ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES’ COMMITMENT IN SELECTED CEMENT MANUFACTURING FIRMS IN NIGERIA

ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES’ COMMITMENT IN SELECTED CEMENT MANUFACTURING FIRMS IN NIGERIA

ABSTRACT

The purpose of this study was to explore the roles of social-emotional-oriented communication and work-oriented communication in enhancing employees’ commitment in the context of the cement manufacturing firms in Nigeria. Literature regarding the functions of different types of communication was reviewed and the human relations theory was applied as the main guidance of the current research. The study utilized the statistical method to analyze the data collected from questionnaires. A total of 290 staff working in a cement manufacturing firms in Nigeria participated in the research. Employees’ commitment was tested by the three components model: affective commitment, continuance commitment, and normative commitment. The findings from regression analyses revealed that social-emotional-oriented communication between subordinates and superiors had a positive influence on employees’ commitment (r=0.730; p>0.05). Work-oriented communication in cement manufacturing firms in Nigeria to a large extend had positive influence on employees’ commitment (r=0.851; p>0.05). Why social emotional communication to the large extend had positive effect on work oriented communication (r=0.906; p>0.05). The conclusion is that in cement manufacturing firms in Nigeria, vertical communication and communication regarding work-related topics help to make employees’ want to stay with and contribute to the employing organization; and the better social-emotional-oriented communication the employees have with superiors, the better work-oriented communication they have at work. The study recommended that the management as the linchpin between the workers and the organization should work to guarantee good communication in the organization. When the organization works well and cares about employees’ individual development, the employees’ highest level of need-that for self-actualization can be fulfilled; thereby they can contribute best to the organization.