Contributions of job characteristics in organizational commitment of police officers in Enugu urban, Nigeria
Commitment to organizational goals by workers is necessary for the achievement of desired outcomes in any organization. There has been much research on organizational commitment, but little effort has been made to study this issue in the Nigerian police. Building on the theoretical assumptions of the affect model linking job characteristics to organizational commitment, this cross-sectional study investigated the contributions of job characteristics in organizational commitment among police personnel in Enugu urban area of Enugu state, Nigeria. One hundred and ninety (190) police officers, comprising 125 men and 65 women between the ages of 20 to 59 years (M = 36.83, SD = 6.07) were sampled using multi-stage sampling techniques. The 21-item Job Characteristics Scale and 23-item Organizational Commitment Scale were the measures for data collection. Results of multiple regression revealed that all the dimensions of job characteristics did not equally predict organizational commitment. Specifically, task significance and feedback from agents, independently predicted organizational commitment while the other facets did not significantly predict organizational commitment. Job characteristics accounted for 13.4% of the variance in organizational commitment among officers of the Nigerian police. There is need for policy makers in Nigeria such as the Police Service Commission to consider job characteristics especially task significance and feedback from agents in order to enhance organizational commitment of police officers.