positive correlation between organisational commitment and job satisfaction. .. which in turn improves performance of both employees and the organisation. Keywords: employee commitment, job performance, organization . However, the relationship between organizational commitment and job performance. Correlation between Nurses' Total Organizational Commitment with different types of Job . detrimental to the employee performance.
Commitment is taken as future agreement for a specific task in special circumstances and time. The commitment of employee with an organization is a huge incentive because in this case they will work for organizational goals and also achieve their target.
Commitment is defines as positive evaluation organizational goals and organization. He describes commitment as bonding among employee and employer. Stronger level of commitment increase the staying time period of employee within organization [ 14 ], along with this effectiveness is also evaluated by commitment [ 23 ].
The study of Mathur and Vadera [ 24 ], highlight that achievement of goals has a significant correlation with the organizational success. Committed employees always want to make their organization on the top [ 25 ]. Employees are more devoted and sincere for organization for improving the organizational productivity or output.
Employees are forced to have over work and extra miles but they remained motivated and work efficiently [ 26 ].
Miller and Lee [ 27 ] categorized commitment into three types as a normative, continuance, and affective commitment. Affective commitment Meyer and Allen [ 28 ] defined affective commitment as an emotional belongingness towards organization. Moreover, Meyer and Allen [ 9 ] describe affective commitment as involvement, attachment, and positive feelings such as identification of employees with organization. In this situation, employee has established strong attachment, and relationship with organization.
Emotional attachments of employees increase the sincerity for organization, accept, and follow the roles company and accomplished the organizational goals effectively. Beck and Wilson [ 29 ] explain that affective commitment is considered as emotional attachment of a person with organization and with its standards and principles.
- Organizational Commitment & Job Performance
Continuance commitment Meyer and Allen [ 28 ] define continuance commitment as a cost linked with leaving of an organization. These type of investments included contribution to specific organizational development, pension plans, status or skills, usage of organizational benefits like minimizing mortgage rates.
The cost of leaving organization can be minimized by lack of replacement or alternatives or make up of unavoidable investments [ 30 ]. Normative commitment Meyer and Allen [ 28 ] explain normative commitment as the obligation feelings to be with employer. In real, normative commitment showed that individual do not want to leave the organization.
Person has the feelings of belongingness with organization. An employee reveals the concern with organization because organization is liked by employees.
Relationship between Organizational Commitment and Job Satisfaction
Normative commitment is stated as the commitment of individual with certain organization with moral, status improvement that is given by organization in upcoming year [ 31 ]. Normative commitment encourages staying with organization for a longer period of time, efficient performance, and work satisfaction [ 32 ].
Additionally, committed employees show higher performance in their jobs as compare to less committed employees [ 1433 ]. The study of Buchanan [ 12 ] explain that there are five factors of organizational commitment which is strong intention to have organizational membership, acceptance of organizational values and goals, intention for goals of organization, positive evaluation, and willingness to apply extensive efforts on works of organization.
Employee performance is said to be completion of task on the criteria set by organization or supervisor, and it is checked on predescribed acceptable standards while effectively and efficiently using available resources in a changing environment. Performance is linked with behaviour of employee; it is not about work outcomes or what employee generates.
Employee performance has three factors due to which employee shows good performance than other, these determinants are motivation, procedural knowledge and declarative knowledge [ 36 ]. Performance is the result after doing a job. It shows the requirements of official role, achievement level of job, expectations, and organizational regulations.
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Furthermore, performance is considered as productivity which shows in term of job contribution, quality, and quantity. High productivity level influences the organizational performance positively [ 39 ]. Whitmor [ 40 ] referred performance as public exhibition related to skill, a performance, and a deed.
Employee performance reveals the work outcomes in term of effectiveness, efficiency, and efficacy [ 41 ]. Employee performance is the product of work done by an employee linked with organizational position [ 42 ]. Normally, employee performance is measured in term of outcomes. Anyhow, it can be measured with respect to behaviour [ 44 ]. The study of Kenney [ 45 ] describe that employee performance can be evaluated against organizational performance standards. Measures that used are profitability, productivity, quality, efficiency, and effectiveness.
Profitability is said to be ability of an organization to get profit over a longer time period. It is present as the ratio of return on capital [ 46 ]. Effectiveness and efficiency- efficiency is capacity of a person to produce target results with the help of limited resources on the other hand; effectiveness is the capability of a person to meet the target [ 47 ].
Productivity is present as the degree of output and input [ 48 ]. It includes the ways of converting inputs into services and goods given by industry, organization, and individual.
It evaluate the degree of output generate by recourses [ 49 ]. Quality is said to be characteristics of services or products that allow the ability to assure the implied or stated needs [ 44 ]. Due to quality of service or product, an organization severs better services and products at a competitive price [ 47 ].
The manager of a company has a responsibility to ensure, organization is meeting performance standards or not. For doing this manager set the performance standards. It can be done by establishing standards and goals against performance of an individual.
Companies confirm that employees are generating products or services of high quality or not, with the help of performance management. The process of management enforces employees to be involved in company planning and thus, participate in role due to motivation of high performance criteria.
Performance management consisted of activities which ensure the organizational goals are meeting efficiently and effectively. The performance management system of an organization focuses on employee performance, processes, a department to produce the service or product etc.
Previous research that has been done on productivity of employees described that satisfied employees have a high job performance, job retention, and happy with job [ 50 ]. Moreover, Kinicki and Kreitner [ 51 ] highlight that employee performance in satisfied and happy workers is higher and management can easily motivates the high performer employees to achieve the targets.
For example, Negin et al. The results indicate that the dimensions of organizational commitment such as continual, normative, and affective have relationship with job performance of employees.
Suliman and Lles [ 53 ] investigate the organizational commitment and employee performance in three industrial units. This study showed that organizational commitment is a three dimensional concept and it has positive relationship with job performance. One more study, represents that organizational commitment have positive relation with job performance. 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. Clarke [ 55 ] explains that network performance and commitment in health care units of UK, plays an important role for performance outcomes. The scholar found that normative and affective commitments have effect on performance.
Continuance commitment has a negative relationship with network performance; affective commitment has a positive relationship with network performance but these relationships are not straightforward Figure 1. Offer training, coaching and motivational incentives to keep her satisfied. Over time, she must maintain a balance between her inducements, or what the organization offers her, and her contributions to the organization.
If she can keep a satisfactory balance, she will become a long-term employee. Acknowledge that a worker may stay with his employer even if he's dissatisfied with some aspects of the job. His motivation varies, reflecting varying levels of performance.Job commitment
If he is committed, he may remain employed longer than you expect. Develop him as an asset, such as by giving him increasingly challenging tasks, allowing him to become more influential and derive intrinsic benefits from his position. Keep an ongoing dialog with him to understand what motivates him and adjust his development plan to help him achieve his goals inside the organization. Tip Find out what motivates individuals so you can offer them appropriate inducements to stay with the organization.
Warning Don't make promises to employees, such as a promotion or a raise within a certain time period, if you aren't sure you can keep them. References 2 The University of Rhode Island: What is Organizational Commitment? About the Author Audra Bianca has been writing professionally sincewith her work covering a variety of subjects and appearing on various websites. Her favorite audiences to write for are small-business owners and job searchers.