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Senior Management is ably augmented by a dedicated workforce carefully selected from the growingpool of indigenous broadcasting talent. The staff strength of AIT is 70.1.11 Summary of the ChapterChapter one gives the background study and highlights the focus of this research work specifying thedesign and methodology. Five questions were raised to guide the researcher, accompanied by 5 nulland alternative hypotheses. Among the relevant issues in this chapter, is an observation that manyworkers move from one job after another on a yearly, if not monthly bases. This frequent changingfrom job to job indeed affects the organizational growth because skills developed over time ofpractices; just when the employees are gaining experiences in a particular job, they leave such job for18
another. What actually brings about this job mobility is the bastion for this study. Thus, the questionshere are: Could this job mobility be as a result of lack of job satisfaction? Would there be anysignificant relationship between job satisfaction and commitment? What factors trigger jobsatisfactions vis-à-vis commitment? The answers to these questions prompted this research studywith particular reference to the impact of job satisfaction on employees’ commitment in AfricaIndependent Television (AIT) – Lagos State. REFERENCESAfrica Independent Television (2013). About AIT. Retrieved 29thOctober from Allen, N. and Meyer, J. (1990). ‘The measurement and antecedents of affective, continuanceand normative commitment to the organization’, Journal of Occupational Psychology,63: 1–18.Angle, L. and Perry, J. (1981). ‘An empirical assessment of organizational commitment andorganizational effectiveness’, Administrative Science Quarterly, 26: 1–14.Beck, N. and Wilson, J. (2000). ‘Development of affective organizational commitment: A crosssequental examination of change with tenure’, Journal of Vocational Behaviour, 56: 114–136.Fincham Robin and Peter S. Rhodes, (1999) Organizational Behavior, Third Edition, Oxford University Press, New York USA, Pp.147-150. Gbadamosi, G. (2003). ‘HRM and the commitment rhetoric: Challenges for Africa’,19
Management Decision, 41(3): 274–280.Glen, C. (2006). ‘Key skills retention and motivation: The war for talent still rages andretention is the high ground’, Industrial and Commercial Training, 38(1): 37–45.Hunt, S.D., Chonko, L.B. & Wood, V.R. 1985. ‘Organizational commitment and marketing’, Journal of Marketing, 49: 112–126.John M. Ivancevich & James H. Donnelly, Jr.& James L.Gibson (1990) Management, Principles and Functions. Forth Edition, Richard D. Irwin, INC, USA, Pp. 238-9. Judge, T., Bono, J. and Locke, A. (2000). ‘Personality and job satisfaction: The mediating role of job characteristics’, Journal of Applied Psychology, 85(2): 237–249.June H. Larrahee and et al.( 2003) Predicting Registered Nurse Job Satisfaction and Intent to Leave, Journal of Nursing Administration (JONA), Vol. 33, No. 5, May, p. 271.