Chapter One — 1.1 Background to the Study

Over the past decade, the relationship between succession planning and organizational commitment has become a subject of considerable debate among scholars and industry practitioners alike, particularly within the context of Cross River State where operating conditions differ markedly from more developed markets.

Cross River State 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

While succession planning is widely discussed in policy and industry circles, empirical evidence on its actual effect on organizational commitment within Cross River State remains sparse and, in places, contradictory. This lack of localized, rigorous evidence makes it difficult for decision-makers to know with confidence whether current approaches to succession planning are helping or hindering organizational commitment — a gap this study sets out to close.

1.3 Objectives of the Study

1. To examine the effect of Succession Planning on organizational commitment in Cross River State.
2. To assess the extent to which succession planning influences organizational commitment within the study area.
3. To identify the challenges associated with succession planning in relation to organizational commitment.
4. To recommend strategies for optimizing succession planning in order to improve organizational commitment.

1.4 Research Questions

1. What is the effect of succession planning on organizational commitment in Cross River State?
2. To what extent does succession planning influence organizational commitment within the study area?
3. What challenges are associated with succession planning in relation to organizational commitment?
4. What strategies can be adopted to optimize succession planning in order to improve organizational commitment?

1.5 Significance of the Study

Beyond its academic contribution to the field of human resource management, this study has practical value for management teams within Cross River State seeking to understand how succession planning translates into measurable outcomes around organizational commitment. It is equally useful to students and future researchers looking for a localized empirical reference on this relationship.

1.6 Scope of the Study

In terms of scope, this study confines itself to Cross River State, focusing specifically on how succession planning relates to organizational commitment within that setting. Findings are interpreted within these boundaries rather than as universal claims applicable to every organization or market.