Abstract:

The study focused on job redesign and organizational commitment in government ministries in Anambra State. The specific objective of the study was to ascertain the nature of relationship that exists between job redesign and organizational commitment. Relevant hypothesis was formulated and tested. Survey research design was adopted for this study. The study was anchored on Equity Theory by Edwin Locke and Social Exchange Theory by George Homans (1958). Six government ministries were selected systematically. The population of the study was 2526 employees from which the sample size of 345 employees was gotten through Taro Yamane sampling technique. The data collected using structured questionnaire were analyzed using Pearson Product moment correlation co-efficient while the hypothesis was tested using Pearson’s Table of Test of Significance. The findings revealed that there is a significant relationship between job redesign and organizational commitment (pval 0.033<0.05). The study concluded that Job Redesign is a major determinant of the performance of employees which to a great extent the performance of the organization as a whole. The study recommended that to improve the level of satisfaction employees get from their jobs, the management of government ministries should carefully plan the Job Redesign process in the ministries since this will ensure that suitable employees are placed in appropriate positions thus making for a workforce poised towards goal attainment.