Human Capital Formation Programmes and Organizational Commitment among Industrial Workers in South -West Nigeria

Dayo Idowu Akintayo

Abstract


The study investigated the impact of human capital formation programmes on organizational commitment of workers in industrial organizations in South-Western Nigeria. This study adopted ex-post-facto research method. A total of 240 respondents were selected for the study using proportionate stratified sampling technique.

The Human Capital Formation Scale (HCFS) with three subset scales which include: Computer Skill Training Scale (CSTS) and Conflict Management Skill Training Scale (CMSTS) and Organizational Commitment Scale (OCS)  was used for data collection.

However, the research questions generated for the study were tested using Regression Analysis and t-test statistical method at 0.05 alpha levels. The finding of the study revealed that the human capital formation programmes (taken together) significantly influenced organizational commitment of workers. Also, finding revealed that computer skill training and conflict management skill training have significantly influenced organizational commitment of workers. It was found that there is no significant difference between male and female employees exposure to each of the human capital formation programmes. The finding further showed that there was no significant difference in the level of both male and female workers` participation in human capital formation programmes in both public and private organizations selected for the study. Based on the findings of the study, it is recommended that human capital formation programmes should be given priority by all establishments in order to forestall organizational commitment for all levels of workers. Also, training needs of the organization as well as that of workers must be identified before making recommendations for training. Moreover, human resource development policies should be well defined and be entrenched in the mission statement of all work organizations in Nigeria, in order to foster equity and promotional skill acquisition.


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DOI: http://dx.doi.org/10.5296/ijhrs.v2i4.2516

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