MARITAL SATISFACTION AS A PREDICTOR OF JOB COMMITMENT OF
NURSES IN OSOGBO, OSUN STATE
by
AHMED, KEHINDE ABDULAZEEZ
RUN/PSY/15/6208
A RESEARCH PROJECT SUBMITTED TO THE DEPARTMENT OF
BEHAVIOURAL STUDIES, COLLEGE OF MANAGEMENT AND SOCIAL
SCIENCES, REDEEMER’S UNIVERSITY, EDE, OSUN STATE, NIGERIA
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD
OF POST GRADUATE DIPLOMA IN PSYCHOLOGY
JUNE 2016.
CERTIFICATION
I hereby certify that this research project titled
MARITAL SATISFACTION AS A PREDICTOR OF JOB COMMITMENT OF
NURSES IN OSOGBO, OSUN STATE
Was conducted and written by
AHMED, KEHINDE
RUN/PSY/15/6208
Under my supervision
In partial fulfillment of the requirement for the award of
Postgraduate Diploma in Psychology
Department of Behavioural Studies, College of Management and Social Sciences,
Redeemer’s University, Ede, Osun State, Nigeria.
Professor E. O. Akinnawo Dr. (Mrs) O. I. Akinbobola
Project Supervisor Head of Department
DEDICATION
I dedicate this project to God Almighty. He has been the pillar that has held me
throughout this program. I also dedicate this work to my country which I pledge to
defend our unity. Lastly but very importantly, I want to express my profound gratitude
my beautiful parents, my siblings, extended family members and all my loved ones for
their support. God bless you!
ACKNOWLEDGEMENT
I want to acknowledge the effort of my supervisor, Professor Akinnawo for his priceless
contributions and suggestions to my project. His desire to impact his students was
something that always made me thank God for writing this project under his supervision.
I sincerely appreciate Prof. Awaritefe, Dr. Arogundade, Dr. Olasupo, Dr. Uzowanne, Dr.
Akinbobola, Dr. Adegoke, Miss Nike, Mr. ThankGod and Dr. Bede for their wealth of
experience and mentorship.
I am especially grateful to my wonderful parents and siblings for their love and most
especially financial support throughout the course of the research and also my cousins
Mr. and Mrs. Popoola for their care and support throughout my stay in Ede, at the
Redeemer’s University in Osun State. And also Mr Adams, for his priceless assistance
with my statistics.
I also want to appreciate my colleagues: Bello Ibukunoluwa, Abigal, Dr. Akpunne Bede,
Mrs Onisile Deborah, Kumuyi Daniel and Lawrence Adeyemi. God bless you all, thank
you for your support.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
Title Page……………………………………………………………….…………………i
Certification……………………………………………………………………………….ii
Dedication…………………………………………………………………………………ii
i
Acknowledgement…………………………………………………………………………i
v
Table of
Content……………………………………………………………..……………..v
List of
Tables………………………………………………………………………………viii
List of
Figure………………………………………………………………………………ix
Abstract……………………………………………………………………………………x
CHAPTER ONE: INTRODUCTION
1.0 Background of the Study…………………….……………………………………1
1.1 Statement of the problem……………………….…………………………………3
1.2 Research Question…………………………….…………………………………..4
1.3 Research Objective…………………………….………………………………….5
1.4 Justification of the Study…………….……………………………………………5
1.5 Scope of the Study………………………………………………………………...6
1.6 Operational Definition of Concept………………………………………………..6
1.7 Plan of the study…………………………………………………………………..6
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction……………………………………………………………………….8
2.1 Theoretical framework…………………..……………………………………… 8
2.1.1 Empirical Review of Literatures…………………………………………………10
2.2 Conceptual Framework…………………………………….……………………13
2.2.1 Conceptual Overview of Marital Satisfaction………………….……………..…14
2.2.2 Factors Related to Marital Satisfaction…………………………………….……14
2.2.4 Conceptual Overview of Organizational Commitment…………..……………...17
2.2.5 Factors Affecting Organizational Commitment………………………………….23
2.2.6 Other Determinant Influencing Organizational Commitment……..…………….24
2.2.7 Employee
Engagement…………………………………………………….……..26
2.3 Summary of
Review……………………………………………………….……..30
2.4 Research
hypotheses………………………………………………………….…..30
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction…………………………………………………………………….31
3.1 Research Design……………………………………………………………….31
3.2 The Study Area……………………………………………………………..….31
3.3 Study Population………………………………………………………………32
3.4 Data Collection Technique………………………………………………….…32
3.5 Sampling Procedure……………………………………………………….…..32
3.6 Research Instruments………………………………………………….………33
3.7 Description and Psychometric Properties of the Instrument…………………..33
3.8 Method of Data Analysis…………………………….………….…….………34
3.9 Ethical Consideration………………………………………………………….35
3.10 Study Limitation…………………………………..…………………………..35
CHAPTER FOUR: DATA ANALYSIS RESULT
4.0 Introduction……………………………………………………………..………36
4.1 Demographic characteristics of the sample…………………………….……….36
4.2 Hypothesis Testing……………………………………………….……………..39
4.2.1 Hypothesis One………………………………………………………………….39
4.2.2 Hypothesis Two………………………………………………………………….40
4.2.3 Hypothesis Three………………………………………………..……………….41
4.2.4 Hypothesis Four………………………………………………….………………42
4.2.3 Hypothesis Five………………………………………………………………….43
CHAPTER FIVE: DISCUSSION, CONCLUSION AND RECOMMENDATIONS
5.0 Introduction………………………………………………………………………46
5.1 Discussion of the findings……………………..…………………………………46
5.2 Summary of Findings...…………………………………………………………..49
5.3 Conclusion…………………………………………………………….…………50
5.4 Contribution to knowledge…..………………………………………..…………50
5.5 Recommendation…………………………………………………………..…….51
REFERENCES………………………………………….………………………………52
APPENDIX…………………………………………………………………….………..56
LIST OF TABLES
Table 4.1: Socio-demographic characteristics of participant.
Table 4.1.1: Correlation matrix showing relationship among age, length of marriage
marital satisfaction and job commitment
Table 4.1a: Multiple linear regression analysis of Job Commitment by Marital
Satisfaction
Table 4.1b: Multiple linear regression Coefficient
Table 4.2a: Simple linear regression analysis of Job commitment by Age
Table 4.2b: Simple linear regression Coefficient
Table 4.3a: Simple linear regression analysis of Job commitment by Length of
Marriage
Table 4.3b Simple linear regression Coefficient
Table 4.4: Independent sample t-test showing the influence of religion on job
commitment
Table 4.5: Independent sample t-test showing the influence of religion on job
commitment
LIST OF FIGURES
Figure 1.1: Conceptual Frame Work of the
study……………………………………………13
ABSTRACT
Employees’ job commitment cannot be overemphasized in ensuring speedy achievement
of organizational goals and objectives. There are several factors that can influence
employees’ job commitment. Such factors may include negative emotions and behavior
borne out of home and family conflict. The purpose of the study is to examine marital
satisfaction as a predictor of job commitment of Nurses in Oshogbo, Osun state. A total
of 259 respondents were randomly selected for the study. Enrich Marital Satisfaction
Scale (EMSS) and Organizational Commitment Scale (OCS) were used for data
collection. Three theory were used to explain the variable which are; the exchange
approach theory, the investment approach and the equity theory. For this study, statistical
packages for social science (SPSS); frequency count, percentages, independent sample t-
test, Pearson correlation and regression analyses were used in analyzing the data. The
hypotheses in this study were tested at 0.05 significance level. The finding from the first
hypothesis shows that marital satisfaction significantly predict overall job commitment
{F(3, 255)=6.718, p<0.05). The second hypothesis shows that there is significant
influence of length of marriage on job commitment {F(1,236)=2.223, p>0.05). The third
hypothesis states that age significantly predicts job commitment {F(1,257)=5.793,
p<0.05). The fourth hypothesis shows that job status has no significant influence on
overall job commitment (t(256.91)=-0.2.352, p<0.05). The fifth hypothesis shows that
religion affiliation has no significant influence on job commitment (t(195.26)=-0.857,
p>0.05). The study recommends that speedy achievement of goals, marital satisfaction of
employees should be lightly esteemed, as the results revealed that, higher the marital
satisfaction of employees the lesser their commitment. Rather, Organizations should
improve on other factors such as work motivations instead. Never the less, favorable
work- life policy should be established to improve employees work-life balance
especially because of the martially dissatisfied employees as a strategy to encourage
better work attitude as employees might feel cared for by the organization.
Key Word: Marital Satisfaction, Job Commitment and Nurses.
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND OF STUDY
Over the decades research on the concept of work commitment has attracted the
attention of researchers from various disciplines in management sciences including
psychology. The role of employee commitment in ensuring organisation success cannot
be overemphasized. In today’s competitive business world, workers commitment to
organisation is very important in ensuring speedy achievement of organisational goals
and objectives. Employee level of commitment determines their level of contribution to
overall success of the organisation and play crucial role in improving competitive power
of the firm in the global market. Commitment is an important factor that determines
employees’ level of performance and overall organisational business outcome such as
profitability, customer’s satisfaction, company growth and productivity. Commitment
level among nurses is very important to patient survival and overall quality of service
delivery to people in health sectors. Based on the importance of this factor in work
environment, there is need to research on this concept especially among Nurses.
