INFLUENCE OF ORGANISATIONAL CULTURE AND COMPENSATION SYSTEM ON LECTURERS’ JOB COMMITMENT IN COLLEGES OF EDUCATION IN SOUTHWEST NIGERIA

Abstract

This study investigated the influence of organisational culture and compensation systems on lecturers’ job commitment in colleges of education in Southwest Nigeria. The study adopted a descriptive survey research design. The population comprised 2,409 lecturers in 11 public colleges of education in the six states of Southwest Nigeria. A sample of 963 lecturers in six colleges of education was selected using multi-stage sampling and purposive sampling techniques. Three research instruments titled: Organisational Culture Questionnaire, Compensation System Questionnaire, and Lecturers’ Job Commitment Scale with reliability coefficients of 0.84, 0.70, and 0.83 respectively were used for data collection. The research questions were analysed using mean and standard deviation, and hypotheses were tested using multiple regression analysis at .05 level of significance. Findings showed that lecturers have a high level of job commitment (Mean = 3.15); the nature of organisational culture was favourable (Mean= 3.14); and compensation system was highly applicable to lecturers. Findings also showed a significant joint contribution of organisational culture and compensation system to lecturers’ job commitment, F(2, 817)= 414.977; p < 0.05. There was a significant relative contribution of organisational culture (β = .362, p < 0.05) and compensation system (β = 0.392, p < 0.05) to lecturers’ job commitment. The study concluded that the combined organisational culture and compensation system of public colleges of education in Southwest, Nigeria is a good determinant of lecturers’ job commitment. The study recommended among others that management in colleges of education should pay attention to improving affective, normative and continuance commitments of lecturers.