Chapter One — 1.1 Background to the Study

In recent years, Recruitment and Selection Practices has emerged as a critical factor shaping organizational commitment across organizations operating in and around Selected Public Universities in Nigeria. As institutions grapple with the pressures of globalization, regulatory reform, and shifting stakeholder expectations, understanding how recruitment and selection practices relates to organizational commitment has become an important area of both scholarly and practical concern.

Selected Public Universities in Nigeria presents a useful setting for examining this relationship precisely because the conditions there — structural, regulatory, and behavioural — differ from those typically assumed in the broader literature, most of which draws on evidence from more developed economies.

1.2 Statement of the Problem

Despite a growing body of literature on recruitment and selection practices, there remains limited consensus on the precise nature of its relationship with organizational commitment, particularly within Selected Public Universities in Nigeria. Many organizations continue to make decisions about recruitment and selection practices without a clear, evidence-based understanding of how those decisions ultimately affect organizational commitment. This gap between practice and empirical understanding is the central problem this study seeks to address.

1.3 Objectives of the Study

1. To examine the effect of Recruitment and Selection Practices on organizational commitment in Selected Public Universities in Nigeria.
2. To assess the extent to which recruitment and selection practices influences organizational commitment within the study area.
3. To identify the challenges associated with recruitment and selection practices in relation to organizational commitment.
4. To recommend strategies for optimizing recruitment and selection practices in order to improve organizational commitment.

1.4 Research Questions

1. What is the effect of recruitment and selection practices on organizational commitment in Selected Public Universities in Nigeria?
2. To what extent does recruitment and selection practices influence organizational commitment within the study area?
3. What challenges are associated with recruitment and selection practices in relation to organizational commitment?
4. What strategies can be adopted to optimize recruitment and selection practices in order to improve organizational commitment?

1.5 Significance of the Study

This study is significant to a range of stakeholders. For policymakers and regulators, the findings offer evidence to guide the design of frameworks that support healthier outcomes around organizational commitment. For managers and practitioners within Selected Public Universities in Nigeria, the study provides practical insight into how recruitment and selection practices can be better managed. Finally, it contributes to the academic literature on business administration by extending existing knowledge into a specific empirical context, and offers a reference point for future researchers.

1.6 Scope of the Study

The study is limited to an examination of Recruitment and Selection Practices and its relationship with organizational commitment within the context of Selected Public Universities in Nigeria. It reflects a MSc-level scope of analysis and relies on data and perspectives available within that scope; generalizing the findings beyond this specific context should therefore be done with appropriate caution.