Job commitment can be conceptualised as a form of psychological link or
attachment between an employee and its organisation. People who are highly committed
to their work-place tend to expand their effort or work extra hours to ensure
organisational success (Allen and Meyer, 1990). While various factors have been
reported to be related to organisational commitment, job satisfaction and job security has
been widely documented in psychological literature as antecedent of work commitment.
Commitment is the individual's psychological attachment to the organization
which refers to the relative strength of an individual’s identification with, and
involvement in an organization (Omolayo and Owolabi, 2007). Commitment is
‘’characterized by a strong belief in, and acceptance of the organization’s goals and
values, a willingness to exert considerable effort on behalf of the organization, and a
strong desire to maintain membership in the organization’’ (Scholl, 2008). Employee
commitment includes dynamic association with the association in which people will give
something of them to help the association meet its objective.
The employee commitment to their organisation can also be seen as how well the
workers are showing dedication and loyalty to their firms, the level of this commitment
and loyalty in turn influences their level of contribution to organisational growth and
development. the role of human capital in improving organisational efficiency cannot be
underestimated as high level of employee commitment to work are the driven force
behind sustainable organisational development. A committed employee go extra mile in
helping the firms to achieve goal and objectives. This set of employee is ready to make
sacrifices to ensure their organisation’s set goals and objectives are achieved. One of the
qualities of committed employee is the high level of organisational citizen behaviour
which is a form of behaviour that is favourable to organisational growth. This set of
workers tends to avoid any kind of counterproductive work behaviour that is against the
interest of organisation (Scholl, 2008).
In health institution which is the main focus of this study, the importance of
nurses commitment to work cannot be overemphasized as they play a crucial role in
ensuring patients survival in the hospital. Nurses are the backbone of hospital success as
they shoulder most of the work in hospitals. It is important to note at this junction that
apart from organisational factors that can influence nurses commitment to work, other
factors such as marital satisfactions may also go a long way in explaining the degree of
nurses commitment to work. The ability of individual nurses to balance work-family
responsibility is an important determinant of their degree of commitment to hospital
work. Nurses degree of marital satisfaction may be a crucial determinant of their
commitment to work in health institution. An individual nurses who is experiencing
marital conflict and dissatisfaction may find it difficult to have rest of mind; therefore
such individual may lose focus and concentration in carrying out his/her duty in the
hospital.
Marital satisfaction is characterized as a blossoming mental feeling of shared
satisfaction and experienced delight (Ahyi 2004). Distressing occasion is a variable that
impacts feelings which have critical impact on conduct. As one specialist apropos put it,
you can't separate feelings from working environment since you can't separate feelings
from individuals (S. Nelton 1996). Marital dissatisfaction can make negative feelings like
outrage that can impact workers' conduct adversely.
Therefore, this thesis will utilize scientific literature, news sources, and other
relevant documents in other to understand the contemporary role of marital satisfaction
on job commitment among nurses in Osogbo, Osun state.
1.1 STATEMENT OF PROBLEMS
One of the objectives of any business organisation such as hospital is to provide
adequate and quality services to the patient. The role of their nurses in achieving these
goals and objectives cannot be overemphasised. Nurses’ commitment to work is germane
in providing quality care to patient. Low level of commitment among nurses may have
various forms of negative consequences on their attitude towards work, on the level of
patients’ satisfaction and hospital reputation. High levels of commitment among skilful
and competent nurses in the hospital are very crucial for speedy achievement of the
hospital goals and objectives. Employee commitment has been reported to improve
organisational performance and overall firm growth and development (Dirani &
Kuchinke, 2011). Employee commitment level is very important if firm are to run
business successfully as human capital are the back bone of organisational productivity.
Various studies have been conducted on the concept of employee commitment.
Researchers such as Salami (2008), Ayeni & Popoola (2007) and others have work on
this concept in the past. One of the short-coming in the past studies is the fact that no-or
little studies have examined organisational commitment among nurses in Osun State. In
addition, majority of the work on marital satisfaction and job commitment in relation to
organisations are mostly foreign oriented. Apart from the fact that they are western
oriented, some of these studies used small sample size which reduced their generalization
strength. Based on this short coming in the past work, the present study is aimed at
improving the literature by examining the influence of marital satisfaction on job
commitment among nurses in Osogbo, Osun State.
1.2 RESEARCH QUESTIONS
The following questions will be answered in this study
i- Will marital satisfaction significantly predict job commitment among nurses?
ii- Will duration of marriage significantly predict job commitment among nurses?
iii- Will age significantly predict job commitment?
iv- Will there be significant influence of religion on job commitment?
v- Will job status significantly influence job commitment?
1.3 RESEARCH OBJECTIVES
The main objectives of the study are to examine the influence of marital
satisfaction on job commitment among nurses. The specifics objectives are to
i- To examine if marital satisfaction will predict job commitment among nurses
ii- To investigate if duration of marriage will predict job commitment among nurses
iii- To examine if age will predict job commitment.
iv- To investigate the influence of religion on job commitment among nurses.
v- To examine if job status will influence job commitment among nurses.
1.4 JUSTIFICATION OF STUDY
The significance of the study cannot be overemphasized in a rapidly developing
country such as Nigeria. The country’s hope of achieving international medical
recognition would not be achieved if nurses are not committed as nurses play a crucial
role in ensuring patients survival in the hospital. The findings of this study will have
both theoretical and practical application. The theoretical implication of these findings
will be in term of contributing to the body of knowledge on the factors affecting
employee commitment. The study will add to existing literature on how marital
satisfaction can influence job commitment. Practically, the findings of the study will
provide people with empirical data which will be useful in establishing various
management policies that can improve the life of the nurses in various hospitals. In others
words, the study will provide hospitals with data that can be used to establish adequate
nurses recruitment and training programme.
1.5 SCOPE OF STUDY
The study is within the confines of Nurses in Oshogbo, Nigeria. It is concerned
with the influence of marital satisfaction on job commitment.
1.6 OPERATIONAL DEFINITION OF CONCEPTS
i. Nurse: A nurse is a person that is trained to provide care for the sick.
ii. Job: an economic role for which a person is paid.
iii. Job commitment: Is employees’ willingness and ability to help their company
succeed, largely by providing discretionary effort on a sustainable purpose.
iv. Satisfaction: Is the pleasure obtained from the fulfilment of a need.
v. Junior Nurse: represents the junior Nursing employees’ i.e Nursing Officer 1,
Nursing Officer 2, and Staff Nurse
vi. Senior Nurse: represents the Senior Nursing Officer, Principal Nursing Officer,
Chief Nursing Officer and Assistant Director Nursing Services.
1.7 PLAN OF STUDY
The point and the principle motivation behind the study is to look at the impact of
marital satisfaction on job commitment in Osogbo. In order to achieve the objective, a
survey will be carried out through the distribution of questionnaire to nurses. The
introductory chapter will present objective of study, research questions, statement of
problem and limitations. The chapter two, will include conceptualization, review of
empirical studies, review of relevant theories, statement of hypothesis and operational
definition. The third chapter will be the methodology which will include the research
instrument, the study area, study population, validity and reliability of research
instrument, sampling procedure and method of data analysis. The fourth chapter will
include demographics of participant and analysis of result. The final chapter of the
research work will present the discussion, summary, recommendation and conclusion
CHAPTER TWO
LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.0 INTROCUTION
This chapter shows a more extensive setting of the study subject as far as past
academic works and what other writer have composed on Marital Satisfaction and
Organizational Commitment is concerned. This chapter audits the connection between
marital satisfaction, which serve as an independent variable and organisational
commitment as a reliant variable, the outline of marital satisfaction, a brief summary of
organisational commitment, factor influencing organisational commitment. The survey
additionally analyzed the speculations encompassing organisational commitment, and the
empirical review dealing with marital satisfaction and organizational commitment
2.1 THEORETICAL FRAMEWORK
The hypothetical framework for this study depends on the accompanying
speculations - a) the exchange approach, and (b) the investment approach and the Equity
Theory.
According to the exchange theory, the individual's authoritative responsibility
relies upon his or her balanced view of prize utilities over contribution utilities (March
and Simon, 1958; Homans, 1958; Gouldner, 1960). This methodology stresses the
present exchange connection amongst people and associations. The greater the exchange
from the members standpoint, the more noteworthy his or her dedication to the
association (Hrebiniak and Alutto, 1972).
Also, the investment approach fixates on the time element; the more extended a
man has been with an association, the more that individual wants to stay (Salancik,
1977). As indicated by Sheldon (1971), "outlay" refers to support in an association to the
degree that conceivable cooperation in another association is diminished. This is for the
most part influenced by the gathering of different acknowledges, for example, residency
and annuity advantages (Becker, 1960) or social involvements that is the collaboration
and distinguishing proof with different individuals from the association (Sheldon, 1971).
It is supposed by the investment approach that ventures will deliver commitments to the
association, not considering other components of the relationship of the individual to the
association (Sheldon, 1971).
