Impact Of Organizational Commitment On Job Performance

Project and Seminar Material for Business Administration and Management BAM

Impact Of Organizational Commitment On Job Performance


Chapter One


Introduction

1.1 Background Of The Study

The top-level management in companies places a premium on the analysis of employee work results and organizational engagement. Somersl & Birnbaum (1998) investigated the connection between job dedication and success effectiveness, finding a favourable correlation. Job satisfaction is not the only dependent variable of commitment; it has a variety of other consequences in the workplace. Low engagement contributes to a high degree of attrition, according to Jackofsky (1984), while a higher degree of workplace satisfaction by work stability entails a high level of corporate dedication, which leads to improved employee job efficiency (Yousuf, 1997). Job output is characterized as the quantity and standard of work that each employee is required to produce (business dictionary). According to organizational loyalty pioneers (Meyer and Allen 1990), there are three forms of organizational commitment: affective commitment, which tests an employee’s subjective connection to, affiliation with, and participation in the organisation; normative commitment, which reflects stresses on an employee to stay with an organization as a result of organizational obligations; and structural commitment, which reflects pressures on an employee to stay with an organization as a result of organizational obligations. Continuance commitment is described as a commitment linked to the costs that workers believe are involved with leaving the company. Organizational commitment aims to have the same effects on women as it does on men, but women respond differently in certain cases (Chusmir 1984). Employee engagement may be boosted by coworker connectivity and management style, and they are seen as a valuable business commodity (Nijhof, de jong, and Beukhof 1998). Employee commitment may be an effective tool for companies to improve their efficiency. The high levels of tension in most organisations contributes to lower satisfaction and, as a result, poor organizational commitment (Elangovan 2001). Higher levels of communication in the workplace resulted in higher levels of dedication and, as a result, higher efficiency (Chen, Silverthorne and Hung 2005)


1.2 Statement Of The Problem

Employee morale would suffer as a consequence of the lack of organizational interest, and the company will fail to meet its primary goal. Using inspiration and reward methods, an organisation may gain its workers’ loyalty to the company. A research will be undertaken to determine how employee and employer engagement can be measured, as well as the effect of organizational commitment on employee success and productivity. Employee commitment and yield issues are emerging as the most serious future employee supervision challenges, driven by worker loyalty concerns, company reformation struggles, and the battle for top talent. For many organizations, disclosure workers departures may have a significant impact on the implementation of business policy and can eventually result in an analogous decline in o Employee loyalty has been described as a nostalgic and/or persistent mindset. Disparities in motivation and job satisfaction can be observed in a variety of ways. Work contentment is a response to a specific job or a variety of aspects of the profession, as well as a mindset toward job-related situations, facets, or aspects of the profession. In contrast to specific tasks, environmental conditions, and the location where the duties are paid, loyalty implies a stronger attachment to the hiring company. With the passing of time, job satisfaction will rise. Commitment, according to Meyer and Herscovitch (2001), is “a power that binds an individual to a way of achievement of importance to one or more goals.” Workers are thought to encounter this intensity in the form of three mindsets: effective, normative, and continuance, which imitate expressive links, supposed requirements, and supposed ruined overheads in relation to a target, in the same way that they imitate expressive ties, supposed requirements, and supposed ruined overheads in relation to a goal, in the same way that they imitate expressive ties, supposed requirements, and supposed ruined overheads in relation to a goal (Allen and Meyer, 1990). As a result, every degree that aims to assess organizational loyalty should be devoid of mindsets and should be based on the goal, or what the employee is committed to, whether it’s the company, a department, a revision schedule, or a goal. Employees that are more dedicated, according to Richard Steers (1977), expect to be downsized from the company at the earliest possible time. It has been found that dedicated workers have a strong desire to stick with the company to do their utmost to do their work. This would undoubtedly highlight their good actions towards the company, and as a result, the company’s morale and efficiency will improve. Samad (2011) investigated the relationship between corporate commitment and job efficiency, and as a result, the study determined the effect of job satisfaction on the relationship between firm commitment and work enactment. In Malaysia, a self-administered inquiry type was hired and distributed among high-ranking and middle-ranking administration in the manufacturing sector, especially in electrical companies. The findings revealed a positive relationship between organizational engagement and job efficiency. The impact of organizational engagement on employee success was investigated. The findings revealed that affective, normative, and continuance aspects of organizational engagement have a positive and significant association with workers and their job success.


1.3 Objective Of The Study

  1. To know if there is a positive significant relationship between organizational commitment and employees’ job performance.
  2. To assess if continuance commitment is positively and significantly related to employee’s job performance.
  3. To determine if affective commitment is positively and significantly related to employee’s job Performance.

