From Job Satisfaction to Organizational Commitment: The Mediating Influence of Perceived Treatment of Diversity among Nigeria’s Public Healthcare Employees
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BACKGROUND: In the Nigerian, like most developing economies’, health sector, employees’ perceptions about
treatments of diversity are crucial not only to their satisfaction with the job but equally to their commitment to the
organisation. The importance of this view of the public health sector, is that it could induce political behaviours,
result in conflict situations and hence promote tensed work environments, if not properly managed. Despite these
facts, there is again, a dearth of existing literature that shows an element of empirical analysis to demonstrate the
moderating influence of workforce diversity on job satisfaction and organisational commitment of public healthcare
employees in Nigeria.
AIM: This study is focused on investigating the mediating effect of employees’ perceived treatments of diversity in
the workplace on the relationship between job satisfaction and their commitment to the organisation.
METHODS: The survey method was used to collect data. One hundred thirty-three public health workers from the
Lagos State Health Ministry in Nigeria were involved in this research. The research used questionnaires as the
main tools to perform this research. The statistics on the reliability of the tools used in this study were 0.747. The
statistical analysis was carried out using SPSS (version 22) and AMOS (version 23) software for this study.
RESULTS: The results from the statistical analysis indicate that job satisfaction significantly relates with all
dimensions of workforce diversity in the following ways: education (r = 0.19), gender (r = 0.48), religion (r = -0.20),
ethnicity (r = 0.42) and position (r = 0.15). The mediating effects of workforce diversity on the relationship between
job satisfaction and employee commitment is also evident from the statistical analysis, especially with respect to
education (affective commitment = 0.16, normative commitment = 0.18, continuance commitment = 0.18); gender
(affective commitment = 0.32, normative commitment = 0.42); and religion (continuance commitment = 0.14).
CONCLUSION: This study concluded that not only is job satisfaction significant to ensuring the commitment of
healthcare workers to their organisation, but more critical is the role of workforce diversity as viable leverage for
transiting the interest of employees from the level of job satisfaction to organisational commitment
Keywords
H Social Sciences (General)