International Journal of Sub-Saharan African Research (IJSSAR)

Background: The relationship between job satisfaction and organisational commitment has long been a key research area. Job satisfaction, shaped by factors like work environment, pay, and workplace relationships, influences employee performance and motivation. However, the exact impact of job satisfaction on organisational commitment remains unclear.
Objective: This study explores the link between the two within a Nigerian Federal Agency (name withheld), aiming to provide insights that can help improve employee retention and performance.
Method: A quantitative methodology was employed; utilising questionnaire distributed to 307 employees of the Agency. The data collected was analyzed using the Statistical Package for the Social Sciences (SPSS). Simple percentage, tables, chi-square and regression analyses were used. The hypothesis was tested using the regression analysis. Pearson Product Moment Correlation confirmed the instrument's validity with the coefficient value between the questions or statements equal to or greater than 0.01 (r ? 0.01). Reliability was further tested using the Spearman-Brown formula with Cronbach’s alpha value equal to or greater than 0.60, confirming the consistency of job satisfaction variables.
Result: The findings indicate a moderately high overall job satisfaction level with most employees being happy and satisfied with some variables such as the safety and security (mean score=3.92) within the organisation, availability of necessary tools to carry out tasks (mean score=3.46) and skills necessary for the completion of tasks (mean score=3.67). Most employees were dissatisfied with the health support system (mean score=2.02), autonomy to take decisions (mean score=2.38). However, the results demonstrated a significant positive relationship between job satisfaction and organisational commitment, with a coefficient of determination (R²) of 0.839, indicating that 83.9% of the variation in organisational commitment is explained by job satisfaction. Furthermore, linear regression and simultaneous hypothesis testing (F-test) confirmed that job satisfaction has a significant impact on organisational commitment, with a significant value of p < 0.05.
Conclusion: The results demonstrate a significant positive relationship between job satisfaction and organisational commitment, emphasizing that employees with higher job satisfaction levels exhibit stronger commitment to the organization. The study highlights the importance of job satisfaction in fostering organisational commitment and provides insights into improving employee commitment and motivation in organizations.
Unique Contribution: This study uniquely examines the relationship between job satisfaction and organisational commitment within a Nigerian fededral agency—a context rarely explored in existing literature. It reveals that job satisfaction significantly predicts organisational commitment, accounting for 83.9% of its variation, thereby providing strong empirical evidence of their connection in the public sector.
Key Recommendation: The study recommends improving health support systems and increasing employee autonomy in decision-making, as these areas showed the lowest satisfaction scores. Addressing these gaps can enhance job satisfaction and, consequently, strengthen organisational commitment.