Abstract

Organisational commitment has been of continuous research interest among psychologists but hardly focusing on the financial sector. This study investigated job demands, work overload and pay satisfaction as antecedents of job commitment among bank employees. An ex post facto survey design was utilized to collect the data. Participants were two hundred and six bank employees conveniently sampled from selected banks. The participants have a mean age of M = 40.06 (SD = 7.96). They consist of 90 (43.7%) males and 116 (56.3%) females. Inferential statistics were used to test five hypotheses generated for the study. Findings revealed that there was significant negative but weak relationship between pay satisfaction and organizational commitment (r = -.12, p <.05); there was no significant relationship between job demand and organizational commitment (r = -.07, p >05). Also there was no significant relationship between work overload and organizational commitment (r=.04.p >.05). Employees with high pay satisfaction (M=29.69, SD= 5.71) reported significantly high organizational commitment than those with low pay satisfaction (M=27.16, SD =5.28) at (204) = 3.12, p<.05). Employees high on job demands (M=31.35, SD =5.27) also reported significantly higher organizational commitment than those low on job demand (M = 26.66, SD= 5.07) at t (204) = -5.88, p<.05). Furthermore, employees with high work overload (M=26.25, SD =4.94) reported significantly lower organizational commitment than those with low work overload (M=33.16, SD = 3.72); t (204) = 9.18, p<.01) It was concluded that pay satisfaction, job demands and work overload are antecedents of organizational commitment among bankers in Ibadan metropolis. This study therefore recommends, among others, pay enhancement for the bank employees as a way of increasing their job commitment.