Work engagement and job demands as determinants of organisational commitment among bank employees in Ekiti state


  • Israel Oluwatosin Ayodele
  • Judith Chineye Azikiwe
  • Oluwabamise Daniel Ojo


Organisational commitment, job demands, work engagement, productivity, bank workers


Work commitment is very germane to any organisation that wants growth, stability, quality and excellent productivity. This current study examined the different roles that work engagement and job demands can play in the commitment of employees within the banking industry in Ekiti State, Nigeria. Responses were obtained from a sample of 180 bank employees (101 males and 79 females) drawn from selected banks in Ekiti State, Nigeria. Three standardised scales namely Intellectual, Social, and Affective scale (ISA) measuring , Job- Demand Scale (short version) and Organisational Commitment Questionnaire were used to measure work engagement, job demands and organisational commitment respectively.. The data collected were analysed by the use of multiple regression. The results from the study showed that both work engagement (β=0.14; t= 2.02; p<.05) and job demand (β=0.39; t= 5.77; p<.05) independently and jointly predicted organisational commitment in the bank employees confirming the hypothesis stated. In conclusion, for organisations to experience huge success in their employees output, they need to engage them more and provide resources that will help to cushion the impact of the job demands on their employees, thereby improving commitment and productivity in the employees.