This study examined the impact of job satisfaction on organizational sustainability in Nigerian
National Petroleum Company Limited, 2014 - 2025. The human capital theory was adopted as
the study’s analytical framework. The study adopted descriptive survey research design. The
population of this study consisted 615 managerial staff, permanent staff and contract staff at
Port Harcourt Refining Company, Warri Refining and Petrochemical Company as well as
Kaduna Refining and Petrochemical Company. Based on the application of Taro Yamane
formula, the study sample size consisted of 242 managerial staff, permanent staff and contract
staff at Port Harcourt Refining Company, Warri Refining and Petrochemical Company as well
as Kaduna Refining and Petrochemical Company while stratified sampling technique and simple
random sampling technique were used to select the respondents. The study made use of primary
data and structured questionnaire as the data collection instrument. Descriptive statistical
techniques (frequencies, simple percentages, tables, charts and mean scores) were used to
analyse the demographic data of the respondents and the research questions while Spearman
Rank Correlation was used to test the null hypotheses. The results of the study showed that job
satisfaction, compensation package, career development, work-life balance, training and
motivation all have positive and significant impact on organizational sustainability in Nigerian
National Petroleum Company Limited in Nigeria. The study concluded that employee retention
strategies have a positive and significant impact on organizational sustainability in Nigerian
National Petroleum Company Limited in Nigeria, 2014-2025. It was recommended among others
that management of Nigerian National Petroleum Company Limited should implement policies
that promote employee satisfaction by ensuring a conducive work environment, effective
communication, employee participation in decision-making, recognition of achievements, and
fair treatment of staff. These measures will strengthen employee commitment, reduce turnover
intentions, and improve organizational sustainability.
Solomon A. Wali· JOURNAL OF PUBLIC ADMINISTRA...· 0 citations
The impact of compensation packages on organisations has continued to draw attention of organizational policy makers and scholars. This study examined the relationship between compensation packages and organizational sustainability in the Nigerian National Petroleum Company Limited (NNPCL) between 2014 to 2025. The study was instituted to achieve a specific objective. The Resource-Based View (RBV) was adopted as the analytical guide. The descriptive research design was employed as an approach. The study population comprised 615 managerial, permanent, and contract staff of the Port Harcourt, Warri, and Kaduna refineries. A sample size of 242 respondents was determined using the Taro Yamane formula, while Bowley’s proportional allocation and stratified random sampling techniques were employed. Primary data were collected using a structured questionnaire validated by experts, while the instrument yielded a Cronbach’s alpha coefficient of 0.87, confirming its reliability. Out of the 242 questionnaires administered, 220 valid copies were retrieved and analysed using the Statistical Package for the Social Sciences (SPSS) version 27, while Spearman Rank Order Correlation was employed to test the hypothesis at the 0.05 level of significance. The findings revealed that respondents agreed that competitive salaries, performance-based incentives, equitable reward systems, and comprehensive monetary and non-monetary benefits significantly enhanced employee motivation, commitment, retention, and productivity, thereby promoting organizational sustainability. The hypothesis test further revealed a strong positive and statistically significant relationship between compensation packages and organizational sustainability (r = 0.733, p = 0.000), leading to the rejection of the null hypothesis. The study concluded that competitive and equitable compensation packages are essential for improving workforce stability, reducing employee turnover, enhancing productivity, and ensuring the long-term sustainability of NNPCL. The study recommended that NNPCL should periodically review its compensation structure to ensure alignment with industry standards and employee expectations.
Solomon A. Wali, Graham Nsiegbe, PhD· International journal of res...· 0 citations