The Equity theory underlines decency in social relationship as the premise for
satisfaction or dissatisfaction (Walster, Berscheid, and Walster, (1973). Summarily, this
theory contends that, if an individual thinks there is a disparity between two social faction
or people, the individual is prone to be bothered on the grounds that the proportion
between the contribution and the yield are not equivalent (Walster, Berscheid, and
Walster,1973). Then again, the two component hypothesis (Motivation and Hygiene
Theory) by Fredrick Herzberg endeavors to clarify fulfillment and motivation in the work
place by expressing that satisfaction/dissatisfaction is driven by 2 elements: motivation
and hygiene aspect. Motivation elements are inborn in nature: they are those parts of the
employment that upgrade execution, satisfaction, accomplishment, acknowledgment and
advancement. Hygiene components incorporate parts of the workplace, for example, pay,
organization arrangements and other working conditions. However this theory has
invigorated much research, the model can at present not be exactly demonstrated, it
doesn't consider individual contrasts and neglects to show how motivation/hygiene
components can be dependably measured.
2.1.1 EMPIRICAL REVIEW OF LITERATURE
Study by Shore, Newton, and Thornton (1990) led a clear study on the
relationship of organisational commitment and fulfilment (which they characterized as
organisational states of mind); likewise, behavioral aims, for instance, turnover, non-
participation, and execution; focusing on auras. An example of 157 male and 409 female
individuals completed an overview. They observed that various studies had analyzed the
relationship between organisational commitment and employment fulfilment. Not with
standing, what had not been analyzed was whether commitment was because of the mind-
set, which they characterize as the relationship of fulfilment to responsibility, or the
center of the attitude, which would be occupation to association. A significant
fundamental to the study was to perceive the distinction between satisfaction with the job,
and satisfaction with the organisation. The outcome of the study upheld the hypothesis
that employment and organisational states of mind related contrastingly to work and
organisational plan, demonstrating that diverse goals have distinctive predecessors. This
has true ramification for the expert in circumstances, for occurrence, where turnover is an
issue, intercessions ought to concentrate on the hierarchical level, and if execution was
the issue, the mediation would be coordinated at the occupation. Both intercessions
would have the objective of keeping the states of mind that lead to expectation to take
off. Connecting behavioral expectations to work dispositions like occupation satisfaction
can be indicators of the worker's purpose, prompting protection intercessions.
Clugston (2000) directed an investigation of job satisfaction, responsibility and
plan to leave, utilizing every one of the three parts of Meyer and Allen's (1991)
commitment model, communicating that loaded with full of feeling responsibility had
been the typical variable in studies, yet Clugston used each of the three of the model
scopes of attitudinal system, which is when people consider their relationship with the
establishment in term of qualities and targets. Continuance organisational commitment is
the point at which a worker feels the need to stay in the association taking into account
the expenses connected with leaving, for example, annuity arranges, ventures rank or
absence of exchange prospects. Normative commitment is the point at which the worker
feels the need to stay with the association taking into account a feeling of obligation,
reliability, or good commitment (Meyer and Allen, 1991). The motivation behind the
Clugston study was to figure out whether using every one of the three of Meyer and
Allen's dedication procedure would be a superior go between of the relationship between
occupation fulfilment and goal to leave, than simply the confirmed procedure the same
number of had tried before. The conclusion was that pending more research on the
subject; it gives the idea that utilizing each of the three sorts of responsibility will give
directors a superior model (Clugston, 2000).
There is additionally survey in regards to employment satisfaction among
instructors, despite the fact that educators could be incorporated into general studies that
are not occupation particular. One such study concentrated on the relationship between
anxiety, work fulfilment, plan, non-appearance, and duty. Directed by Borg and Riding
(1991), the study utilized a populace of 886 instructors, with 545 useable polls finished,
with 198 female and 347 male. The analysts got a 61.5% reaction. Past studies had found
that instructors as a word related gathering have a genuinely abnormal state of occupation
fulfilment. This study demonstrated that 2 in 3 reported being fulfilled or genuinely
fulfilled by the calling. Nonetheless, what the creators considered to some degree an
abnormal state of anxiety (36.6%), was accounted for in this study, and, in a finding that
shocked the creators, 46.2% of the instructors reviewed said they would be far-fetched or
genuinely unrealistic to pick educating as a profession in the event that they began once
again. In spite of this the educators reported general fulfilment (Borg and Riding, 1991).
In later surveys, Gallup led their 2012 "Prosperity" survey, taking into account 170,000
meetings, and K-12 instructors (3.5%) were second just to specialists (78.0%) in
reporting a positive prosperity (Gallup, 2012).
Leiter and Maslach directed a study in 1988 in regards to hierarchical duty and
burnout. Subjects were 52 of 74 medical caretakers and bolster staff, made up of 3 guys
and 49 females of a little private doctor's facility in Northern California. The scientists
measured burnout, authoritative duty, interpersonal connections, and part strife. The
outcomes demonstrated that, not surprisingly, burnout prompts diminished authoritative
responsibility. The outcomes showed that each of the 3 parts of burnout was altogether
related, be that as it may, the relationship was not appeared to be one of a kind when
numerous relapse examination was performed. A post hoc investigation uncovered that
there is an imperative relationship between contact with unpalatable managers and
hierarchical responsibility. Notwithstanding burnout, there could be different issues in the
work environment that could emerge from an unsavory chief cooperation prompting
negative hierarchical duty. The concentrate likewise found that submitted specialists
communicated all the more regularly with other conferred associates. It created the
impression that the level of individual achievement was identified with authoritative duty
also. The study endeavored to depict a more finish examination than simply burnout's
relationship to hierarchical duty, as it elucidated connections of contacts as lovely or
unsavory, checked on colleague connections in light of burnout and responsibility and
gave an alternate point of view on the relationship of authoritative duty and burnout. Both
of these themes were being audited by various specialists at the season of the study
(Leighter & Maslach, 1988).
A study which talks about organisational commitment among basic and secondary
teachers was led in 1992 by Shaw and Reyes (1992). This study concentrated on two
develops: esteem introduction and organisational responsibility. Schein's model of
hierarchical society was utilized to translate the discoveries. The creators take note of that
while esteem introduction is identified with a level of Schein's model, hierarchical duty is
not; it is viewed as a result. The example for the study included 53 arbitrarily chose
primary schools, and 51 chose secondary schools. An arbitrary specimen of 5 educators
was chosen from each of the schools. It included 265 primary teachers and 255 auxiliary
instructors, and included just affirmed educators. A 30 thing survey measuring
hierarchical worth and duty was managed by means of U.S. Mail to every educator.
2.2 CONCEPTUAL FRAMEWORK
This study is conceptualized utilizing the system underneath (Figure 1). The
conceptual system demonstrates the associations between two classes of variables to be
specific the reliant and autonomous variables. The independent variable is the marital
fulfilment. The dependent variable of this study is the organisational commitment. The
demographic and socio- economic determinants are relied upon to impact the dependent
variable through the expected proximate determinants, for example, the three part of
organisational commitment as highlighted in the writing which incorporate; the affective,
continuance and the normative commitment
Conceptual Framework
Independent Variables Proximate Determinant
Dependent Variable
Figure 1.1: Schematic Diagram of the Conceptual Framework
SOURCE: COMPILED BY THE AUTHOR
2.2.1 CONCEPTUAL OVERVIEW OF MARITAL SATISFACTION
Social scientists have considered the conjugal relationship by researching two
fundamental structures: conjugal soundness and conjugal quality. Conjugal resolute
quality implies the term of marriage, whether separated by death, divorce, allocation,
betraying or renouncement (Lewis & Spanier, 1979). Conjugal quality is not as
effectively depicted and inspectors have of course utilized the terms conjugal change,
conjugal fulfilment and conjugal satisfaction to recommend conjugal quality. In looking
Demographic data
Marital Status
Age
Experience
Gender
Department
Qualification
Designation
Place of Residence
Proximate variables
Affective commitment
Continuance
commitment
Normative
commitment
Organization Commitment
into the examination on conjugal security and conjugal quality, Lewis and Spanier joined
a whole degree of terms, for example, conjugal fulfilment, conjugal joy, and conjugal
change in the general significance of conjugal quality. The principal trademark in each of
these terms is the subjective or subjective estimation of conjugal quality. Lewis and
Spanier (1979) depicted conjugal quality as "a subjective assessment of a wedded
couple's relationship" (p.269). So also, conjugal fulfilment was depicted by Hendrick and
Hendrick (1997) as "one's own unique subjective encountering solitary elation and
satisfaction in the conjugal relationship".
2.2.2 FACTORS RELATED TO MARITAL SATISFACTION
Research has distinguished various elements identifying with marital fulfilment.
Bradbury, Thomas, Fincham, Beach and Steven (2000) looked into the writing on marital
fulfilment directed in the 1990's, sorting out the different studies into two primary
subjects: interpersonal procedures and smaller scale settings/full scale connections.
Interpersonal procedures incorporate such elements as discernment, influence,
physiology, behavioral designing, viciousness and social backing. While, smaller scale
connections are circumstances that are prone to have direct connections to interpersonal
working in marriage, full scale settings are more extensive social connections that have
more backhanded or unpretentious impacts on interpersonal working. Concerning
interpersonal procedure, research on insights identified with marital fulfillment has
concentrated on the attributions of marital accomplices. Concentrates on have
demonstrated that maladaptive attributions are identified with lifted rates of negative
practices between accomplices amid critical thinking (Bradbury, Beach, Fincham, and
Nelson, 1996). There are blended discoveries in regards to negative effect, with a few
studies demonstrating that it is impeding to the marital relationship, while others
observed negative effect to be disconnected to the marital relationship (Fincham &
Beach, 1999). Moreover, inquire about on physiology, for example, circulatory strain,
heart rate, skin conductance and hormone changes has upheld the connection between
marital working and physical well - being (Brown, Smith, and Benjamin, 1998; Kiecolt-
Glasser, Newton, Cacioppo, MacCallum, Glaser, and Malarkey, 1996; Stampler, Wall,
Cassisi, and Davis, 1997).
