Department of Industrial Relations & Personnel Management

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    Organisational Politics, Career Plateau and Employee Commitment in Gas Processing Companies, Delta State Nigeria
    (Lead City University, 2023-12) Busayo Abiodun OLUFAYO
    The value of organisations human resource remains a threshold for attaining a competitive edge. However, phenomena such as organisationl politics impacts employees’ career which consequently influences their work behaviour. This study examines the link between organizational politics, career plateau and employee commitment. Social exchange theory (SET) and Super’ Self-Concept theory provided a theoretical guide to the study. Explanatory Sequential Research design was adopted with a mixed methodology approach to gain broader insights into the study. Total study population is 500 and sample size of 200 was determined by Taro Yamani’s formular as stratified sampling techniques was used in grouping the employees. Variables were measured by Milliman, Kacmar and Catson POPs model with reliability alpha of 0.87. IDI was utilized to gather qualitative data across 10 key informants. Data was analyzed with (SEM) Structural Equation Modeling a multivariate statistical analysis technique. Qualitative data were content-analyzed using (PPMC). The findings suggest that political behaviour and organisational justice have a substantial relationship, with the Path coefficient of 0.779 suggesting a 60.6% variance in employee loyalty can be explained by political behaviour. The Path coefficient of 0.857 suggests a substantial degree of relationship between these two factors. Diversity significantly influences employee loyalty, with a Path coefficient of 0.384 suggesting a fair relationship. Job position significantly influences loyalty, with a Path coefficient of 0.857 suggesting a considerable degree of relationship. The R2 value of 0.734 indicates a 73.4% variance in employee loyalty can be explained by job position. Organisational politics has a significant relationship with employee commitment, with the path co-efficient value of 0.702 and the R-square value of 0.493 suggesting a 49.3% variance in employee commitment. This study concluded that politically inclined employees tend to get whatever they desire, and once it is achieved, it fosters their commitment to the organisation's strategic goals. The employees’ commitment could be boosted through fairness, equity and transparency in policies and processes that directly affect employees. To this end, the study concludes that organisations that hold justice in high esteem will earn employees' commitment. Therefore, formulating and implementing unbiased policies that discourage injustice is the right decision in the right direction for any organisation that wants to enhance employee motivation which could foster effectiveness, loyalty and optimal performance. The recommendations are to control political behaviour to align with the policy of fairness, equity in formulating and implementation of policies that discourage favouritism, preferential treatment and nepotism. Organisational justice is one of the strategies that firms can use to foster employees' loyalty, motivation, efficiency and performance. Therefore, it is advisable that management of the company work to prevent unfair and unethical behavior in terms of opportunities for promotion, advancement, financial incentives, social support and other matters that are paramount to employees. Word Count: 453 Key Words: Organisational Politics, Employees’ Commitment’ Career Plateau, Organization Behaviour, Organizational Justice.