Employee Commitment and Job Performance in Federal University Dutsin-ma, Katsina State

Aminu IBRAHIM, Oladejo Lukman GBOLAGADE, Munir Shehu MASHI, Kabir IBRAHIM

Abstract


Employee commitment and job performance are considered to be an issue in Federal University Dutsin-ma to achieve high employee performance.  The objective of this study is to study the employee commitment in relation to the performance of FUDMA Staff. The study investigated the impact of three dimensions of employee commitment-continuance, normative and affective commitments on employee Job performance. The researcher adopted a descriptive survey research design; total sample of 299 were selected using convenience sampling technique.  Questionnaires were used to collect the data. Both Pearson Product Moment Correlation Coefficients and Multiple Regression Analysis using SPSS were used to analyze the data. The results show that there is a significant relationship between continuance commitment and Job performance. As unexpected, the relationships between normative and affective commitment are not supported. The paper recommends the University to consider provision of incentives and conducive atmosphere that will enable employees to have affection for their jobs.


Keywords


Employee commitment, Job performance, Federal University Dutsin-ma

Full Text:

PDF

References


Agba, A. M. O., Nkpoyen, F., & Ushie, E. M. (2010). Career development and employee commitment in industrial organizations in Calabar, Nigeria. American journal of scientific and industrial research, 1(2), 105-114.

Ajzen, I. (2011). Perceived behavioral control, self-efficacy, locus of control, and the theory of planned behavior. Journal of Applied Psychology, 32, 665–683.

Ali I., Rehman K., Ali S.I., Yousaf J. & Zia M., (2010). Corporate Social Responsibility Influences, Employee Commitment and Organizational Performance. African Journal of Business Management, 4(12), 2796-2801.

Armitage, C. J., & Conner, M. (2001). Efficacy of the theory of planned behavior: A meta-analytic review. British Journal of Social Psychology, 40, 471–499.

Armstrong, M. (2012). Armstrong's handbook of management and leadership: developing effective people skills for better leadership and management. Kogan Page Publishers.

Bandula, P. M. K. U., & Jayatilake, K. (2016). Impact of employee commitment on job performance: Based on leasing companies in Sri Lanka. International Journal of Arts and Commerce, 5(8), 8-22.

Bulletin, 108, 171 194. http://dx.doi.org/10.1037/0033-2909.108.2.171

Habib A., Khursheed A. &Idrees A.S., (2010). Relationship Between Job Satisfaction, Job Performance Attitude Towards Work and Organizational Commitment. European Journal of Social Sciences, 18(2), 257-267.

Hudson, S., González-Gómez, H. V., & Claasen, C. (2019). Legitimacy, particularism and employee commitment and justice. Journal of Business Ethics, 157(3), 589-603.

Hunjra A.I, Ali M.A, Chani M.I, Khan H. &Rehman K., (2010). Employee Voice and Intent to Leave: An Empirical Evidence of Pakistani Banking Sector. African Journal of Business Management, 4(14), 3056-3061.

Khan M.R., Ziauddin, Jam F.A. & Ramay M. I., (2010). The Impacts of Organizational Commitment on Employee Job Performance. European Journal of Social Sciences, 15(3), 292-298.

Lo M., Ramayah T. & Min H.W. (2009). Leadership styles and Organizational Commitment: A Test on Malaysia Manufacturing Industry. African Journal of Marketing Management, 1(6), 133.

Madigan, M., Norton, J. &Testa, I. (1999). The Quest for Work and Life Balance. [online]. Rogers Media. Available from: http://www.benefitscanada.com/content/legacy/con-tent/1999/html. Accessed 17 October 2007].

Mahmood, A., Akhtar, M. N., Talat, U., Shuai, C., & Hyatt, J. C. (2019). Specific HR practices and employee commitment: the mediating role of job satisfaction. Employee Relations: The International Journal.

Mathieu, J., &Zajac D. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological

Meyer J. & Allen N., (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resources Management Review, 1, 61-89.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.

Ongori H., (2007). A Review of the Literature on Employee Turnover. African Journal of Business Management. PP. 49-54.

Tumwesigye G., (2010). The Relationship Between Perceived Organizational Support and Turnover Intentions in a Developing Country: The Mediating Role of Organizational Commitment. African Journal of Business Management, 4(6), 942-952.

Wang, W., Albert, L., & Sun, Q. (2020). Employee isolation and telecommuter organizational commitment. Employee Relations: The International Journal.

Yu, Q., Yen, D. A., Barnes, B. R., & Huang, Y. A. (2019). Enhancing firm performance through internal market orientation and employee organizational commitment. The International Journal of Human Resource Management, 30(6), 964-987.

Zheng W. Sharan K. & Wei J., (2010). New Development of Organizational Commitment: A Critical Review (1960-2009). African Journal of Business Management, 4(1), 12-20.




DOI: http://dx.doi.org/10.20321/%25nilejbe.616

Refbacks

  • There are currently no refbacks.




Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.