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ract Management failed to understand why some staff didn’t comply with the organization and this turnover influence organizational performance

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Management failed to understand why some staff didn’t comply with the organization and this turnover influence organizational performance. This research aims to find the relationship between employee commitment and their performance in the organization. The result of this research will be importance for human resource department to understand the importance of organization commitment. This study aims to answer the question. Is Organizational Commitment related to Organizational Performance? To answer this question, the research depend on secondary data. The finding of this research was that there is a meaningful relationship between different aspects of organizational commitment and organizational performance.

Key words: Organization Commitment, Employee Performance and Organization Performance
Introduction
Most organizations have understood that the performance of their employees plays a vital role in determining the success of the organization. Each organization want to insure that their employees are committed to the organization, to reduce employees withdrawal behaviour(Irefin and Mechanic, 2014) . Organizational commitment play a role in each organization goals, organizational commitment was define as “a state where an individual wishes to remain a member of the organization”(Koltapeh et al., 2015). Therefore, organization commitment is the degree to which the employee feels dedicated to their organization (Hafiz, 2017). The result of this commitment is shown in employee’s performance within the organization. In some organizations managers are confused sometimes when high-performing employees resign and others leave the organization. Management failed to understand why some staff didn’t comply with the organization even though they had implemented a fair compensation policy and human resources practices proactively to motivate and retain them. The general objective of this research is to find the relationship between employee commitment and their performance in the organization. Therefore the result of this research will be importance for human resource department to understand the importance of organization commitment.

Methodology

This research aims to answer the following question, Is Organizational Commitment related to Organizational Performance? To answer this question, the research depend on secondary data. A structured literature review was conducted and Databases were searched for the following descriptors: Organization Commitment, Employee Performance and Organization Performance. Each term was searched individually. The search was in ten articles of which addressed commitment and organizational performance issues. Then Articles were examined and content analysis was conducted.

Data collection and analysis

Organizational commitment
Organizational commitment is considered most important concept which influences turnover and job performance. “Organizational commitment is the measure of strength of the employee’s identification with the goals and values of the organization” (Fornes and Rocco, 2004). Three-component model of commitment by Allen and Meyer’s (1990) is one of the most widely used theories in organizational commitment. The three component are (Anttila, 2014):
• Affective commitment: Individuals are committed to an organisation because they want to.
• Continuance commitment: Individuals feel that they “have to” commit to the organisation.
• Normative commitment: individuals are committed to an organisation because they feel that they are obligation.
Employee performance
Employee performance is the completion of task on the criteria set by organization. Performance is linked with timeless, quality, and quantity of output, attendance/presence on job, work efficiency and work effectiveness(Koltapeh et al., 2015). Moreover, performance is considered as productivity, high productivity level influences the organizational performance positively. There are servile Factors associated with employee performance such as (Muda, Rafiki and Harahap, 2014):
– Job Stress – Job Fit
– Motivation – Clear Goals and Expectations
– Communication – Commitment

Organization performance

Work performance is the whole objectives that achieved by a certain employee (Zafeiti and Noor, 2017), it is very important because it creates overall organizational performance. Employee’s performance results collectively from employee’s ability toward achieving organization’s goals.

Organization performance are measured by three different Indicators which they are (Shackleton, 2007):
? Productivity: Monitors the Organization’s performance in using its resources to create value.
? Total quality: Monitor the organization’s continuous self-improvement and the ability to do so adapt to the changing environment.
? Competitiveness: Monitor the organization’s long-term attractiveness to its customers and its shareholders.

Relationship between organizational commitment and employee’s performance

Past studies support the relation of organizational commitment and employee performance, this are some of the studies that supported the relationship:
? Explain that organizational commitment influences the job performance of Malik Bank employees. That result in, dimensions of organizational commitment such as continual, normative, and affective have relationship with job performance of employees (Memari et al., 2013).
? Demonstrate the influence of organizational commitment (continual, normative and affective) on employee’s performance in the context of Pakistani police (Arch et al., 2012).
? Somers and Birnbanm found that career commitment has a relationship with job performance, but organization commitment and employee performance have no relationship jointly. However, continuance commitment has a positive relationship with job performance.

Discussion: The objectives of this study were to investigate if there is a relations between organizational commitment and organizational performance. With the result of privies studies that support the relationship between organizational commitment and organizational performance as it was mention. All organizational commitment dimensions such as continual, normative and affective have an effect on employee’s performance.
Limitations and Future Directions: This research was conducted on secondary data methods but future studies can be conducted on samples and other provinces of UAE for generalization and more accrue results.

Conclusion
With regards to the results obtained in the present research, there is a meaningful relationship between different aspects of organizational commitment and organizational performance. This relationship is a positive relationship. Managers of organizations should be advised to hire employees who are likely to become linked to the organization. The more the employees are committed to the organization the higher it effect the organization performance