Abstract

This study examined the influence of delegation of duties on the job commitment of non-teaching staff in public universities in southwest Nigeria. A descriptive survey research design was adopted, drawing on six public universities and a sample of 70 non-teaching staff. Data were obtained using a Delegation of Duties Questionnaire. The findings showed that non-commitment among staff manifested through inadequate delegation of duties for efficient functioning, the non-delegation of duties based on staff specialisation and expertise, and an inability to consistently involve staff in the performance of duties; an inability to give staff the opportunity to represent management on official assignments was similarly found to hinder job commitment. The study further revealed that the level of job commitment among non-teaching staff in public universities in southwest Nigeria was high, and that non-teaching staff exhibited high affective commitment when their contributions were acknowledged by management through delegation of duties. Delegation of duties was found to be significantly related to job commitment (r = .755, p < .05). It was recommended that university management, supervisors, and departmental heads adopt transparent and fair delegation practices that match tasks to staff skills and strengths.

Keywords: Management, Job commitment, Delegation of duties, Non-teaching staff,

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