A standout amongst the most noteworthy components influencing the marital
relationship is the move to parenthood. Kids plainly influence the marital relationship,
with most studies demonstrating that the nearness of kids tends to increment marital
security while diminishing marital fulfilment (e.g., Belsky, 1990; Waite & Lillard, 1991).
Conversely, look into on real life and move stressors has shown that troublesome times
regularly unite couples, expanding marital fulfilment (Gritz, Wellisch, Siau, and Wang,
1990; Hoekstra-Weebers, Jaspers, Kamps, &Klip, 1998; Moore and Moore, 1996,
Pavalko& Elder, 1990), except for financial challenges which tend to prompt poorer
marital fulfillment (Conger, Rueter, and Elder, 1999). Research has likewise observed
division and separation to be more predominant among deprived guardians (Najam et al.,
1993). Other macrocontextual hazard variables for marital disintegration incorporate high
geographic versatility, abnormal amounts of unmarried ladies in the work power and high
quantities of potential mates (South & Loyd, 1995).
In view of Bradbury et al's. (2000) survey of the marital fulfilment writing, it is
obvious that there are a wide assortment of components identified with marital fulfilment.
A few parts of a long haul fulfilling marital relationship that have been recognized are
sentiments of adoration, trust, admiration, constancy and duty (e.g., Kaslow & Robinson,
1996; Rosen-Grandon, 1998).
Different segments are more substantial, for example, social bolster, value of
undertakings, sex parts and sexual cooperation (Bradbury et. al., 2000; Kaslow &
Robinson, 1996; Rosen-Grandon, 1998; Veroff et al., 1998). Correspondence and
interpersonal procedures have additionally been observed to be noteworthy donors to
marital fulfilment (Bradbury et al., 2000; Greeff, 2000). Kaslow and Robinson (1996)
discovered shared interests in relaxation and kids to be a critical component in marital
fulfilment. Still different components of long haul fulfilling marital connections
incorporate comparative religious convictions, logic of life and psychological procedures
(Bradbury et al., 2000; Greeff, 2000; Kaslow& Robinson, 1996; Rosen-Grandon, 1998).
2.2.4 CONCEPTUAL OVERVIEW OF ORGANIZATIONAL COMMITMENT
The idea organisational commitment has developed in prominence in the writing
on mechanical and authoritative brain science (Cohen, 2003).Organizational commitment
of workers in the association turned into a truism for the director's distinctive specialists
were led in creating and in addition created country to make their association gainful.
Typically, most studies are led on organisation commitment in the USA. organisational
commitment is taken as the level to which a representative is honest to their association
(Al-Aameri, 2000; Meyer et al, 2002; Tayyab, & Riaz, 2004; Carman-Tobin,
2011).Organizational Commitment as guessed in the three structures recognized in
writing, as emotional, duration, and standardizing commitment (Mowday et al, 1979;
Simmons, 2005; Tsai and Huang, 2008; Islam et al, 2012; Khan et al, 2013).
Organisational commitment is a condition in which a representative perceives
himself/herself with a specific association and its goals, and needs to remain its part. A
study prescribes that organisational commitment advisers for lesser degrees of both non-
attendance and turnover (Khan et al, 2009). One of the work state of mind viz.
organisational commitments has assumed a key part in organisational conduct research.
Hierarchical commitment is important to both behavioral researchers and honing
managers. Committed individuals are thought to will probably stay with the association
and to move in the direction of authoritative objective achievement (Mowday, Porter, and
Steers, 1982, Ostroff, 1992). Doorman and Lawler (1968) saw commitment as the
readiness of a worker to apply large amounts of exertion in the interest of the association,
a powerful urge to stay with the association, and an acknowledgment of its real objectives
and qualities. Commitment mirrors a mental bond amongst individuals and associations.
Another variable which has been generally considered in corporate area is Organizational
Citizenship behavior (OCB). Organ (1997) has characterized OCB as the practices that
reach out past the worker's ordinary obligations. These incorporate helping other people,
evading clashes and so forth, which either straight forwardly or in a roundabout way is
advantageous to the Organization. Organisational commitment includes individuals'
sentiments about the associations for which they work – that is, the extent to which they
relate to the associations that utilize them. Morrow (1983) demonstrated that few yet
distinctive hypothetical establishments have been utilized to characterize commitment
related ideas with various measuring instruments subsequently. Notwithstanding the
absence of accord on the calculated and hypothetical improvement of this develop, the
idea of Organizational commitment has pulled in impressive enthusiasm for an endeavor
to comprehend and elucidate the force and steadiness of a worker's devotion to the
association. Specialists have recognized three ways to deal with study commitment, to be
specific from an attitudinal, behavioral and a motivational viewpoint. Albeit a few studies
have seen emotional commitment as a disposition and duration commitment as a conduct
(Boyle, 1997; McGee and Ford, 1987; Reichers, 1985; Somers, 1993), Allen and Meyer
(1990) perceived that the cost required in leaving an association might be viewed as a
mental state and consequently see continuation commitment as a part of attitudinal
commitment.
Work fulfilment and commitment are considered to impact yield and the
execution, as exploration has for the most part elucidated that fulfilled staff which are
more dynamic and focused on their occupations, though non-submitted ones face
turnover and truancy (Al-Aameri, 2000). Hierarchical commitment is a huge thought in
the examination of behavioral components, which disturb high adequacy and execution.
These parts are additionally associated with the occupation fulfilment crosswise over
conjugal life satisfaction (Hamdi & Rajablu, 2012). Specialists who were more fulfilled
by their occupations were additionally more given and focused on their paying
associations. A great deal of socio demographic elements and authoritative causes have
been related to hierarchical commitment (Simmons, 2005). A study has uncovered that
the hierarchical commitment was observed to be emphatically connected with conjugal
fulfilment of representatives (Lu et al, 2007; Maria et al, 2010).
Subsequently, organisational commitment is considered as business related practices, and
conjugal fulfilment is a significant determining element of authoritative commitment
(Tsai and Huang 2008).Education had higher status positions and participate hesitation
making in the association (Simmons, 2005). Labourers with more experience are more
committed and less experience specialists communicated lesser level of commitment with
association. Sexual orientation had a reverse relationship with organisational
commitment, conjugal commitment and fulfilment is likewise connected with association
commitment (Abdullah & Ramay 2012). As per Allen and Meyer (1990, p.1),
Organizational commitment comprises of a three-dimensional build characterized
construct defined as follows:
(b) Affective Commitment
"Affective commitment is the representative's enthusiastic connection to the
association (Meyer &Allen, 1991)." thus, specialist for the most part recognizes the
destinations (Simmons, 2005) of the association and wishes to remain an individual from
it. Here the labourer focuses on the association since specialists need to do (Meyer and
Allen, 1991; Adekola, 2012). Specialists who are focused on their association will have a
solid wish to remain part of a specific association. Labourers have solid affective duty
will probably stay content in the association since they need to be so. They need to
continue working for the association when they settle with the hierarchical targets. To
enhance specialists' feeling of connection to the association, association could enable
their labourers by concentrating upon the four components of mental approval: which
means, skill, self-determination, and effect. (Khan et al, 2013).
(c) Continuance Commitment
"Continuance commitment creates out of the shallow cost (advantage against misfortune),
and requires that the representative ought to know about these advantages and loses
(Meyer and Allen, 1991)". Continuance commitment is an eagerness of a specialist to be
a part of an association. As a result of individual interest as non-transferable ventures, for
example, close working relationship with partners, stores after retirement, vocation
reserve funds and learned occupation ability. They are extraordinary to a particular
association, years of working in a particular association, joining in the group in which the
proprietor is situated, and different guides that make it excessively costly for one, making
it impossible to stop and search for administration some place else(Meyer and Allen,
1991; Adekola, 2012). It is perceived that the proceeding with commitment is connected
with the elements of age, residency of office, advancement chances; fulfilment earned
from the installment removed, and wish to leave the association, business cycle, and
conjugal status. (Altinoz et al, 2012).
(d) Normative Commitment
"Normative commitment mirrors a sentiment commitment to proceed with vocation.
Representatives with an abnormal state of normative responsibility feel that they should
stay with the organization."Normative duty may likewise advance, when an association
offers the specialist with "instalment ahead of time" (e.g., paying school costs), or brings
about vital expense in giving work (i.e., costs associated with employment preparing)
(Meyer and Allen, 1991). Normative commitment can be termed as a moral obligation
past a passionate responsibility in a positive sense. As indicated by that, it is inferred that
occupation fulfilment is viable on all headings of responsibility; however it is
considerably more noteworthy for normative duty (Altinoz et al, 2012).
The three thoughts are diverse regarding the connection between the representative and
the association. Representatives with a solid emotional connection stay with the
association since they need to, those with a solid duration responsibility stay since they
have to and those with a solid normative duty stay since they feel they should (Allen and
Meyer, 1990; Caldwell, Chatman and O'Reilly, 1990; Meyer, Allen and Smith, 1993).
