Research on organizational commitment has gain attention globally. There is however dearth of this research in Nigeria. The present study therefore investigated the influence of work life balance and job satisfaction on organizational commitment among Nurses in UCH Ibadan Metropolis. Facilitation, integration, ecology and Segmentation theories provide the framework whilst a descriptive survey research design was adopted. Accidental sampling was used to select 265 Nurses comprising of 104 females and 161 males from the university college hospital of Ibadan, Oyo state Nigeria. A questionnaire comprising of, Work Life Balance Scale (a =0.93), Satisfaction Index (a =0.78), and the organizational commitment scale (a =0.93), was administered on respondents. Data were analyzed using descriptive statistics, Pearson product moment correlation, t-test and multiple regression analysis were conducted on three hypotheses in the study at p< 0.05 level. Participants were Nurses in University College Hospital in Ibadan, randomly sampled from a population of Nurses in UCH Ibadan these comprised of 104 females and 161 males from the University College Hospital in Ibadan, Oyo State Nigeria their ages ranged from 18-65 with a mean of 45 (SD = 7.39). Validated scales were used for data collection. Pearson product moment correlation, t-test and regression analysis were conducted on three hypotheses in the study. Participants’ ages ranges from 18-65 with a mean of 45 (SD = 7.39) The results shows that there was significant positive relationship between job satisfaction and organizational commitment (r= .21, df = 248, p<.05). Employees who are high on job satisfaction significantly reported high organizational commitment. Respondents’ age, sex, education and job tenure jointly predicted organizational commitment (R2 = 0.06, F (4,245) = 3.59, p < .05). Age, Sex, Education and Job tenure accounted for 6% of the change observed in the organizational commitment when combined. Socio-demographic variables has significant influence on the organizational commitment. Education (ß = .20, p<.05) have significant independent influence on organizational commitment. Age (ß = .04, p>.05), sex (ß = .09, p>.05) and job tenure (ß = .06, p>.05) were found to have no independent significant influence on the organizational commitment. Result indicated that job satisfaction, work life balance, had significant influence on organizational commitment and demographic variables jointly accounted for 6% variance in Organizational commitment among Nurses.. In conclusion work life balance and job satisfaction had significant influence on organizational commitment. The authorities of Nigeria nurses should give due consideration to the presents finding in the management of organizational commitment constructs/issues raised in this study.
Work Life Balance, Job Satisfaction, Organizational Commitment, Nurses, Ibadan
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