Impact of Change in Organisational Structure on Employee Satisfaction in Private Universities in North-Central, Nigeria

Abstract

This research investigates the effect of organizational structure reorganization on employee satisfaction in private universities in North-Central Nigeria, with particular emphasis on hierarchical reconstruction, departmental reorganization, and workflow reengineering. A descriptive survey research design was adopted, and responses were obtained from 569 participants in seven private universities using a structured questionnaire. Multiple regression was used to determine the relationship between structural change and employee satisfaction. Findings show that hierarchically restructuring strengthens employee satisfaction positively (β = 0.274, p = 0.015), since well-defined leadership structures improve communication, job definition, and stability. Realignment of departments also strongly affects positively (β = 0.362, p = 0.022), increasing efficiency and differentiation of work. Likewise, redesigns of workflows positively affect employee satisfaction (β = 0.402, p = 0.001), streamlining processes and eliminating redundancy. The model accounts for 68.3% of worker satisfaction variance (R² = 0.683, F = 25.205, p < 0.001), confirming the significance of structural change. The Results support Psychological Contract Theory, stating that worker satisfaction and retention are based on fairness perceptions, trust, and expectations met. Restructuring that is demystified and participative results in stability, career growth, and institutional trust; poorly managed changes lead to uncertainty and disengagement. Strategic enhancement of satisfaction, commitment, and organizational performance requires private universities to implement structural reforms to ensure confidence and competence.