JOB ROTATION AND EMPLOYEE COMMITMENT IN NIGERIA CUSTOMS SERVICE, RIVERS STATE COMMAND

Dike, G. A.

Department of Management, Faculty of Management Sciences, Rivers State University,

Port Harcourt, Nigeria

ABSTRACT

This study empirically examined the relationship between job rotation and employee commitment in Nigeria Customs Service, Rivers State Command. The study adopted job rotation as the independent variable, while affective commitment and normative commitment were used as measures of the dependent variable (employee commitment). The population of the study was 854   employees of the Nigeria Customs Service, while its sample size was 265 as established using Krejcie and Morgan Table. The study adopted the cross-sectional survey design in its assessment of the relationship between the variables, as such; primary data were quantitative in nature and were obtained using the structured questionnaire. The analysis adopted were the descriptive (Mean score) and inferential (Spearman Rank Order Correlation Coefficient) statistical techniques. The findings indicated that there is a significant relationship between job rotation and affective commitment, and also a significant and positive relationship between job rotation and normative commitment of Nigeria Customs Service, Rivers State Command. Based on the outcome of the study, it was concluded that job rotation has a positive and significant relationship, with employee commitment of Nigeria Customs Service, Rivers State Command. Hence, job rotationis a good recipe for improved employee commitment of Nigeria Customs Service. Thus, it was recommended that: (i) Managers of Nigeria Customs Service should incorporate job rotation in their job design as it benefit both the employee and the organization in no less measure; (ii) That managers of  Nigeria Customs Service should imbed job rotation content in their designing of work as it serves a great source job satisfaction for enhance  commitment and performance; (iii) That managers of Nigeria Customs Service should ensure that job rotation is considered in planning and evaluation of employees’ jobs and performance respectively as this may contribute to their commitment.

Keywords: Job rotation, employee commitment, affective commitment, normative commitment and job design.