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This study investigates the effect of human capital development, employee coaching, and career support on organisational commitment among employees at Union Bank Plc, Lagos, Nigeria. The study employed a cross-sectional design with purposive and random sampling. Data were analysed based on 169 respondents from the Ilupeju branch of Union Bank Nigeria Plc, Lagos, by using a self-administered questionnaire. The sample for the study was determined using the Yamane formula, and the data obtained from the respondents were analysed using descriptive statistics involving frequency and percentage for the respondents’ socio-demographic characteristics, while multiple regression analysis through SPSS was used to test the formulated hypotheses. The study found that human capital development (p = 0.768 > 0.05) and employee coaching (p = 0.557 > 0.05) do not significantly affect organisational commitment. However, employees’ career development (p = 0.02 < 0.05) significantly affects organisational commitment. The study, therefore, recommends that the management of banks should not only invest adequately in developing their human capital to enhance their skills and competence in work operations but also ensure their conversion to full-time or permanent employees to make them feel that the bank has invested in their development and is also concerned about their stability in the organisation and therefore increase their organisational commitment.
Okeke et al. (Tue,) studied this question.