Perceived Organisational Support and Prosocial Behaviour on Workplace Commitment among Nigerian Bank Employees

Onah Caleb¹, Deborah Onah² & Dennis Relojo-Howell^3*

¹Department of Psychology, Faculty of Social Science, Benue State University, Makurdi Benue State, Nigeria
²Department of Plant Science and Biotechnology, Faculty of Science, University of Portharcourt, Choba River State, Nigeria
³Founder of Psychreg, United Kingdom

Dr. Dennis Relojo-Howell, Founder of Psychreg, United Kingdom. <a

Keywords: Employees’ Well-Being; Organisational Support; Perceived Support; Prosocial Behaviour; Workplace Commitment

Abstract

This study seeks to examine the influence of perceived organisational support and prosocial behaviour on workplace commitment among bank employees in Makurdi Metropolis, Benue State. A cross sectional survey design was adopted for this study to examine the influence of perceived organisational support and prosocial behaviour on workplace commitment. A total of 114 participants were randomly selected from commercial banks to participate in the study. Various scales were used which include the Survey Perceived Organisational Support (SPOS), reported a 0.95 Cronbach’s alpha for this scale. Prosocial behaviour has a reported reliability Cronbach’s alpha coefficient of 0.91. For the workplace commitment, the scale used has a reported reliability Cronbach’s alpha coefficient of 0.71. Three hypotheses were tested and results are as follows: perceived organisational support (β = -.096; p < .05), prosocial behaviour (β = -.054; p < .05) and perceived organisational support and prosocial behaviour (β =-.096, -.054; p > .05). Specifically, perceived organisational support and prosocial behaviour tend to influence work commitment among bank employees. Based on these findings, this study suggests that bank managers should support their employees in order to improve commitment to their workplace and the acts of prosocial behaviour should be encouraged among bank employees, Companies should easily add fun incentives for employees to participate like donation matching, internal competitions and goal setting. Also, health insurance targets, which can help members who are predisposed to health problems, should be encouraged.

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