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Abstract

The paper examines the link between organizational climate and work engagement among the non-teaching staff of a Nigerian University. Participants consisted of 229 (F=46.7%; Mean age =45.7) non-teaching staff selected using stratified random sampling technique from non-teaching staff of the institution. Participants completed the Utrecht Work Engagement Scale and Organizational Climate Measure that were subjected to Pearson Product Moment Correlation and t-test analysis. Results revealed that organizational climate is related to work engagement among registry staff. It also showed that female employees were more engaged with their work than their male counterparts. The paper recommends the design of appropriate strategies and interventions to ensure that employees feel more engaged in their work-roles.

Abstract

Purpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment.

Research Methodology. Data were obtained through questionnaires administered to 124 teaching and non-teaching staff, who were conveniently selected by the researchers from Ghanaian public universities. Descriptive survey design was adopted for this study.

Findings. The results from regression analysis of data collected showed a significant positive relationship among the dimensions of organisational justice and affective commitment. Furthermore, POS was found to moderate the relationship between organisational justice and commitment, as the effect of justice on commitment increased when POS was added to the model.

Practical Implications. The present study supported the expected relationship among justice, POS and organisational commitment and implied that higher level of fairness and support from the organisation can favourably influence the commitment level of employees.

Originality. The current research examines the moderating role of POS on organisational justice–commitment link using samples from the Ghanaian higher education institutions. Thus, it makes relevant contribution to the existing literature by modelling both organisational justice and support and analysing its effect on organisational commitment.

number of participants and members of each staff category (teaching and non-teaching staff). 5 Conclusions Our data suggests that employees at the University of Szeged are subject to several psychosocial risk factors and work under considerable mental stress. Any decrease in this stress would lead to more effective and efficient work, preserve health and prevent illness. One solution can be the increase in the feeling of financial and moral appreciation, and to create a more optimal working atmosphere. Through a “favourable” work environment work safety and health

enrolled at the university Johnes (2013) First node: Intake quality, Student: staff ratio, Per student spend. Second node: Degree results, Research reputation First node: Student satisfaction, Degree results. Second node: Employability Singh and Ranjan (2017) Number of teachers (Professors and Associate Professors), Number of teachers (Assistant Professors and others), Number of non-teaching staff. Students enrolled in Ph.D. and M. Phil., Students enrolled in P.G. and P.G. Diploma, Students enrolled in U.G., Students enrolled in Diploma, Certificate, and Integrated