Abstract

The Nigerian Police work environment is unarguably unsafe and unhealthy with poorly designed workstations, insufficient office spaces, unsuitable furniture, lack of ventilation, inappropriate lighting, excessive noise, insufficient safety measures, inadequate protective equipment and poor or unavailable toilet facilities. These work environmental issues, which have emanated from several years of organisational culture practices, may be negatively affecting police personnel’s commitment levels. Against these backdrops, this study investigated the predictiveness of organisational culture on organisational commitment among 502 police personnel serving within South-Eastern Nigeria. The participants, comprising 252 males and 250 females between the ages of 24 to 54 years with a mean age of 35.50 years and a standard deviation of 7.60, were selected through the convenience sampling technique. They were administered with two instruments; Organisational Culture Assessment Instrument (OCAI) and the TCM (Three-Component Model) Employee Commitment Survey. The cross-sectional survey design was employed while hierarchical multiple regression statistics was used to analyse data collected. Five hypotheses were tested. Results indicated that the clan, adhocracy and hierarchy culture types were significant predictors of affective, normative and continuance commitments while market culture significantly predicted only affective and normative commitments. Findings also showed that age and rank were significant predictors of the affective and continuance dimensions of organisational commitment. The study recommends that, based on the overriding predictability of the clan culture type on the Nigeria Police Personnel’s commitment, the clan culture type is a much more preferred culture that can, in the long run, enhance the commitment of personnel of the NPF and bring about positive changes to the police work environment.