Examining the Effect of Employee Commitment on Organizational Performance: Evidence from a Cement Manufacturing Company in Nigeria (original) (raw)
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This paper examines the Effect of Employee Commitment on Organizational Performance with special interest in Coca Cola Nigeria Limited. Much of the interest in analysing employee commitment stems from concern for the behavioural consequences that are hypothesised to result from it. This paper focuses on the influence of employee commitment on Organisational Performance and Employees' turnover. Both descriptive and explanatory research methodologies were adopted in this study. A five point numerically scaled Likert-Type questionnaire was constructed and administered among selected Staff of Coca Cola Nigeria Limited. The research hypotheses were tested using the Pearson Correlation Coefficient. The result shows that: the level of employee commitment of the Staff of Coca Cola Company Plc is very high; there is a fairly high relationship between employee commitment and organizational performance ; there is also a very high relationship between employee commitment and employees' turnover etc. Some of the recommendations made are that: the management should hire employees who are likely to become linked to the organization; management should create clear and realistic job and organizational previews. I. Background Of The Study Organizations value commitment among their employees because it is typically assumed to reduce withdrawal behaviour, such as lateness, absenteeism and turnover. Hence, there is no doubt that these values appear to have potentially serious consequences for overall organizational performance. The study of employee commitment is important because; a Lo (2009) noted that employees with sense of employee commitment are less likely to engage in withdrawal behaviour and more willing to accept change. Hence, there is no doubt that these values appear to have potentially serious consequences for a core of committed individuals who are the source of organizational life; (b). Workers who become less committed to an organization, will route their commitment in other directions; thus, it is important to know how to develop the right type and level of employee commitment to ensure that the better employees are retained; (c). Employees who develop a high level of employee commitment tend to be highly satisfied and are fulfilled by their jobs; (d). In the current global economic scenario, organizational change is a continuous process that requires support of all employees in the hierarchical structure. Most organizations have realized that the performance of their workers plays a vital role in determining the success of the organization (Zheng, 2010; Ajila and Awonusi, 2004). As such, it is important for employers and managers alike to know how to get the best of their workers. One of the antecedent determinants of workers' performance is believed to be employee commitment (Ali, 2010; Ajila and Awonusi, 2004). As such, it is important for employers and managers alike to know how to get the best of their workers. Employee commitment has become one of the most popular work attitudes studied by practitioners and researchers. Akintayo (2010) and Tumwesigye (2010) noted that one of the reasons why commitment has attracted research attention is that organization depend on committed employees to create and maintain competitive advantage and achieve superior performance. Commitment employees who are highly motivated to contribute their time and energy to the pursuit of organizational goals are increasingly acknowledged to be the primary asset available to an organization (Hunjra, 2010). They provide the intellectual capital that, for many organizations, has become their most critical asset (Hunjra, 2010). Furthermore, employees who share a commitment to the organization and their collective well-being are more suitable to generate the social capital that facilitates organizational learning. It is therefore important for organization to know the aspects that play important role or have big impact in boosting the commitment of their employees. Several factors had been identified in the literature as determinants of employee commitment. Some of the identified factors include; leadership style (Lo, 2009); organizational fairness (Ponnu and Chuah, 2010); corporate social responsibility (Ali et al, 2010) etc. However, most of the past studies on employee commitment were not related to Nigerian business environment. Some of the findings of these studies may not be applicable to Nigeria. As such, it is pertinent to examine the role of employee commitment in achieving organizational performance in the context of Nigeria.
Employees’ Commitment and Its Impact on Organizational Performance
Asian Journal of Economics, Business and Accounting, 2017
The purpose of this study was to identify the impact of Employees' Commitment on Organizational Performance in Eravurpatru Divisional Secretariat in the district of Batticaloa, Sri Lanka. The three commitments (Affective, Normative, Continuous) have been taken as independent variables and Organizational Performance as the dependent variable. Both descriptive and explanatory research methodologies were adopted in this study. A five point Likert-Type scaled questionnaire was constructed and administered among selected Staff of Eravurpatru Divisional Secretariat. The results of the study indicate that the Employees' Commitment (Affective, Normative, Continuous) are significantly related to Organizational Performance in Eravurpatru Divisional Secretariat. The research findings reveal that there exists positive relationship between the three commitments and Organizational Performance. It has also been proved from the results that there exists strong correlation between the three independent variables and Organizational Performance. These outcomes in turn are associated with guiding the top management for working towards increasing employees' commitment level, and the management should hire employees who are likely to become linked to the organization, this shall have a great impact and take the organization towards promising competitive edge.
ORGANIZATIONAL COMMITMENTAND JOB PERFORMANCE: A CONCEPTUAL MODEL
Employee performance is linchpin for the survival and wellbeing of an organisation. Higher job performance leads to increased productivity as well as organisations' service quality delivery, productivity, and profitability. This underscores the need for organisations to motivate their employees towards higher performance. Organisational commitment is an important employee motivation because it is typically assumed to reduce withdrawal behaviors such as lateness, absenteeism and turnover which could have adverse consequences on the overall organisational performance. It is believed that employees with strong organisational commitment will work harder in order to contribute to the organization. The primary objective of this study is to examine the existing literature on effects of Organisational Commitment on Employee Job Performance. From the literatures reviewed, the study found that there are inconsistencies of findings on the effect of organisational commitment on job performance. Furthermore, the study found that there is no existing literature that examined the relationship between organisational commitment and job performance on the employees of National Identity Management Commission, Nigeria. The study therefore recommends an empirical examination of the relationship between organisational commitment and job performance among employees of national identity management commission.
