title: ADDRESSING THE LACK OF COMMITMENT IN A PRIVATE HOSPITAL IN NIGERIA THROUGH TRAINING AND PERFORMANCE-INDUCED-PAY
Creators: name: Chibundu, Chilotam
Publisher: name: University of Liverpool Repository
Year: 2022

description: As a Complex Adaptive System, my workplace interacts with its environment and this interaction gives rise to changes, growth and evolution. For us to evolve accordingly, survive and continue in business, there is need to build survival techniques and adapt accordingly or risk extinction. To this end, we decided to start with our greatest business assets – the workforce (the employees). Owing to lack of employee commitment which was evident in the dwindling performance and lackluster attitude of employees, this research specifically seeks to identify if the commitment level of employees in a private specialist hospital located in the Federal Capital Territory of Nigeria (Abuja) can be improved through training and Performance Induced Pay so that both the organization and the employees can benefit from their relationship. The thesis also aims to contribute to existing literature on the role of training and Performance Induced Pay on employee commitment. Applying a relativist ontological position in the research approach, both quantitative and qualitative data were used (for Triangulation purpose). Quantitative data was collected via a 7 point Likert questionnaire administered to all staff. The entire staff population was targeted to eliminate bias and get a true representation of employee perception of their levels of commitment. The questionnaire was distributed (a few hard copies were manually distributed), and collated using Survey Monkey and analysed with the Wilcoxon Signed rank test on the SPSS 26 statistical software. The questionnaire was structured to gauge the commitment level of employees before and after the introduction of training and Performance Induced Pay (PIP). Out of 183 questionnaires distributed, one hundred and fifty-two (152) were considered fit for the purpose of the research. Quantitative data, on the other hand, was obtained through administrative figures on eleven (11) different parameters extracted from the records of the workplace for a period of nine months before and after the introduction of training and Performance Induced Pay. The quantitative data was analysed using the paired samples t-test on SPSS 26 statistical software. Results from the analysis of both sets of data (qualitative and quantitative) complement each other as they both rejected the null hypotheses that training and Performance-induced-pay has no influence on employee commitment in my workplace and both showed statistical difference in levels of employee commitment between the era before and after the introduction of the initiatives and statistical difference in the administrative data between both periods hence confirming the influence of training and Performance-Induced-Pay on employee commitment in my workplace. The findings inform the recommendation for the introduction of training and Performance Induced Pay as these have shown to boost and maintain employee commitment in my workplace and for the period under review. Also, the study provided valuable and interesting insights on the issue of employee commitment and the knowledge gained has helped my workplace and will possibly help other organizations in similar situations. This paper is therefore useful in exploring commitment among employees in a private hospital setting in Nigeria and ways in which it can be facilitated and developed.