Organizational Culture and Employee Commitment in Zenith Bank Plc, South-East Nigeria

Abstract

This study examined the relationship between organizational culture and employee commitment in Zenith Bank Plc, South-East Nigeria. The study was motivated by the growing need for banks operating in a highly competitive and innovation-driven financial sector to sustain employee commitment, given that adaptability, teamwork and structural stability shape how staff relate to their organization. Specifically, the study examined the relationship between adhocracy culture and affective commitment; ascertained the relationship between clan culture and normative commitment; and evaluated the relationship between hierarchy culture and continuance commitment of employees in Zenith Bank Plc, South-East Nigeria. Three research questions were raised and three null hypotheses were formulated to guide the study. The study was anchored on Social Exchange Theory and Becker's Side-Bet Theory. A descriptive survey research design was adopted. The population comprised 1,345 employees drawn from 20 Zenith Bank branches across the five states of South-East Nigeria, from which a sample size of 300 employees was determined using the Krejcie and Morgan (1970) table. Data were collected using a structured questionnaire, validated through face and content validation and tested for reliability using Cronbach's Alpha, with all sections exceeding the acceptable threshold of 0.70. Out of 300 copies of the questionnaire administered, 270 copies were correctly completed and used for analysis. Data were analysed using descriptive statistics and Pearson Product Moment Correlation Coefficient at a 0.05 level of significance. The findings revealed a positive and significant relationship between adhocracy culture and affective commitment (r = 0.62, p < 0.05); a strong positive and significant relationship between clan culture and normative commitment (r = 0.71, p < 0.05); and a positive and significant relationship between hierarchy culture and continuance commitment (r = 0.66, p < 0.05). The study concluded that organizational culture is a critical determinant of employee commitment in the banking sector. It recommended that the management of Zenith Bank Plc should promote innovation and flexibility, sustain teamwork and mentorship practices, and maintain clear structures and job-security systems to strengthen employees' affective, normative, and continuance commitment respectively