2019
Employee performance is paramount to the existence and goal attainment of an organization in relations to increased productivity, service quality delivery, and profitability. Higher job performance leads to increased productivity, service quality delivery, and profitability of the organization. This study examines the effect of Affective Commitment, Continuance Commitment, and Normative Commitment on Job Performance of Employees of National Identity Management Commission (NIMC), Northwest Zone, Nigeria. The study adopts proportionate and convenient random sampling techniques method using 210 questionnaires. Regression analysis (SPSS Version 22) was used for data analysis. The results of the study revealed that affective commitment and continuance commitment have statistical significance effect on job performance of employees, while normative commitment has negative and insignificant effect on job performance of employees of NIMC in Northwest Zone, Nigeria. It is therefore recommended that the management of NIMC should concentrate more resources on affective and continuance commitment that were empirically found by the study to positively predict job performance of employees.
Effect of Employee Commitment on Organizational Performance in an Organization.
AYODELE ADEWALE ADENIYI, 2023
In the economic world of work different organizations perform different activities with different employees towards better organization performance. However, for an organization performance to be improve, employee’s commitment is very essential as it provide growth and development for every organization as part of its impact. The study examined the effect of employee commitment on organizational performance in an organization. The research is intended to achieve the following objectives which are; identify the relationship between job satisfaction and employees commitment in an organization. Examine the extent of how employees’ compensation affect employees’ effectiveness of an organization. To ascertain relationship between employees commitment and increase organization performance. Examine how motivations of employees in an organizations affect their commitment. The study was descriptive research employing a correlation research design. The study used 104 respondents from various organization around the world and data was collected by use of a self-administered standard questionnaire which was analyzed using simple percentage analysis. Some of the findings obtained from the research shows that organizational factors have a strong influence on employee commitment. The research provided that organizations should ensure that employees feel that their work and efforts is an important contribution to the company’s success and remember to always keep an ‘open-door’ policy and have an approachable management team. The study has revealed that motivation is the key to employees’ success in the workplace. The study established that when employees have high job satisfaction, it increases their commitment and this aids better organization performances.
Psychological Reports, 1994
This study, conducted in a Fortune 500 manufacturing organization, examined the relationship between employees' commitment and performance. Several months after 85 employees' affectivt and continuance commitment had been measured, their global job performance and four specific performance facets were rated by their supervisors. Affective commitment was related to two performance facets but was unrelated to the other two facets. Continuance commitment was unrelated to any of the performance facets. Neither type of commitment was related to global ance. Results were interpreted as suggestmg that the link between organizational commitment and performance may depend on the extent to which motivation rather than ability underlies performance. These results, consistent with motivational frameworks offered by Vroom in 1964 and Katz and Kahn in 1978, also supported the distinction between affective and continuance commitment suggested by Meyer and Allen in 1991.
International Journal of Human Resource Studies, 2012
Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.
Jurnal Riset Ekonomi Manajemen Bisnis Dan Akuntansi, 2013
Organization's success is depends on employee's performance. Organization Commitment play an important role in organization's success, where the organization commitment can increase the performance of the employee. This research is purposed to analyze the influence of affective commitment, continuance commitment, and normative commitment to job performance at PT. Bank International Indonesia, Manado. This research used multiple regression analysis and take data from the employees of PT. BII, Manado. Affective commitment, continuance commitment and normative commitment have positive significant relationship on job performance at PT. BII, Manado partially and simultaneously. Commitment in the organization can give benefit for organization itself and for the employees. Employees who have strong commitment in all three dimensions are more productive, loyal, have willingness to achieve the organization's goal, and still remain with the organization.
THE IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE
Muhamad Latif, 2020
Employee performance is one of the main things that need to be considered in the company. To get the desired target for the company, of course, it takes good performance from the employees. One of the factors that influence employee performance is organizational commitment. The purpose of this paper is to determine the effect of organizational commitment on employee performance. Several previous studies have shown that organizational commitment has a significant effect on employee performance.
Current study was carried out to find out the relationship of three types of organizational commitment and its impact on organizational performance in private banks operating in Peshawar district. The study considered employees of private sector banks of Peshawar as population. Based on the methodology of Krejcie and Morgan (1970) proposed for determining sample size, the current study took 234 employees as a sample from total of 640 employees for data collection. Data were collected through closed ended questionnaires from the employees of the said organizations. Reliability was checked through Cronbach Alpha. Convergent and discriminant validity was also confirmed by obtaining the value of AVE> .50, and discriminant validity was establish, hence there is no greater value of square correlation from the value of AVE. Regression analysis was performed to check the effect of the predictor variables on the outcome variable. The result reveals that all the three types of organizational commitment have positive and significant effect on organizational performance.