INFLUENCE OF PERCEIVED SUPERVISOR SUPPORT AND JOB AUTONOMY ON PSYCHOLOGICAL WELL-BEING OF COMMERCIAL BANK EMPLOYEES IN RIVERS AND BAYELSA STATES, NIGERIA

Abstract

Purpose – This study investigated the Influence of Internal Work Environmental factors, such as perceived supervisor support and job autonomy, on psychological well-being of commercial bank employees in Rivers and Bayelsa States, Nigeria Design/methodology/approach – The study adopted a cross-sectional survey design and collected data from 265 bank employees using structured questionnaires. A blend of convenience and purposive sampling techniques was used to ensure relevant and diverse perspectives. Well-validated scales from prior studies were used to measure the constructs, rated on a five-point Likert scale. Confirmatory Factor Analysis (CFA) was applied to verify construct validity, while Cronbach alpha confirmed internal consistency. Structural equation modeling (SEM) was employed to test the hypothesized relationships among the variables. Findings – The results demonstrate that both job autonomy and perceived supervisor support significantly and positively affect employees’ psychological well-being. Job autonomy was found to enhance feelings of control and intrinsic motivation, while supervisor support was instrumental in reducing stress and fostering a sense of organizational belonging. Practical Implications – The findings suggest that banks in Rivers and Bayelsa States can promote employee psychological well-being by institutionalizing job autonomy across departments and actively integrating supervisory support practices. These interventions can help reduce burnout, enhance job satisfaction, and improve retention, thereby enhancing the psychological well-being of commercial bank employees in Rivers and Bayelsa States, Nigeria. Originality/Value – This study contributes to the limited body of empirical research on workplace well-being within Nigeria's banking sector. It underscores the dual importance of structural (job autonomy) and relational (supervisor support) workplace resources in enhancing employees’ well-being, in terms of employee mental health and performance outcomes.