Purpose of the article: Succession planning has become a misconstrued phenomenon in a global environment where organisations largely depend on their human resources for achievement, continuity and effectiveness.
Methodology/methods: Data for this research were collected from three Beverages companies in Lagos, Nigeria, with 244 administered questionnaires, retrieved and analysed using the regression analysis.
Scientific aim: This paper examines the Moderating Role of Employees’ Satisfaction on Succession Planning and Job Commitment in the manufacturing sector.
Findings: The result showed that succession planning significantly impact on employees’ job commitment. The findings indicated a variance of 52% between mentoring and affective commitment, however when the moderating variable of employees’ satisfaction was established, the R-squared increased to 56.8% while the significance of the F-change assessed show significance at 0.0001.
Conclusions: The study recommends that when organizational replacement is done, it should meet the present and future need as well as the corporate objectives of the organization and that management should handle the issue of Succession Planning with high sense of objectivity in order to achieve organizational efficiency, among others.
