Public sector organisations in Ebonyi State are grappling with counterproductive behaviours suggestive of employees’ low commitment to their organisations; a situation that has invoked several government interventions aimed at arresting and reversing the trend. As a contribution to this effort, this study was aimed at ascertaining the extent work-family conflict predicts organisational commitment among rural working women in the State. A field-survey approach was adopted to collect quantitative data from 345 rural working women in three Local Government Areas of Ebonyi State, using an 18-item, five-point Likert-scaled questionnaire, which yielded 89 per cent response rate. The results of multiple regression analysis showed that time-based and strain-based family-to-work conflict were significant negative predictors of organisational commitment among rural working women, while behaviour-based family-to-work conflict was an insignificant negative predictor of organisational commitment among the population. These findings show that, though issues relating to family-to-work conflict are not popular in public and organisational policies in this part of the world, these issues are, nonetheless, important predictors of organisational commitment, and should be explored in the bid to improve workers’ commitment and performance in the work place.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
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