JOB REDESIGN AS A CORRELATE OF JOB-RELATED ATTITUDES OF MARKETING AND SALES PERSONNEL IN NIGERIA'S CORPORATE ORGANIZATIONS
T he traditional meaning of a job as a well-defined set of responsibilities and actions is weakened because employees now cannot just limit themselves to their job descriptions as they need to modify their work in response to continuously changing requirements of work. This can be achieved by redesigning traditional job designs through the application of modern job redesign procedures such as job enrichment. This study evaluated the relationship between job redesign process, via job enrichment, and job-related attitudes of marketing and sales personnel in Nigeria's corporate organizations. The descriptive research design was adopted, while three hypotheses were postulated to guide the study. The population of the study was made-up of eleven thousand, seven hundred and fifty-eight (11,758) marketing and sales personnel that emanated from the selected corporate organizations in Nigeria. Three hundred and sixty-four (364) marketing and sales personnel were selected via stratified and random sampling procedures. The study used a structured questionnaire as the research instrument. Cronbach's Alpha reliability coefficients for the research instrument ranged between 0.73 and 0.82. Data generated were analysed using descriptive statistics and Pearson's Product Moment correlation. The result revealed a positive and strong correlation between the independent and dependent variables; that is, job enrichment vis-vis employee job satisfaction, commitment and performance of marketing and sales personnel at .025 level of significance (2-tailed). It was concluded that job redesign process via enrichment has certainly become important for every corporate organization, especially the manufacturing companies that engage in the marketing and sales physical/tangible goods and commodities in this contemporary regime of trade liberalization and market-based economy. It was recommended that management should not overlook the importance of consultation in the process of job redesign, while efforts should be made to make job enrichment more appealing to higher-level motivation.