Lateral Transfers and Organizational Commitment of Deposit Money Banks in Port Harcourt, Nigeria
- January 1, 2020
- Posted by: RSIS
- Categories: IJRISS, Management
International Journal of Research and Innovation in Social Science (IJRISS) | Volume III, Issue XII, December 2019 | ISSN 2454–6186
Lateral Transfers and Organizational Commitment of Deposit Money Banks in Port Harcourt, Nigeria
Graham-Douglas, Diekumo Soala and Dr. J.M.O. Gabriel
Department of Management, Faculty of Management Sciences, Rivers, State University, Nkpolu- Oroworukwo, PMB 5080, Port Harcourt, Nigeria
Abstract: – This study examined the lateral transfers and organizational commitment in Deposit Money Banks in Port Harcourt. The study adopted a cross sectional survey design. Primary data was collected using structured questionnaire. The population for the study was 131 full-time and permanent employees of five selected Deposit Money Banks in Port Harcourt. The sample size of 99 was determined using the Taro Yamane sample size determination formula. The reliability was achieved using the Cronbach Alpha Cofficeint with all items being above the 0.70 acceptance benchmark set by Nunnally (1970). After data cleaning, data for 87 respondents were suitable for used for data analysis. The hypotheses were tested using Spearman Rank Order Correlation Coefficient with the aid of the Statistical Package for Social Sciences version 23.0. The study finding revealed that there is a significant relationship between lateral transfers and organizational commitment in Deposit Money Banks in Port Harcourt. The study concludes that by practicing lateral transfers, the Deposit Money Banks in Port Harcourt can boost the levels of their affective, normative and continuance commitment. The study thus recommends that Deposit Money Banks should seek out ways to integrate work flow and departments through lateral transfers. By such transfers, workers are exposed to the work processes and operations of related units and are able to bring alongside their expectations, previous experiences in previous roles which will enable them perform better and enjoy such change in positions.
Keywords: Lateral Transfers, Organizational Commitment, Affective Commitment, Normative Commitment, Continuance Commitment
I. INTRODUCTION
Given the growing dynamics of work relations and its implications for organizations today, the major concern for businesses and corporate entities including public agencies is motivating the employees as well as enhancing their commitment and job involvement in order to get the desired results from them. However, this is highly becoming more challenging and difficult due to the uncertain nature of corporate environment (Smith, Carroll &Ashford, 1995). This is as the performance of organizations today and their survival depends to a significant extent on the commitment the workers express towards their jobs as well as towards the goals of the organization (Snow, Miles & Coleman, 1992). Adequate commitment levels ensure consistency and imply substantial support for the organization from its workforce.
