THE MEDIATING EFFECT OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN EMPLOYEES PARTICIPATION AND EMPLOYEE COMMITMENT IN PUBLIC UNIVERSITIES IN ADAMAWA STATE, NIGERIA

Abstract

This study examines the mediating role of Job Satisfaction in the relationship between Employee Participation and Employee Commitment in public universities in Adamawa State, Nigeria because employee commitment is a critical factor in university performance, and understanding how participatory decision-making influences commitment through job satisfaction is essential for effective human resource management. The study employed a quantitative research design using a structured questionnaire based on a Likert scale to measure; Employee Participation, Job Satisfaction, and Employee Commitment. Data were collected from 253 academic and non-academic staff across in Adamawa State University, Mubi. Mediation analysis was conducted using Hayes PROCESS Model 4 (Version 4.2) in SPSS, which tested both the direct and indirect effects of Employee Participation on Employee Commitment through Job Satisfaction. The results indicate that Employee Participation has a significant positive effect on Job Satisfaction (β = 0.7828, p < .001), implying that employees who engage in decision-making report higher satisfaction levels. It was also observed that Employee Participation significantly influences Employee Commitment (β = 0.7399, p < .001), demonstrating that participatory workplaces foster organizational loyalty while Job Satisfaction has a significant positive effect on Employee Commitment (β = 0.5372, p < .001), confirming that satisfied employees exhibit higher commitment. Lastly, Job Satisfaction partially mediates the relationship between Employee Participation and Employee Commitment (Indirect Effect = 0.5677, BootLLCI = 0.4407, BootULCI = 0.7068), meaning participation enhances commitment both directly and indirectly via satisfaction. The study highlights the need for university administrators to implement participatory management structures that promote employee involvement in decision-making as well as ensure that policies that enhance work-life balance, career development, and fair compensation should be prioritized to improve job satisfaction and sustain commitment levels. The study contributes to extant literature by integrating Self-Determination Theory (SDT) and Social Exchange Theory (SET) to justify how autonomy in decision-making fosters satisfaction and commitment. Additionally, it provides empirical support for mediation effects in workplace relationships, expanding the theoretical understanding of participatory practices in higher education institutions in general.