In the past decade, there has been an increase in the studies on employee turnover in Nigeria. The spate of studies is suggestive that employees are not very committed to their jobs in most organisations. Nevertheless, the unemployment rate poses a big constraint to the mobility of labour and thus increases the possibility of disguised commitment. To this end, this study sought to ascertain the major determinants of employee commitment in business organisations. The specific objectives were to investigate the extent to which stunted mobility, extrinsic motivators, intrinsic motivators and organisational climate influence employee commitment, as well as the extent to which respondents’ perception of employees’ commitment relates to socio-demographic variables like age, gender and educational qualification. The population of sthe study consisted of employees of seven multinational companies in Edo, Delta, Bayelsa and Rivers states of Nigeria. The study employed the survey design with a questionnaire serving as the research instrument. Data were analysed using structural equation modelling. The results indicated that stunted mobility, extrinsic motivation, intrinsic motivation and organisational climate are significant motivators of employee commitment. Respondents’ perceptions did not vary with demographic variables.

在过去十年中，尼日利亚对员工流动率的研究有所增加。大量研究表明，在大多数组织中，员工对自己的工作并不十分投入。然而，失业率对劳动力的流动性构成了很大的限制，从而增加了变相承诺的可能性。为此，本研究试图确定企业组织中员工承诺的主要决定因素。具体目标是调查阻碍流动性、外在动机、内在动机和组织氛围对员工承诺的影响程度，以及受访者对员工承诺的看法与年龄、性别和性别等社会人口变量相关的程度。学历。研究对象包括尼日利亚江户、三角洲、巴耶尔萨和里弗斯州的七家跨国公司的员工。该研究采用调查设计，问卷作为研究工具。使用结构方程模型分析数据。结果表明，流动性障碍、外在动机、内在动机和组织氛围是员工承诺的重要激励因素。受访者的看法不随人口统计变量而变化。内在动机和组织氛围是员工承诺的重要动力。受访者的看法不随人口统计变量而变化。内在动机和组织氛围是员工承诺的重要动力。受访者的看法不随人口统计变量而变化。