Writing demonstrates that profoundly dedicated representatives are more fulfilled by their
work, perform at levels past desire, are more roused and experience more elevated
amounts of occupation contribution (Boyle, 1997; Caldwell, Chatman and O'Reilly,
1990; Eisenberger, Fasolo & Davis-LaMastro, 1990). A huge rate of these studies have
been founded on worker self - report measures of duty.
While trying to decide administrative view of representative duty, research has shown
that Organizational citizenship conduct is prescient of director appraised emotional
responsibility, and that side wagers, for example, age and residency are prescient of
administrator evaluated continuation responsibility (Shore, Barksdale and Shore, 1995).
Meyer, Allen and Smith (1993) contended however that dedication is a mind boggling
and multifaceted build, and thusly a multidimensional methodology ought to be taken
when concentrating on responsibility. Research recommends that representatives
encounter a few distinct duties to the objectives and estimations of numerous gatherings,
and that where two people might be focused on 'the association', the center of the two
responsibilities might be totally diverse. People may along these lines be submitted in
differing degrees to top administration, prompt administrators, peers, clients, unions, their
vocation, occupation or calling (Boyle, 1997; Meyer, Allen and Smith, 1993; Reichers,
1985). The qualification between various duty foci may in this way just be of
hypothetical interest if the same hypothetical base is utilized for operationalizing the
distinctive foci (Roodt, 1997; Storm & Roodt, 2002).
2.2.5 FACTORS AFFECTING ORGANISATIONAL COMMITMENT
There are a variety of factors that shape organisational commitment. Such factors
include the following: job-related factors; employment opportunities; personal
characteristics; positive relationships; organisational structure; and management style.
Job-related factors
Organisational commitment is an important job-related outcome at the individual
level, which may have an impact on other job-related outcomes such as turnover,
absenteeism, job effort, job role and performance or vice versa (Randall, 1990). The job
role that is ambiguous may lead to lack of commitment to the organization and
promotional opportunities can also enhance or diminish organisational commitment
(Curry, Wakefield, Price & Mueller, 1996).
Other job factors that could have an impact on commitment are the level of
responsibility and autonomy. Baron and Greenberg (1990, p 174) state that “the higher
the level of responsibility and autonomy connected with a given job, the lesser repetitive
and more interesting it is, and the higher the level of commitment expressed by the
person who fill it".
Employment opportunities
The existence of employment opportunities can influence hierarchical duty (Curry
et. al., 1996). People who have a solid discernment that they stand a possibility of finding
another employment may turn out to be less dedicated to the association as they
contemplate on such alluring options. Where there is absence of other employment
opportunities, there is a propensity of abnormal state of authoritative responsibility
(Vandenberghe, 1996). Subsequently, participation in the association depends on
continuation responsibility, where representatives are persistently figuring the dangers of
remaining and leaving (Meyer and Allen, 1997).
2.2.6 Other Determinant influencing Organizational Commitment
Basically all administration researchers have perceived 'staff qualities' as the
impetus, which change the representatives’ sees about pay, work, advancement,
colleague, supervision, and workplace. Staff characteristics additionally change workers
dispositions regarding representatives yield, interest, and responsibility, on one hand, and
then again the degrees of truancy and expectation to leave (Khan et al, 2009). The
demographic variables additionally comprehensively add to expanded familiarity with
employment fulfilment and association responsibility. The diverse work force
characteristics like own experience, pay, age, conjugal status and training radically
impact worker's employment fulfilment and association responsibility. In any case,
Specialist has watched that lone sex has sway on representatives saw work fulfilment
(Neelamegam, 2010). Diverse analysts measure the quantity of determinants of
authoritative responsibility, including individual properties (training level, race, sexual
orientation, conjugal status, experience) (Maria, et al, 2010;Amiria et al, 2010; Iliopoulos
& Priporas, 2011).Research demonstrates that age and residency have impact on
hierarchical duty. While sex have no noteworthy change in duty level of workers
(Abdullah & Ramay, 2012).
Abbas et al (2013) has uncovered that in Pakistani associations rewards, age, instruction
and experience assume a fundamental part in determination of occupation fulfilment and
workplace, relationship between partners, supervisor's backing and work itself all
influence individual's fulfilment for the employment. The current writing demonstrate
that faculty properties (Sexual orientation, Age, Conjugal status, Experience,
Assignment, and Expert Capability) and occupation qualities (pay, work, advancement,
colleague, supervision, workplace) has positive association with hierarchical duty. (Alam
& Mohammad, 2009).
However, marital status and satisfaction has emerged as a reliable predictor of
organizational commitment. Married people were more loyal to their organization than
unmarried people. Married people have more family responsibilities and require more
stability and security in their jobs; and therefore, they are expected to be more committed
to their current organization than their unmarried colleagues. In the light of these findings
and details, it was hypothesized that marital status would be positively associated to
commitment (Shah et al., 2010). Level of education was likely to have a negative
association with organizational commitment. The justification for this prediction is that
people with low levels of educations usually have more difficulty to change their jobs and
consequently show a greater commitment to their organizations (Saifuddin et al., 2012).
Work environment
The working environment is moreover perceived as another variable that impacts
organisational responsibility. One of the fundamental working characteristic conditions
that may impact organisational responsibility decidedly partial ownership. Ownership of
any kind gives an employee a sentiment and they feel part of the essential administration
process (Klein, 1987). This sense of proprietorship which includes taking part in
fundamental administration decision making process on new enhancements and changes
in the working practices, creates a sense of belonginess (Armstrong, 1995).
An investigation drove by Subramaniam and Mia (2001) revealed that executives who
take an enthusiasm for spending basic leadership tend to have a high level of
organisational responsibility. Another variable inside the workplace that may impact
organisational responsibility is work practices in association with enlistment and
decision, execution examination, progressions and organization style (Meyer and Allen,
1997). Metcalfe and Dick (2001, p 412) in their study reason that "the low level of
authoritative duty of constables could be credited to wrong decision and headway which
lead to the engendering of regulatory style and direct that adversely influences
organisational responsibility of subordinates.
2.2.7 EMPLOYEE ENGAGEMENT
The civil argument of work fulfilment segues easily into an examination of one of
the more particular regions of fulfilment, which is worker engagement. There are various
references in the writing to equivocal meanings of the term worker engagement. For the
intention of this study, it denotes to the individual's involvement and fulfilment with and
in additional excitement for work (Harter, et al, 2002). The Gallup counselling bunch has
done broad examination on representative engagement. They have built up an
engagement proportion model to decide the extent of drew in to dis-connected with
workers in an association (Gallup Consulting, 2010). Gallup has built up an instrument
called the Gallup Workplace Audit, (initially created in 1992) or "12 Elements of Great
Managing", which measures worker engagement by twelve center components that are
connected to business results (Gallup). The 12 center components, as recorded on the
work review may be:
1. I recognize what is anticipated from me at work.
2. I have the materials and gear I have to do my work right.
3. At work, I have the chance to do what I specialize in consistently.
4. In the most recent seven days, I have gotten acknowledgment or commendation
for doing great work.
5. My manager, or somebody at work, appears to think about me as a man.
6. There is somebody at work who empowers my improvement.
7. At work, my assessments appear to tally.
8. The mission/motivation behind my organization makes me feel my occupation is
imperative.
9. My partners or kindred representatives are focused on doing quality work.
10. I have a closest companion at work.
11. In the most recent six months, somebody at work has conversed with me about
my advancement.
12. This last year, I have had opportunities at work to learn and develop.
Nevertheless, Gallup battles that their exploration demonstrates that separated
workers negative by influence the association's primary concern. Case in point, in the
only us, disengagement prompts $300 billion in lost profitability. The normal association
has a proportion of 2:1 drew in to withdrew; however in world class associations which
utilize the 12 Gallup components it is 9:1 (Gallup, 2010). In what capacity can
organizations influence the change to draw in workers? Gary Hamel talked about
conditions for worker engagement in the Harvard Business Review (2009). His article
concentrated on the way that all the considerable, amusement changing, administration
hypotheses were produced right around a century prior, and a gathering of researchers
and CEOs met and planned a re-examination arrangement, in a manner of speaking. One
of the things was that to have the capacity to encourage worker engagement and to profit
by the subsequent efficiencies, associations must decrease fear and make trust. This is
difficult for conventional, totalitarian administrative structures to perform. Another
condition identified with worker engagement was to make "groups of energy", which
means gatherings of similarly invested people who will unite around a cause (Hamel,
2009, p. 95). Indeed, even a decent labourer can be withdrawn; this permits them to grasp
a cause they are driven inside to make progress toward.
At the point when singular representatives are included, they are mixing their own
self with their work part, and not simply playing out the part routinely. William A. Kahn
of Boston University is by and large credited with applying the idea of engagement to
work (Avery et al, 2007). Kahn (1990) led a study with the objective of mapping
crosswise over people general conditions that impact levels of engagement. He observed
that individuals communicate "physically, psychologically and inwardly" as they take
part in their vocation part, and the converse if withdrew (p. 700). He expressed that
individual engagement is the "concurrent business and articulation of a man's "favoured
self" in undertaking practices that elevate associations with work and to others, individual
nearness (physical, psychological, and enthusiastic), and dynamic, full part exhibitions."
