Analysing the Relationship Between Hotel Work Environment and Organisational Commitment Among Employees in Ibadan, Oyo State, South West Nigeria

This study analyses the relationship between the work environment and organisational commitment among hotel employees in Ibadan, Oyo State, South West Nigeria. Employee organisational commitment is a key predictor of service consistency and reduced turnover, yet its environmental antecedents in the Nigerian hotel sector are not adequately examined in existing literature. A quantitative survey research design is adopted with questionnaires administered to 280 employees across 18 hotels of varying categories in the Ibadan metropolis. The Allen and Meyer three-component organisational commitment model, comprising affective, normative, and continuance commitment, is applied. Work environment dimensions assessed include physical working conditions, management communication quality, peer relationships, workload distribution, and recognition practices. Multiple regression analysis is applied to identify the relative contribution of each work environment dimension to the three commitment components. Findings reveal that management communication quality is the strongest predictor of affective commitment, accounting for 29 percent of its variance. Physical working conditions demonstrate a significant independent effect on continuance commitment, suggesting that employees remain in hotels partly due to the difficulty of finding comparable employment rather than genuine attachment. The study identifies a normative commitment deficit across the sample, attributed to weak organisational culture investment. It recommends participatory management communication approaches, physical environment improvement programmes, and formal employee recognition systems as priority interventions. Keywords: work environment, organisational commitment, hotel employees, Ibadan, employee retention