Employee Engagement and Organizational Commitment: The Mediating Role of Organizational Support

This study investigated whether organizational support mediates the relationship between employee engagement and organizational commitment in the Nigerian consumer goods sub-sector. Survey design was used and questionnaire was administered to employees of five fast-moving consumer goods companies in Delta State, Nigeria. The multi-stage sampling technique was used in obtaining a sample of 83 respondents. Data obtained were analyzed using descriptive statistics (mean, standard deviation, skewness, and kurtosis), Pearson correlation, post estimation statistics (variance inflation factor and Breuch-Pagan/Cook-Weisberg) and inferential statistics (simple regression and structural equation modeling). The t-values revealed a positive and significant relationship between employee engagement and organizational commitment (t-value = 22.87; Prob. = 0.0000 < 0.05). In addition, the structural equation modeling results revealed that organizational support (Z-value =10.24; Z-Prob. = 0.0000 < 0.05) mediates the relationship between employee engagement and organizational commitment. The implication of the result is that organizational support and employee engagement together are vital drivers enhancing organizational commitment. Given the findings, it was recommended among others that organizations should encourage continuous support for employees because when employees perceive support from management, they become more committed in actualizing organizational goals. This study contributes to management literature by showing that organizational support plays a mediating role in the relationship between employee engagement and organizational commitment.