DIAGNOSTIC HUMAN RESOURCE ANALYTICS AND EMPLOYEE COMMITMENT IN DEPOSIT MONEY BANKS IN SOUTH-SOUTH, NIGERIA

Akpodiete, O. M.

Department of Business Administration, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

Email: oromichealakpodiete@yahoo.com

 Oparanma, A. O.

Department of Business Administration, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

 Tamunomiebi, M. D.

Department of Employment Relations and Human Resource Management, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

and

Biriowu, C. S.

Department of Employment Relations and Human Resource Management, Faculty of Administration and Management, Rivers State University, Port Harcourt, Nigeria

ABSTRACT

The study examined the relationship between diagnostic resource analytics and employee commitment in deposit money banks in South-South, Nigeria. The study is anchored on the philosophical foundation of positivism/objectivism with a deterministic view or approach as such adopted the quantitative method. A correlational survey research design which is cross-sectional across time horizon was adopted for the study. A sample size of two hundred and sixty was drawn from a population of seven hundred and forty-eight staff of the regional offices of the twenty-four deposit money banks in South-South, Nigeria, using the Taro Yamen formula for sample size determination for a given population. Data was collected with the structured questionnaire that was validated via content and face validity while Cronbach’s Alpha was used to test the reliability of the research instrument. Data collected were analyzed at different levels. The Spearman’s Rank Order Correlation was employed to test the relationship between diagnostic human resource analytics and employee commitment. These analyses were done with the aid of the Statistical Package for Social Science version 23.0. The result showed that diagnostics human resource analytics significantly influenced the measures of employee commitment used in this study. Based on the empirical findings, it was concluded that diagnostic HRA highly improved the commitment of the employees. The researchers thus recommend that management and the human resource managers of the deposit money banks in Nigeria should by all means implement functional diagnostic human resource analytics strategies obtain higher levels of commitment from their employees.

Keywords: Diagnostic human resource analytics, employee commitment, affective commitment, continuance commitment, and normative commitment