Employee Job Satisfaction and Organizational Commitment in Nigeria Manufacturing Organizations

This study investigated the relationship between employee job satisfaction and organizational commitment in selected manufacturing firms in Edo state of Nigeria. The sample for this study consisted of 106 employee from the selected manufacturing firms. The data for this research was collected using triangulation of methodologies of both quantitative and qualitative analysis. The Spearman Rank-order correlation coefficient statistical tool was adopted to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between employee job satisfaction and organizational commitment. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of job satisfaction tested (i.e. pay, promotion, working conditions) and organizational commitment. Based on the findings, it was concluded that employee job satisfaction enhances organizational commitment. Keywords:Employee, Job Satisfaction, Organizational Commitment, Pay, Promotion, Working Conditions, Affective Commitment, Continuance Commitment, Normative Commitment

Transactional Leadership Style and Employee Satisfaction in Nigerian Banking Sector

This study investigated the effect of transactional leadership style on employee satisfaction in selected banks in Rivers state of Nigeria. The sample for this study consisted of 160 employee from the 20 selected banks. The data for this research was collected using the questionnaire and interview methods. The Spearman Rank-order correlation coefficient was used to test the relationships between the variables under review while the multiple regression analysis was adopted to evaluate the moderating effects of corporate culture on the relationship between transactional leadership and employee satisfaction. Findings from the study revealed that there is a positive and significant relationship between all the dimensions of transactional leadership style and employee satisfaction except passive management by exemption. Based on the findings above it was concluded that transactional leadership enhances employee job satisfaction. More specifically, it was concluded that contingent reward and active management by exemption enhances employee satisfaction while passive management by exemption does not. Key Words: Employee, transactional leadership, Job Satisfaction, contingent reward, active management by exemption and passive management by exemption, corporate cultur