Quality of Work Life as a Determinant of Employee Commitment to Local Government Councils in Edo Central Senatorial District, Nigeria

Abstract

The study examined quality of work life as a determinant of employees’ commitment to Local Government Councils in Edo Central Senatorial District, Nigeria. It specifically examined the extent to which job security, competency development, and work life balance determine employees’ commitment to local government councils. Three research questions and three hypotheses guided the study. The study employed a descriptive survey research design. The population of the study comprised 1725 local government employees. Using Taro Yamane formulae of sample size determination, 325 local government employees were sampled. Stratified and simple random sampling techniques were jointly adopted to collect the sample size. A structured questionnaire which was validated by measurement and evaluation experts was used for data collection, and the reliability of the instrument was determined with test re-test which yielded a coefficient of 0.85. 325 copies of the questionnaires were administered, and 286 copies were accurately filled and retrieved. Data collected was analyzed with Mean and z-test statistics. Analysis of the data collected revealed that quality of work life to a very high extent determined employees’ commitment to local government council, as there was no significant difference in the mean scores of respondents on the extent to which job security, competency development, and work life balance determine employees’ commitment. Thus, it was concluded that quality of work life generally determines the commitment of employees to organizations. Thus, it was recommended that: organizations should align with national policies like the new National Employment Policy, which emphasizes decent work, and social dialogue to ensure job security; organizations should Develop a training plan linked directly to organizational goals, addressing current and future skill needs to boost employees’ competence; and organizations should properly execute flexible work arrangements and family-friendly support to ensure work life balance.