EMPLOYEE ENGAGEMENT EXPLORING JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN BENINS MANUFACTURING SECTOR

This study investigates the impact of job satisfaction on organizational commitment and overall employee engagement within the manufacturing sector in Benin City. The manufacturing sector in Benin City is particularly susceptible to the repercussions of disengaged workforces, facing increasing pressures stemming from globalization, technological advancements, and workforce diversification. Grounded in Social Exchange Theory (SET), the research employs a quantitative approach and utilizes a descriptive cross-sectional survey design to capture a snapshot of current organizational practices and their effects on employees. A stratified random sampling method was utilized to ensure diverse representation across various job roles, hierarchical levels, and demographic categories. A structured questionnaire was administered to 536 respondents, measuring job satisfaction, organizational commitment, and employee engagement. The instrument exhibited high internal consistency, as indicated by a strong Cronbach’s alpha score. Data analysis incorporated both descriptive and inferential statistical techniques. Descriptive statistics were used to summarize the socio-demographic characteristics, while regression analysis was conducted to evaluate the relationships between job satisfaction, organizational commitment, and employee engagement. The findings revealed significant mean differences in job satisfaction among the organizations studied. Key determinants, such as recognition for contributions (t = 10.201, p < 0.001) and enthusiasm for work (t = 13.628, p < 0.001), were found to have substantial effects on employee engagement. Moreover, a significant association was identified between employee participation in workplace initiatives and job satisfaction (χ2 = 48.944, p < 0.001). These results highlight the critical role of job satisfaction in promoting organizational commitment and enhancing employee engagement. In conclusion, employee engagement is correlated with job satisfaction and organizational commitment, influenced by factors such as recognition, involvement, and organizational support. In order to enhance employee engagement, it is imperative to improve participation in recognition programs, involvement initiatives, and to offer flexible working hours.