The Effects Of Job Autonomy And Organizational Learning On Organizational Commitment:The Moderating Role Of Work Environment

This study focused on the effect of job autonomy and organizational learning on employees’ organizational commitment by employing the moderating role of work environment.A total of five(5)hotels in the Ashanti Region of Ghana were chosen for this study.These include Anita Hotel,Okubi Hotel,Franbec Hotel,Feliama Hotel,and Jostev Hotel.The respondents of this study were full-time employees from these five(5)selected hotels in the Ashanti Region of Ghana.The researcher administered 750 questionnaires to respondents through a simple random probability sampling approach.However,only 700 responses were deemed accurate and were adopted to justify the proposed relationships.In analyzing the data obtained,Statistical Package for Social Sciences(SPSS)version26.0 was used to report the respondents’ demographic information,while Partial Least Squares based on Structural Equation Modelling(SEM)using Smart PLS version 3.0 was used to evaluate the research model.From the findings,the studied data met internal consistency reliability,multi-collinearity,convergent and discriminant validity.The results also indicated that job autonomy and organizational learning positively affected organizational commitment and were statistically significant at p < 0.01.This result means that the availability of job autonomy and organizational learning in any organization will help enhance employees’ commitment levels and lead to improved organizational performance.The study’s outcome also revealed that job autonomy had the most significant impact or influence on organizational commitment with a greater path coefficient and effect size.This implies that job autonomy should have substantial attention when addressing issues of organizational commitment;however,both job autonomy and organizational learning should function in synergy to produce the desired outcome.Moreover,the work environment positively and significantly moderated the connection between job autonomy and organizational commitment and was statistically significant at p <0.01.Also,the relationship between organizational learning and organizational commitment was significantly and positively moderated by work environment.This result implies that a working environment that entails valuing workers’ contributions,communicating the company’s progress and achievement to workers,providing them with a work-life balance,providing the requisite knowledge and tools for successful production,and providing a stable atmosphere supports autonomy and learning hence leading to enhance organizational commitment.Based on the findings of this research,the study recommends that organizations and managers offer their subordinates considerable flexibility in deciding on methods of getting their tasks done since this has a significant impact on employees’ organizational commitment.Furthermore,institutions need to cultivate organizational learning philosophy,which is a fundamental indicator of an employee’s loyalty to an organization.It is,therefore,essential to concentrate on organizational learning and guarantee a continuous learning philosophy among employees through training courses,distribution of knowledge,and group behavior.