Moderating Role of Organizational Fairness on the Relationship Between Job Characteristics and Employee’s Commitment in Nigeria North Eastern States Universities

Abstract

Employee’s commitment is crucial for institutional success, and job characteristics significantly influence it. The perception of fairness in organizational policies, procedures, and interpersonal treatment can enhance or weaken this relationship. Specifically, the study examined the effect of task variety, autonomy, and feedback on employee’s commitment as well as examined the moderating role of organizational fairness on the relationship between job characteristics and employee’s commitment in universities across Nigeria's North-Eastern states. This research employed a quantitative approach via structural equation modeling (SEM) with the help of Smart PLS 4 in analyzing the data that was obtained from the university’s employees. It was found out that job characteristics (task variety, autonomy, and feedback) and organizational fairness directly affect employee’s commitment at work place. Primarily, results shows that organizational fairness positively moderate the relationship between feedback job characteristic and employee’s commitment in Nigeria northeast universities. It is concluded that organizations in the region can leverage the understanding of the interplay between job characteristics, organizational fairness and employee commitment to design targeted interventions to help improve employee’s commitment. It was recommended that job characteristics attributes and organizational fairness be emphasized when dealing with staff in their institutions as it improved employee’s level of commitment.