The purpose of this study is to examine the relationship between organizational commitment, moral or affective commitment, calculative or continuance commitment and normative commitment and job performance. The population of the study is made up of 300 academic and non-academic staff of Ritman University, Ikot Ekpene, Akwa Ibom State. The paper used purposive sampling for the selection of the respondents. Questionnaires were distributed to the respondents for statistical analysis. The study utilized linear correlation coefficient to analyze the data collected.
The study revealed a number of findings including: there is a significant correlation between organizational commitment and employee performance, there is a significant correlation between moral or affective commitment and job performance, there is statistically significant correlation between continuance commitment and job performance. Based on the findings, some recommendations were made most importantly: Nigeria University should lay more emphases on the provision of social responsibility to its workers, owners, society and other stakeholders. Finally, the success or failure of any organization depends on its workforce. Adequate motivation and remuneration boost the employee moral to work harder towards achieving or accomplishing challenging task or goals.
Table of Contents
1. CHAPTER ONE: INTRODUCTION
1.1 Background to the Study
1.2 Statement of the Problem
1.3 Research Question
1.4 Objective of the Study
1.5 Hypotheses of the Study
1.6 Significant of the Study
1.7 Scope of the Study
1.8 Limitation of the Study
1.9 Definitions of Term
2. CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.0 Introduction
2.1 Conceptual framework
2.1.1 Emotional/affective commitment
2.1.2 Continuance commitment
2.1.3 Normative commitment
2.1.4 Strategies Used For Motivation as Organizational Commitment
2.1.5 Salary, Wages and Conditions of Service
2.1.6 Staff Training
2.1.7 Communication
2.2 Review of Relevant Study
2.2.1 Organizational Commitment
2.2.2 Levels of Commitment - Forms of Commitment
2.2.3 Antecedent to commitment in work place
2.2.4 Consequences of workplace commitment
2.3 Theoretical Framework
2.3.1. The Early Era
2.3.2 Middle Era
2.3.3 The Third Era the Multi-dimensional Approach
2.3.4 Model Based on two Dimensions
2.3.5 Era of multiple competitions
3. CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research design
3.2 Population of study
3.3 Sample and sample technique
3.4 Source of data
3.5 Scoring Instrument
3.6 Method of Collecting Data
3.7 Method of Data Analysis
3.8 Decision Criteria
4. CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.0 Introduction
4.1 Data presentation
4.1.1 Number of questionnaire administered and returns to the researcher
4.1.2 Presentation of data by sex
4.2 Data Analysis/Interpretation
4.3 Test of hypotheses
5. CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.0 Introduction
5.1 Summary
5.2 Conclusion
5.3 Recommendation
Research Objectives and Themes
This study aims to investigate the relationship between various types of organizational commitment (affective, continuance, and normative) and employee job performance within Ritman University, analyzing how these dimensions impact productivity and organizational success.
- The conceptual framework of organizational commitment and its dimensions.
- The influence of motivational strategies, such as salary, staff training, and communication, on commitment.
- The impact of organizational commitment on employee performance and organizational effectiveness.
- The use of survey research design and statistical correlation analysis to test hypotheses.
- Strategies for enhancing employee performance through organizational commitment and social responsibility.
Excerpt from the Book
1.1 Background to the study
Organizational commitment is one of the basic concepts describing the relationship between an employee and an organization. The researchers’ great interest in the construction of organizational commitment is a result of its role in individuals’ functioning in the place of work. For example, there are numerous arguments that strongly committed employees work more and have better results than those with lower level of commitment (Meyer & Allen, 1997).They are also more willing to assist other co-workers, to undertake additional actions in the workplace and to take active part in solving problem situations (Shore & Wayne, 1993). As the success of a company may depend on how its employees get committed to it, understanding which factors determine commitment development and what keeps it on the same level seems to be particularly important. It is commitment that gets the job done. This intense dedication is more powerful than our best intentions, willpower, or circumstances. Without commitment, influence is minimal; barriers are unbreakable; and passion, impact, and opportunities may be lost (Maxwell, 1999).
Organizational commitment is the employees’ state of being committed to assist in the achievement of the organization’s goals, and involves the employees’ levels of identification, involvement, and loyalty (Caught & Shadur, 2000). It is an emotional response that can be measured through people’s behaviors, beliefs, and attitudes and can range anywhere from very low to very high. John Meyer and Nancy Allen (1997) have identified three types of organizational commitment: affective, continuance, and normative In 1991, Meyer and Allen recommended that employee commitment be studied from both the attitudinal and behavioral perspectives.
Summary of Chapters
CHAPTER ONE: INTRODUCTION: This chapter provides an overview of the study, highlighting the background, research objectives, and the significance of assessing the impact of organizational commitment on employee performance.
CHAPTER TWO: REVIEW OF RELATED LITERATURE: This section explores existing theoretical frameworks, focusing on the concepts of affective, continuance, and normative commitment, as well as motivational strategies and their influence on commitment levels.
CHAPTER THREE: RESEARCH METHODOLOGY: This chapter details the research design, population, sampling techniques, and the statistical methods used, specifically linear correlation coefficient analysis, to test the research hypotheses.
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION: This chapter presents the empirical findings gathered from the study, providing tables and statistical tests to evaluate the formulated hypotheses regarding organizational commitment and performance.
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION: This concluding chapter synthesizes the study findings, offers organizational recommendations based on the data, and provides final conclusions on the relationship between commitment and performance.
Keywords
Organizational Commitment, Employee Performance, Affective Commitment, Continuance Commitment, Normative Commitment, Motivation, Job Satisfaction, Employee Loyalty, Organizational Effectiveness, Personnel Management, Ritman University, Survey Research, Statistical Analysis, Workplace Behavior, Human Resources
Frequently Asked Questions
What is the primary focus of this research?
The research primarily examines the relationship between various forms of organizational commitment (moral/affective, calculative/continuance, and normative) and employee job performance within the context of an educational institution.
Which key themes are central to the study?
The central themes include the three-component model of commitment, motivational strategies such as compensation and training, the influence of internal communication, and the resulting impact on organizational productivity.
What is the research goal of this paper?
The main objective is to assess the impact of different commitment types on employee performance to determine how organizations can create a positive environment that leads to enhanced productivity and goal achievement.
What scientific methodology does the researcher utilize?
The study utilizes a survey research design, gathering primary data through questionnaires administered to staff, which are then analyzed using linear correlation coefficients to test the validity of the null hypotheses.
What is covered in the main section of the study?
The main section consists of a comprehensive literature review on the evolution of commitment theories, followed by a robust research methodology and a detailed empirical analysis of the survey data conducted at Ritman University.
How would you characterize the study using keywords?
The study is characterized by terms such as Organizational Commitment, Employee Performance, Affective/Continuance/Normative Commitment, and Human Resource Management.
How does the study define organizational commitment?
It defines organizational commitment as the strength of an individual's psychological attachment and feeling of responsibility toward the organization's mission and goals.
What is the final conclusion regarding the impact of commitment?
The study concludes that there is a significant, positive relationship between organizational commitment and employee performance, suggesting that high levels of commitment are essential for organizational success and effective goal achievement.
- Arbeit zitieren
- Micah Effiong (Autor:in), 2017, Organizational commitment and employee performance. Factors that promote positive motivational behavior among the employees, München, GRIN Verlag, https://www.grin.com/document/518385
