. International Journal of Social Sciences, 3 (4).
Akintayo, D.I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. Journal of Psychology and Counselling, 2(1), 1-8.
Asakura, R. & Fujigaki, Y (1993). The impact of computer technology on job characteristics and worker health. Elsevier , 982-987.
Bal, Y., Bozkurt, S., & Ertemsir, E. (2014). Determining the influence of HRM services on increasing organizational commitment: An empirical research from Turkey. Paper presented at the Human Capital without Border: Knowledge and Learning for Quality of Life, Portorož, Slovenia.
Briner, R.B. (2000).Relationships Between Work Environments, Psychological Environments & Psychological Well-Being. Journal of Occupational Medicine, 50(5), 299-303.
Carlson, D. S., Kalmar. K M., Wayne, J., & Grzywacz. J.G. (2006). Measuring the positive side of the work –family interface: Development and validation of awork-family enrichment scale. Journal of Vocational Behaviour, (68), 131-64
Carnevale, D.G., (1992). Physical Settings of Work. Public productivity and management Review
Chandrasekar, K. (2011).Workplace environment and its impact on organizational performance in Public Sector Organizations, Alagappa University, Karaikudi, India.
Dex, S., & Bond, S. (2005). Measuring work life balance and its covariates. Work, Enjoyment and Society, 19 (3), 627-637.
John, P. M., & Elyse R, M. (2010). Employee commitment and well-being: A critical review, theoretical. Journal of Vocational Behaviour, 4(2), 123-134.
Kamau, R.W. (2015). Factors influencing employee commitment and its impact on organizational performance: A case study of Kenya airports authority. A Research Project Report Submitted to Chandaria School of Business in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (MBA)
Kaptijn, R. (2009). Assessing affective commitment in the three-component model and the two factor theory: A comparison between the theories of Meyer and Allen and Herzberg, Mausner and Snyderman. Master thesis occupational and organizational psychology.
Lee, C., & Chen, C. (2013). The relationship between employee commitment and job attitude and its effect on service quality in the tourism industry. American Journal of Industrial and Business Management, 3, 196-208.
Meyer J.P., & Allen (1997).Commitment in the workplace, theory, research and application. Thousand Oaks, CA: Sage Publishing
Meyer, J. P., & Herscovitch, L. (2001).Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Morris, M. L., & Madsen, S.R. (2007). Advancing work life integration in individuals, organizations and communities. Advances in Developing Human Resources, (9), 439-454.
Opperman C. S. (2002).Tropical business issues. Partner Price Water House Coopers. International Business Review.
Park, S. & Kim, H. (2009). Do Types of Organizational Culture Matter in Nurse Job Satisfaction and Labour Turnover Intention. Leadership in Health Services, 22(1), 20-38.
Powell, D., & Meyer, J. (2004). Side-bet theory and the three-component model of organizational commitment. Journal of Vocational Behaviour, 65, 157-177.
Scott, B. (2007). What impact does training have on employee commitment and employee turnover. Kingston: University of Rhode Island.
Sidin, S., Sambasivan, M., & Ismail. I. (2010). Relationship between work-family conflict and quality of life: An investigation into the role of social support. Journal of Managerial Psychology, 25(1), 58-81.
Tripathi, A. (2014). Workplace Environment: Consequences on Employees. Retrieved 05/08/2015 http://www.linkedin.com/pulse
Zheng W., Sharan K. &Wei J. (2010). New development of organizational commitment: A critical review (1960-2009). African Journal of Business Management, 4(1), 12-20.
Adewale, O.O., Abolaji,A.J. & Kolade, O.J. (2011). Succession planning and organizational survival: Empirical study on Nigerian private tertiary institutions. Serbian Journal of Management, 6(2), 231 – 246.
Devinney, T. M., Yip, G. S., & Johnson, G. 2009. Using frontier analysis to evaluate company performance. British Journal of Management, forthcoming
DOI: http://dx.doi.org/10.61426/sjbcm.v8i3.2037
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.