Faction on Employee Commitment : Evidence from ENEO Cameroon, West Region

This study examined the relationship between job satisfaction and employee commitment at ENEO Cameroon (The Energy of Cameroon) in the West Region, drawing on Social Exchange Theory (SET) as its theoretical foundation. Job satisfaction was assessed across five dimensions: promotional policies, working conditions, relationships with coworkers and supervisors, job security, and skills development. The study adopted a descriptive cross sectional survey design. Data were collected through a structured bilingual questionnaire administered to employees, with 153 valid responses obtained from a population of 200, representing a response rate of 76.5%. The data were analysed using Pearson correlation in SPSS Version 26. The results showed a significant positive rela tionship between overall job
satisfaction and employee commitment (r = .348, p < .001). Among the dimensions examined, promotional policies showed the strongest relationship with employee commitment (r = .348, p < .001), followed by working conditions (r = .312, p < .001), skills development (r = .271, p < .001), and job security (r = .253, p < .001). Relationships with coworkers and supervisors showed weaker but statistically significant associations (r = .048 ––.052, p < .05). The findings provided support for all four hypotheses tested. The study contributes to the application of Social Exchange Theory within the African utility sector and demonstrates the importance of workplace experiences in shaping employee commitment. The findings also offer practical implications for ENEO management, particularly in strengthening promotion practices, improving working conditions, supporting employee development, and enhancing job security as part of efforts to build a more committed workforce and reduce voluntary turno ver.