LASU Journal of Employment Relations and Human Resource Management
(LJERHRM)
ISSN: 2705-3482
Volume 6, No. 1, 2026
Pages 60-73
DOI: 10.36108/ljerhrm/6202.60.0150
Hybrid Work Practices and Organisational Commitment in Airtel Nigeria
Olalekan Simeon OLAJIDE1*, Foluso Ilesanmi JAYEOBA2, & Tinuke Moradeke FAPOHUNDA3
1,2,3,Department of Industrial Relations and Human Resource Management, Faculty of Management Sciences, Lagos State University, Ojo
Abstract
The pandemic of COVID-19 has drastically emphasized the importance of hybrid work practice even though these have existed in the market beforehand. The aim of this study is to investigate the effect of hybrid work practices on organisational commitment in Airtel Nigeria Ltd. A descriptive survey research design was adopted, and primary data were collected through a structured questionnaire administered to 364 employees selected from a population of 4,132 staff using the Taro Yamane sampling technique. Data were analysed using descriptive statistics and multiple regression analysis. Regression results revealed that hybrid work flexibility had a negative but statistically significant effect on organisational commitment (r = −0.456, p < 0.00). Technological support also showed a negative but significant effect on organisational commitment (r = −0.172, p < 0.23). These findings indicate that although hybrid work practices are widely adopted, their implementation may weaken employees’ psychological attachment to the organisation when not adequately managed. It is concluded that hybrid work arrangements require effective managerial control, equitable hybrid policies, and adequate technological Infrastructure to enhance organisational commitment. It is therefore, recommended that Airtel Nigeria Ltd strengthen employee support systems, improve hybrid work coordination, and provide continuous training to mitigate the adverse effects of hybrid work on organisational commitment.
Keywords: Flexibility, Hybrid Work, Organisational Commitment, Technological Support