He fights that "individuals have measurements of themselves that, given fitting
conditions, they want to utilize and express over the span of part exhibitions" (p. 700).
This discovering adds to the hypothesis that representative engagement starts with
exchanging a man's favoured methodologies and practices as a mental component in the
utilization of their work obligations.
In continuation with the point of worker engagement giving numerous profits, the
investigation of Bassi and McMurrer (2007) utilized that stage to expound on amplifying
the abilities of individuals. They present that there are five drivers for Human Capital
Management. They were: authority rehearses, information openness, worker engagement,
workforce streamlining and learning limit. As in the past article, the practice to execute
the driver called employee Engagement in view of occupation arrangement, however in
more detail. Despite work plot (work particularly dealt with; tapping delegate's
aptitudes), Bassi and McMurrer said that Dedication (occupations secure; movement
available; affirmation set up), Time (work/life balance; enough time to make the
fundamental strides they are accountable for) and Frameworks (predictable evaluation of
Representative Engagement) all are parts of a productive Worker Engagement driver.
Their point was that the viable utilization of these drivers would raise the affiliation's
Human Capital Administration Development Level.
In another examination of American Standard, positive things happened when
these drivers were completed. With the drivers executed, it was found that for 2003-2005,
bargains extended, and plant accidents reduced. Likewise, another study showed that in
cash related firms with higher Human Capital Administration scores, stock costs
extended, deducing that the Human Capital Administration scores could be used to effect
stock improvement (Bassi & Murrer, 2007). While a critical part of the agent engagement
composing focuses on individuals, there are studies that show that studies might be more
appropriate and profitable if reported at a more lifted sum. Harter, Schmidt, and Hayes
drove a study in 2002 which measured at the claim to fame unit level, using the 12 point
Gallup Work environment Review. They concentrated on 7,939 strength units in 36
associations, and used "meta-examination to break down the relationship at the forte unit
level between agent satisfaction–engagement and the claim to fame unit after effects of
customer dedication, gainfulness, advantage, specialist turnover, and incidents" (Harter,
et al, 2002, p.268).
2.3 SUMMARY OF REVIEW
This section looked into related written works on marital satisfaction and
organisational commitment. The literary works were surveyed under two noteworthy
headings: hypothetical structure and experimental system and reasonable system. Some
socio-demographic elements were analyzed including socio-economic components such
as conjugal status, instructive capability and experience, gender and age. in addition,
organisational make-up was additionally found to impact organisational commitment.
These endeavour widen the extent of this study, and made it more reasonable for
speculation.
2.4 RESEARCH HYPOTHESES
The hypothesis generated for the study includes;
i- Marital satisfaction will not significantly predict job commitment
ii- Duration of marriage will significantly predict job commitment
iii- Age will not significantly predict job commitment
iv- There will be no significant religion affiliation influence on job
commitment
v- Job status will not significantly influence job commitment among nurses.
CHAPTER THREE
RESEARCH METHODS
3.0 INTRODUCTION
This chapter describes the methodology for this study. It will focus on the
following areas; research design, study population, research instrument, administration of
the instrument and treatment of data.
3.1 RESEARCH DESIGN
The study employed a descriptive survey research design. This design is
descriptive because the study makes use of questionnaire in eliciting response from the
participants on all the variables under investigations and described as they occur in the
study population. Since the study design is survey in nature, therefore the study showed
relationship between variables and none of the variables will be manipulated. The first
independent variable in this study is Marital while the second independent variable is
gender which has two levels (male and female); the only one dependent variable in the
study is organisational commitment.
3.2 THE STUDY AREA
Oshogbo is the capital city of Osun State. It is known for its School of Art and
Oja Oba Market building. It’s a Muslim dominated region. Oshogbo is the Headquarters
of both Oshogbo Local Government Area and Olorunda Local Government Area. It is
some few kilometres away from the famous Erin-Ijesa waterfalls. The famous white
woman among Nigerians known as the white priestess of Osun River groove deity called
by the name Susanne wenger also known as Adunni Olurisa successfully lived died and
established the artist cooperative in Osogbo.
3.3 STUDY POPULATION
The target population of this study is Nurses. Participant for the study is made up
of male and female nurses working in different positions in Hospital. Nurses have been
purposively selected to represents this population. The sample population of the study
consist of two hundred and fifty nine respondents, selected from two general hospitals in
Osogbo. The justification for exploring these issues in hospital is because the health
industry in Nigeria is so important to peoples’ wellbeing and Its success is highly
dependent on capable and dedicated nurses.
3.4 DATA COLLECTION TECHNIQUE
The data was collected from the respondents through convenience sampling
techniques. The administration of the questionnaire took place at respondents Hospital. A
copy of the questionnaire was given to each respondent in other to provide us with
information; after the administration of the questionnaire, the assurances of anonymity
was given by the researcher so as to encourage honest response.
3.5 SAMPLING PROCEDURE
In this study the sample consist of two hundred and fifty nine Nurses. The sample
was selected from two general hospitals in Osogbo. Convenience sampling techniques
was employed in selecting respondents. The study participants were selected based on
their agreement to participate in the study and the hospital management consent was
sought before moving straight to the participant.
3.6 RESEARCH INSTRUMENTS
The research instrument consists of two standardised psychological scales. The
instrument is divided into three sections. The first section is the section A, which
comprises items that seek information on respondents socio-demographic such as sex,
age, length of services, job status etc. The second section is the section B, which focuses
on marital satisfaction. Section C consist Items focuses on organisational commitment.
Items on the second and third sections of the instrument, involves a Likert scale close-
ended four points continuum. This was used to elicit information from the sampled
respondent on marital satisfaction and organisational commitment.
3.7 DESCRIPTION AND PSYCHOMETRIC PROPERTIES OF THE
INSTRUMENT
3.7.1 Section B {Enrich Marital Satisfaction Scale (EMSS)}: This section contains
statement/items that seek information on respondent’s general level of satisfaction in
their marital life; it includes 15 items which was adopted from Blame and David (1993).
It consists of two components which are; Idealistic distortion and Communication &
Sexual relationship. The response format is 1-5 point Likert-scale ranging from Strongly
agree-Strongly disagree, where, Strongly agree=5, Agree=4, Neither agree nor
disagree=3, Disagree=2 and Strongly disagree=1.Blame and David (1993) reported the
Cronbach alpha of r=0.86, and test-retest reliability over a period of four weeks was
r=0.86. Looking at concurrent validity, when correlating with one item measure of
satisfaction with sample of 7261, the coefficient was 0.71 for men and .77 for women
3.7.2 Section C Organizational commitment
This Study utilised the Buchanah (1974) Organisational Commitment Scale to
assess job commitment among Nurses. This 23-item self-administered instrument
consists of the following three components: Job identification, Job involvement and Job
loyalty. The items 1-6 measure identification, 7-12 measures job involvement while 13-
23 measures loyalty. The scale was design in a Likert scale 1-7 point continuum. After
successful recoding of negative items, the scoring involves the addition of items to arrive
at the composite scores on each component. Buchanah (1974) reported a reliability
coefficient of r=0.86, 0.84, 0.92and 0.94 for identification, involvement, loyalty and
overall commitment. Meanwhile Cook & Wall (1980) correlated OC with job satisfaction
and obtained a concurrent validity of r=0.62.
3.8 METHOD OF DATA ANALYSIS
Both descriptive and inferential statistics were used. First, the data was analysed
in simple percentages to analyse the percentage distribution of respondents on various
background information. Secondly, the research hypotheses were tested to allow further
deductions and inferences. The entire hypotheses were tested at 0.05% level of
significance. Regression and independent sample t-test analyses were used to analyse and
test the hypotheses. Statistical package for social sciences (SPSS) Version 20 was used to
analyse the data.
3.9 ETHICAL CONSIDERATION
Ethical approval for conducting research was sought from the Internal Ethics
Research Board of Redeemer’s University, Ede, Osun State. Additionally, ethical
approval was obtained from the State Specialist Hospital, Asubiaro, Oshogbo before the
commencement of instrument administration to the nurses. Also, the Nigerian National
Code for Health Research Ethics online training program, of the West African Bioethics
Training Program and the National Health Research Ethics Committee of Nigeria, was
taken and certificate of completion was issued.
3.10 STUDY LIMITATION
Every research study has its own limitation(s). One of the limitations of this study
is that the study utilised a small sample size, which limits the credibility of the
generalisation of the research findings to the population selected. In other words, the
findings of this study should be interpreted with caution as it is only relevant to the
population in which sample were selected, any attempt to generalise the findings might
not be valid. The findings of this study may only be applicable to employee in hospitals
in Oshogbo, Osun state.
CHAPTER FOUR
RESULTS
4.0 INTRODUCTION
This section clearly portrays the socio-demographic characteristics of the
respondents using a table. Five major variables have been selected from the actual data
set. They include Sex, Age of respondents, Religion, Job status and Marriage type.
