Progenitors of organisational commitment among senior staff in the University of Cape Coast, Ghana

Abstract

This study examined the progenitors of organisational commitment among senior staff at the University of Cape Coast (UCC) using Victor Vroom’s Expectancy Theory of Motivation as its theoretical framework. Adopting a cross-sectional survey design, data were collected from a sample of 301 senior staff members, selected using a simple random sampling technique from a total population of 1,518. Reliability analysis confirmed high internal consistency across all constructs, with Cronbach’s alpha coefficients exceeding the .7 threshold.  Using a cross-sectional survey design, data were collected from 301 senior staff members in the University of Cape Coast. The study employed a structured questionnaire to gather. Descriptive statistics (frequency, percentages, mean and standard deviation), and inferential technique (multiple regression) were employed to analyse the data. Findings revealed a significant positive relationship (R = .597) between employee compensation (β = .113, p = .040), working conditions (β = .243, p ˂ .001), and human capacity development (β = .341, p ˂ .001) with organisational commitment, explaining 35.6% of the variance (R² = .356, F(3,297) = 54.846; p ˂ .001). The study concluded that employee compensation, working conditions, and human capacity development are critical predictors of organisational commitment among senior staff at the UCC. These results underscore the importance of fostering favourable working conditions, adequate compensation, and opportunities for professional development to enhance organisational commitment among senior staff. The study recommends that UCC’s management prioritise strategies addressing these predictors to bolster staff commitment and organisational effectiveness.