1.4 Research Hypothesis

  1. There is a positive significant relationship between organizational commitment and employees’ job performance?
  2. Continuance commitment is positively and significantly related to employee’s job performance.
  3. Affective commitment is positively and significantly related to employee’s job Performance.

1.5 Significance Of The Study

This study will benefit both businesses and staff in Nigeria since it addresses the impact of organizational engagement on job success, and will help the business develop to best service its customers. Finally, this analysis work will significantly benefit students and academics who wish to do similar research and are looking for work materials.


1.6 Scope Of The Study

The emphasis of the study is on the impact of organizational engagement on job efficiency and the study was carried out in Gwagalada, FCT.


1.7 Limitation Of Study

Due to time and financial constraints, the research was limited to companies within Gwagalada, FCT.


1.8 Definition Of Terms

Job Performance:

Job performance determines whether or not an employee does a good job. Human resources administration includes job success, which is researched academically as part of industrial and organizational psychology. Organizational results and productivity are heavily influenced by performance.

Organizational Commitment:

Organizational commitment refers to the connection or bond employees have with their employer (the organization).


Impact Of Organizational Commitment On Job Performance


Project Material Download

3,000 Naira


The complete material will be sent to you in just 2 steps.

Quick & Simple…


Step One Purchase

Make payment of ₦3,000: through USSD Transfer, Bank Mobile App, ATM Transfer, or POS Transfer to:

Access Bank Plc Account No.: 0811003731
Name: Samphina Academy
Account Type: Current

Or Click Here to pay with Debit Card

FOR CLIENTS OUTSIDE NIGERIA:

Click Here to pay with Debit Card ($15)


Step Two Purchase

Send the following details through Text Message or WhatsApp Messenger | 08143831497

  • Payment Details 
  • Email Address 
  • Impact Of Organizational Commitment On Job Performance

The complete material will be sent to your email address after receiving your payment information | T & C Apply


  Contact Our Help Desk


You may also like:


⚠️ Need a different topic? Perform a quick search



Want a discount?
Become a partner and you can always buy at a lower price

samphina.com.ng


You can leverage this opportunity and maximize your profit:

  1. If you are a student that needs a side income.
  2. If you own a business center near school (top notch)
  3. If you are a final year student
  4. If you are a course representative in your school
  5. If you assist students in getting research materials (top notch)

Click Here for More Details


Impact Of Organizational Commitment On Job Performance

Disclaimer

This research material “Impact Of Organizational Commitment On Job Performance” is for research purposes and should be used as a guide in developing your research project / seminar work. For no reason should you copy word for word (verbatim) as samphina.com.ng will not be liable for any who copied the material.

The aim of providing this material is to reduce the stress of moving from one school library to another all in the name of searching for research materials. This service is legal because, all institutions permit their students to read previous projects, books, articles or papers while developing their own works. According to Austin Kleon “All creative work builds on what came before”.

samphina.com.ng is only providing this material “Impact Of Organizational Commitment On Job Performance” as a reference for your research. The paper should be used as a guide or framework for your own paper. The contents of this paper should be able to help you in generating new ideas and thoughts for your own research. Use it as a guidance purpose only.


How to defend your research work

This is a general guide on how to defend your research work:

1. Prepare For Questions:

If you are preparing for questions that may be asked during your defense, then your answers will flow smoothly and effectively. This will prove your knowledge on the subject e.g “Impact Of Organizational Commitment On Job Performance“, and strengthening your argument. Ask friends and family, read your work for them to listen to your presentation, and write down questions. You may be lucky the panel will ask you those you have already prepared on.

2. Strong Summary:

Summarizing your chapters will help keep your audience focused because it is easy for a mind to drift, so providing summaries will ensure your panel will follow along, even if they lose focus for a brief moment. Visual aides, such as graphs and power-point presentations can be very helpful. If you are going to use these, make sure you will practice your presentation with them.

3. Be Confident in Your Research Work:

Not knowing your topic “Impact Of Organizational Commitment On Job Performance” inside out will cause you to struggle and ultimately fail with your defense. You need to know the subject from every angle to ensure you are fully prepared for any question that may come your way.

4. Conclusion:

Reinforce your findings to conclude your defense. The finale of your presentation should focus on proving the work that has been done. You may need to recap on what has changed and remained unchanged, if is necessary.

5 . Listen:

Before you get defensive or recite a particular answer, make sure you truly understand the question being asked. Being a good listener is an important quality, because providing an inaccurate or off-topic answer will also weaken the validity of your paper.

Samphina Academy

Samphina Academy is an Online Educational Resources Center that is aimed at providing students with quality information and materials to aid them in succeeding in their academic pursuit.