4.1 DEMOGRAPHIC CHARACTERISTICS OF THE SAMPLE
This section describes the socio-demographic features of the respondents using a
table. The levels, frequency and percentage distribution of these variables are shown in
table 4.1
Table 4.1 Socio-demographic Characteristics of Participants
Variables Levels Frequency Percentage (%)
Sex
Male 50 19.3
Female 209 80.7
Total 259 100.0
Religion Christianity 159 61.4
Islam 100 38.6
Total 259 100.0
Age
20-29yrs 31 12.0
30-39yrs 104 40.2
40-49yrs 88 34.0
50-60yrs 36 13.9
Total 259 100.0
Job status Junior 142 54.8
Senior 117 45.2
Total 259 100.0
Marriage Type Court 8 3.1
Registry 47 18.1
Traditional 23 8.9
Church 103 39.8
Muslims 78 30.1
Total 259 100.0
Source: Author’s Field Survey (2016)
Table 4.1 presents the summary of the participant’s socio-demographic data. It is
observed from the table that the male respondents account for 50(19.3%) of the total
participants while female account 209(80.7%). The result suggests that females are more
than their male counterpart in this study. In term of religion affiliation, it is observed that
159(61.4%) of total respondent are affiliated with Christianity religion while 100(38.6%)
are of Islamic affiliation. The analysis also shows that majority of the respondent are
Christians. Furthermore, respondent job status indicates that 142(54.8%) are junior nurses
while 117 (45.2%) are Senior Nurses. Respondent age distribution shows that 31(12.0%)
of total respondent are within 20-29 years old, 104 (40.2%) are within 30-39 years,
88(34.0%) are within 40-49 years old while 36 (13.9%) are within 50-60 years old.
Finally, type of marriage shows that 8(3.1%) report court wedding, 47(18.1%) claim
registry, 23(8.9%) report traditional, 103(39.8%) report church wedding while 78(30.1%)
report Muslim wedding.
Table 4.1.1: Correlation matrix showing relationship among age, length of marriage
marital satisfaction and job commitment
Note: **= Correlation is significant at 0.01 (2-tailed), *= Correlation is significant at
0.05 (2 tailed)
From table 4.1, it is found that nurses age has significant inverse relationship with overall
commitment (r=-.15,p<0.05) while it is only significantly related to Identification dimension of
job commitment (r=-.17,p<0.05). Furthermore, length of marriage did not significantly related to
overall job commitment (r=-.10,p>0.05), however it was found to have significant inverse
relationship with identification dimension of job commitment (r=-.14,p<0.05). Looking at
marital satisfaction, it is found to be negatively correlated with commitment (r=-.23,p<0.05). Also
idealistic (r=-.25,p<0.05) and communication (r=-.23,p<0.05) are inversely related to job
commitment among nurses.
Variables Age Length Idealistic Commu
nication
Marital
satisfact
Indenti
fication J.inv Loyalty
Commi
tment
Age 1
Length .66** 1
Idealistic .04 .04 1
Communication .05 .089 .60** 1
Marital satisfact .05 .091 .59** 1.00** 1
identification -.17** -.14* -.26** -.27* -.26** 1
Job involvement -.08 -.12 -.12** -.11* -.11* .41** 1
Loyalty -.05 .012 -.14* -.19** -.19** .36** .22** 1
Commitment -.15* -.10 -.25** -.23** -.23** .76** .64** .56** 1
4.2 HYPOTHESIS TESTING
4.2.1 HYPOTHESIS ONE
This Hypothesis states that marital satisfaction will not significantly predict
job commitment
A multiple linear regression analysis was employed to test the hypothesis;
respondent composites scores on two dimension of marital satisfaction (idealistic
distortion and communication & sexual relationship) is the predictors variable while job
commitment is the dependent variable. The analysis result is presented in table 4.4a and
4.4b below.
Table 4.1a: Multiple linear regression analysis of Job Commitment by Marital
Satisfaction
Model
Sum of
Squares
Df Mean
Square
F R² p-val
Regression 6537.599 3 2179.200
<.05
Residual 82713.073 255 324.365 6.718 .073
Total 89250.672 258
Table 4.1b Multiple linear regression Coefficient
Model Β SE.B Beta T p-val
(Constant) 99.810 2.351 42.461 .000
Idealistic distortion -.154 .081 -.212 -1.901 .058
Communication 1.751 3.688 2.074 .475 .635
Marital satisfaction -1.891 3.749 -2.179 -.504 .614
{F(3, 255)=6.718, R²=.073, p<0.05)
The analysis result in table 4.4a shows that marital satisfaction significantly
predict job commitment {F(3, 255)=6.718, R²=.073, p<0.05) . Further examination from
the table shows that marital satisfaction explains 7.3% variation in job commitment. It is
also observed that none of each dimension of marital satisfaction independently predict
job commitment The findings show that among nurses, marital satisfaction significantly
predict employee’s commitment. The null hypothesis which states that marital
satisfaction will not significantly predict job commitment among nurses is rejected, and
alternate accepted.
4.2.2 HYPOTHESIS TWO
This hypothesis states that age will not significantly predict job commitment
A Simple linear regression analysis was employed to test the hypothesis;
respondent composites scores on their age is the predictors variable while job
commitment is the outcome variable. The analysis result is presented in table 4.4a and
4.4b below.
Table 4.2a: Simple linear regression analysis of Job commitment by Age
Model
Sum of
Squares
Df Mean
Square
F R² p-val
Regression 1967.381 1 1967.381 5.793 .022 .017
Residual 87283.291 257 339.624
Total 89250.672 258
Table 4.4b Simple linear regression Coefficient
Model Β SE.B Beta T p-val
(Constant) 102.940 4.136 24.890 .000
Age -.244 .101 -.148 -2.407 .017
{F(1, 257)=5.793, R²=.022, p<0.05)
The analysis result in table 4.4a shows that age significantly predict job
commitment {F(1,257)=5.793, p<0.05). The analysis result shows that age has explain
only 2.2% variation in dependent variable job commitment. The findings shows that
among nurses, age significantly predict job commitment. The null hypothesis which
states that age will not significantly predict job commitment among nurses is rejected,
alternate accepted.
4.2.3 HYPOTHESIS THREE
This hypothesis state that length of marriage will not significantly predict job
commitment
A simple linear regression analysis was employed to test the hypothesis;
respondent composites scores on their length of marriage is the predictors variable while
job commitment is outcome variable. The analysis result is presented in table 4.4a and
4.4b below.
Table 4.3a: Simple linear regression analysis of Job commitment by Length of
Marriage
Model
Sum of
Squares
Df Mean
Square
F R² p-val
Regression 767.986 1 767.986 2.223 .009 .0137
Residual 81530.337 236 345.468
Total 82298.324 237
Table 4.4b SIMPLE linear regression Coefficient
Model Β SE.B Beta T p-val
(Constant) 95.276 2.087 45.649 .000
Length of Marriage -.218 .146 -.097 -1.491 .0137
{F(1, 236)=2.223,R²=.009 p<0.05)
The analysis result in table 4.4a shows that length of marriage significantly
predict job commitment {F(1,236)=2.223, p<0.05). The finding shows that among
nurses, length of marriage has significant influence on job commitment. The null
hypothesis which states that length of marriage will not significantly predict job
commitment among nurses is rejected and alternate accepted.
4.2.4 HYPOTHESIS FOUR
This hypothesis state that job status will not significantly influence job commitment.
The study employed an independent sample t-test to analyzed the data and test the
hypothesis; the level of significance is set at 0.05%. The analysis procedure involve
comparing the mean score of junior nurses and those of their senior counterparts on their
job commitment level (Identification, Job involvement, Loyalty, and Commitment);
higher score on this domain indicate higher job commitment , the analysis result is
presented in table 4.4.
Table 4.4, Independent sample t-test showing the influence of Job status on job
commitment
Variables N x SD Df T P-val
Identification
Junior nurses 142 25.53 9.47
256.91
2.352
.019 Senior nurses 117 23.03 7.65
Job Involvement Junior nurses 142 26.77 6.48
257 0.543 .588 Senior nurses 117 26.35 5.98
Loyalty Junior nurses 142 44.17 7.63
257 1.897 .059 Senior nurses 117 42.24 8.74
Commitment
Junior nurses
142
95.96
18.32 257 2.487 .014
Senior nurses 117 90.24 18.53
From table 4.4 it is found that job status has significant influence on job
commitment (t(257)=2.487. p<0.05). Also found that job status has significant influence
on identification dimension of job commitment (t(256.91)=-2.352, p<0.05). It is
observed in this table that junior nurses ( X =25.53, SD=9.47) obtained significant higher
mean score of job commitment (Identification), than senior nurses ( X =23.03, SD=7.65).
Further observation from the table suggest that senior nurses obtain insignificant different
level of mean scores on Job involvement ( X =26.35, SD=5.98) as their junior ( X =26.77,
SD=6.48) counterparts (t(257)=0.543, p>0.05). Furthermore, it was observed from the
table that junior nurses obtain similar mean scores on Job loyalty ( X =44.17, SD=7.63)
with their senior ( X =42.24, SD=8.74) counterparts (t(257)=-1.897, p>0.05).Finally,
junior nurses( X =95.96, SD=18.32) also obtain higher mean score of job commitment
than their senior( X =90.24, SD=18.53), (t(257)=-2,487, p<0.05). The null hypothesis
which states that job status will not significantly influence job commitment among nurses
is rejected and the alternate is accepted.
4.2.5 HYPOTHESIS FIVE
This hypothesis state that religion will not significantly influenced job
commitment.
The study employed an independent sample t-test to analyzed the data and test the
hypothesis; the level of significance is set at 0.05%. The analysis procedure involve
comparing the mean score of Christian workers and those of their Muslim counterparts
on their job commitment level (Identification, Job involvement, Loyalty, and
Commitment); higher score on this domain indicate lower job commitment, the analysis
result is presented in table 4.
