MODERATING ROLE OF ORGANIZATIONAL AFFECTIVE COMMITMENT IN THE RELATIONSHIP BETWEEN WORKPLACE ENVIRONMENT AND EMPLOYEES’ PERFORMANCE

This study examines the moderating role of organizational affective commitment in the relationship between workplace environments, and employee’s performance among academic staff of Niger State Polytechnic. A cross-sectional survey design was employed in the study. Primary data was collected through self-administered questionnaire distributed to the respondents using census sampling (saturated) technique. The data was collected from a population of 363 academic staff of Niger State Polytechnic. The data collected is analyse using Statistical Package for Social Sciences (SPSS) version 2.0 and Partial Least Squares Structural Equation Modeling (PLS-SEM) version 4.0. Findings revealed that workplace environment significantly affect employee performance, Conversely, the interaction between organizational affective commitment and workplace environment positively predict employee performance. Work place environment and employee performance have a Beta coefficient of 0.571. With a standard error of 0.09, The T-statistic of 5.767 indicates that this effect is statistically significant at the 0.05 level (p = 0.000), leading to the decision to reject the null hypothesis (Decision: 0.000). Similarly, the interaction between Organizational affective commitment and workplace environment has a Beta coefficient of 0.395 with a standard error of 0.046. The T-statistic of 8.749 indicates that this effect is statistically significant at the 0.05 level (p = 0.000), leading to the decision to reject the null hypothesis (Decision: 0.000). The study recommend that the policy makers and management of Niger State Polytechnic should create and maintain a Conducive workplace environment, investing in training programmed targeted at career development and communication effectively to strengthen employee engagement.