Table 4.5, Independent sample t-test showing the influence of religion on job
commitment
Variables N x SD Df t P-val
Identification
Christian 159 24.02 8.43
195.26
- 0.857
.392 Muslim 100 25.00 9.29
Job Involvement Christian 159 26.14 6.32
257 -1.446 .149 Muslim 100 27.29 6.10
Loyalty Christian 159 43.03 8.28
267 -0.658 .511 Muslim 100 43.72 8.07
Commitment
Christian
159
92.26
16.83
176.57
-1.153
.251 Muslim 100 95.14 21.08
From table 4.5 it is found that religion has no significant influence on job
commitment (t(176.57)=-1.153, p>0.05). In this result Christian employees ( X =24.02,
SD=8.43) similar mean scores on job commitment (Identification), with their Muslim
employees( X =25.00, SD=9.29). Further observation from the table suggest that Muslim
employees also obtain similar mean score on Job involvement ( X =27.29, SD=6.10) with
their Christian employee( X =26.14, SD=6.32) counterparts (t(257)=-1.446, p>0.05).
Furthermore, it was observed from the table that Christian employees also obtain similar
mean score on loyalty ( X =43.03, SD=8.27) with their Muslim
( X =43.72, SD=8.07),(t(267)=-0.658, p>0.05). Finally, Muslim employees ( X =95.14,
SD=21.06) also obtain similar mean score of commitment with their Christian
counterpart ( X =92.26, SD=16.83), (t(176.57)=-1.153, p>0.05). The hypothesis which
state that religion will not significantly influenced job commitment is accepted.
CHAPTER FIVE
DISCUSSION, CONCLUSION AND RECOMMENDATIONS
5.0 INTRODUCTION
This chapter consists of an overview of the findings of this research and suggested
recommendations for future research.
5.1 DISCUSSIONS OF FINDINGS
The study examines relationship between marital satisfaction and job commitment
among nurses. Five hypotheses were generated from the review of literature, the
hypotheses are listed below.
i- Marital satisfaction will not significantly predict job commitment.
ii- Age will not significantly predict job commitment.
iii- Duration of marriage will significantly predict job commitment.
iv- There will not be significant status-difference in the level of job commitment of
the Nurses.
v- There will be no significant religion affiliation influence on job commitment.
The result of the first hypothesis shows that marital satisfaction significantly
predicts overall job commitment. Marital satisfaction was found to significantly predict
each dimension of job commitment, that is, job loyalty, job identification and job
involvement. However, marital satisfaction negatively predicts job commitment; this
indicates that as marital satisfaction increases job commitment reduces. This finding is
contrary to the study of Uzonwanne (2014) who examined the relationship between
marital distress and job involvement among employee in Lagos Airbase. The study
revealed that marital satisfaction is positively correlated with job involvement among
employees. According to him, employees experience less psychological distress and
therefore experience higher level of work-life balance. However, this finding may be
contrary to Uzonwanne (2014) as a result of the influence of other factors on job
commitment. Aborisade and Obioha, (2009) study, reveals that work motivation (pay &
benefits, promotion potentials, work environment and job security) is positively
correlated with job commitment of workers and concluded that, among work motivating
factors, good salary is perceived as the most important factor that could generate the
highest level of motivation to increase job commitment. In the case of Osun state (which
is the study location for this research), workers and pensioners claim they are owed
outstanding balance of July 2015- January 2016, this has arisen out of the financial crisis
experienced by the Osun State government and the nation at large (Olarinoye, 2016).
Based on this situation, one may further deduce that as income dwindles and employees
seek out other jobs, those that are martially satisfied may be less committed to their jobs
and may spend more time away from work especially in cases where the spouse is
financially capable of providing for the home or the job is not their major source of
livelihood. For those who are martially dissatisfied, job commitment may be utilized as a
medium to avoid a possibility of conflict which may result from increased time spent at
home.
The second hypothesis examines the relationship between nurses age and job
commitment. The result revealed that age has significant independent prediction on job
commitment among nurses. The result of the analysis implies that as the age of nurses
increases, their commitment to work tend to fall as age negatively predict job
commitment among this population. The findings of this study contradict the work of
Salami (2008) who claims that there is significant positive relationship between age and
organisational commitment. Salami (2008) study was carried out among employee in
public and private organisation in Oyo-State. Using stratified random sampling, the
analysis shows that age has significant positive relationship with organisational
commitment.
The third hypothesis which examines the relationship between marital duration
and job commitment was rejected based on the analysis result. The result revealed that of
length of marriage negatively predicts job commitment. The finding revealed that the
higher the length of marriage, the lower the commitment, as length of marriage
negatively predicts job commitment. The result implies that length of marriage is
significant predictors of job commitment among nurses
The fourth hypothesis which examines the influence of job status on job
commitment was rejected based on the result. The findings show that job status has a
significant influence on overall job commitment. The result further revealed that junior
nurses ( X =25.53, SD=9.47) display higher level of job Identification than senior nurses
( X =23.03, SD=7.65). Observation from the table also suggest that senior nurses also
display similar level of Job involvement ( X =26.35, SD=5.98) as their junior ( X =26.77,
SD=6.48) counterparts (t(257)=0.543, p>0.05). Further observations from the table
suggests junior nurses display higher level of loyalty ( X =44.17, SD=7.63) than their
senior ( X =42.24, SD=8.74) counterparts (t(257)=-1.897, p>0.05).
The result of the fifth hypothesis revealed that religion affiliation has no
significant influence on job commitment among nurses. The result implies that there is no
significant difference between nurses who are affiliated with Christianity religion and
those of Islamic religion counterpart on their level of job commitment. The result
revealed that religion is not a job commitment catalyst.
5.2 SUMMARY
The study examines the influence of marital satisfaction on organisational
commitment. In other to carry out this study, Nurses in teaching hospital were selected as
respondent. The study was divided into five major chapters.
The first chapter include the background of the study which described the concept of
organisational commitment, and marital satisfaction. This chapter also include statement
of research problem which identifies the problem relating to organisational commitment
and how the present study will fill theoretical gap in literature, research questions,
research objectives, study significant which elaborate on both theoretical and practical
benefit of the findings of this study, and scope of the study and definition of terms.
The second chapter which is the review of literature include clarification of concept
which gives vivid definition of both dependent and independent variables in this study,
review of empirical literature elaborate on previous study on this same concept under
investigation in which empirical data have been collected, and the statement of research
hypotheses. Literature review is an important aspect of a research as it provides guide
lines to how a study can be conducted successfully. chapter three focus on methodology
that were used in data collection in the study: it encompasses such area like research
design, procedure, data analysis, sampling, participants etc. methodology is one of the
most important chapters in a research. it explains the procedure for getting honest
response in other to gather reliable data from respondent. This study used a descriptive
survey research design. The study shows relationship between variables and is not
subjected to experimental manipulation. Data analysis was done using descriptive and
inferential statistics. All hypotheses are tested at 0.05% significant level. The chapter four
deals with the result of the analysis, where both descriptive and inferential statistics were
used. Linear & multiple regression and as well as t-test were all employed to test the
hypothesis at 0.05% significant level.
5.3 CONCLUSION
Based on the findings of this study, marital satisfaction of employee is a
significant predictor of employees work commitment. Marital satisfaction was found to
significantly predict each dimension of organisational commitment. Socio-demographic
factors such as age and length of marriage were found to be significant predictors of
organisational commitment as well. Job status was also found to significantly influence
overall job commitment, although it did not significantly influence two dimensions of job
commitment of which are; job involvement and job loyalty. However, employee religion
was not found to influence job commitment.
5.4 CONTRIBUTION TO KNOWLEDGE
Based on the findings of this study, marital satisfaction is a significant predictor
of job commitment among nurses in Osogbo, Osun State. However, work motivation
such as pay and benefits, promotion potential, work environment and job security may
significantly predict organisational commitment more than marital satisfaction. If so,
hospitals should invest more in employing better motivation schemes in order to increase
their chances of ensuring speedy achievement of organisational goals and objectives.
5.5 RECOMMENDATIONS
Based on the findings of this study, it is recommended that employers should
employ various recruitment strategies which can help in placement of employees with
best suited traits into particular position in the organisation. Also, younger employees
should be recruited into key positions in the organisation as the result reveals that, as age
increases job commitment reduces. Length of marriage should also be lightly esteemed in
the recruitment of employees as the results revealed that the higher the length of
marriage, the lower the commitment. It also recommended that religion affiliation should
not be esteemed in the recruitment of employees. Marital satisfaction should not be
highly esteemed, as martially satisfied employees are the ones who are less committed.
Never the less, favourable work- life policy can also be established to improve
employee work-life balance especially because of the martially dissatisfied employees,
this will in turn encourage better work attitude as employees will feel cared for by the
organisation. Hospitals should however, work more at ensuring a dependable payment &
incentives system. Ensure that employees working environment is conducive most
especially as regarding the infrastructure, availability of power supply and better
environmental maintenance culture. However, a comparative analysis study should be
carried out, to ascertain the higher predictor of organisational commitment between work
motivation and marital satisfaction, to further improve organisational decisions, and
chances in ensuring a speedy achievement of organisational goals and objectives.
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