Impact of Employee Commitment On Employee performance Essay

Employee load permanently shows a industrious part to expand the employees military operation. Committed employees provide an immense input to organizations in standings of their mathematical process. The debate explored the effect of the employees ordainment on employees performance. Data was collected through 200 questionnaires from the employees of banking, telecommunication and education area from Lahore, Pakistan. For selective information analysis SPSS16 version was use. The outcomes display a positive and significant association between employee inscription and employee performance. Additionally, comparative analysis of the three dimensions of employee consignment (emotive, continuous and normative loyalty) shows a positive and significant adjoin of employee commitment on employee performance. The interpretations, limitations, implications and conclusions are also debated at the end of the study. KEY WORDSEmployee commitment (EC), esteemal commitment (AC), in sh ifting commitment (CC), Normative commitment (NC), Employee Performance (EP). INTRODUCTIONEmployee commitment denotes to emotional centre of employees to the place of work. Now times it is compulsory for every organization to have complete aim of its employees commitment. In this fashion organizations can have an exceptional performance on extended duration foundation. In the current age when employees work as a team and distributively team member attempts his greatest efforts to show himself at top among all. All such things rise the commitment take of the employees which as a consequence intensification the enactment of the employees.To get economical advantage every employee of the organization must be commit to the administrative purposes. Still the employee commitment is the utmost puzzling and researchable perception in the arenas of organization and executive behavior. In former times organizations offer trick safety to expand the commitment take of the employees which pointers to the enhanced employees performance. Advanced level of the employee commitment at singular smooth and administrative level is the crucial member of the superior employee performance. Meyer and Allens (1991) established a three-component prototypical of organizational commitment. The three- component model was a inclusive and comprehensible theory for OC.The three-component model consists of (a)Affectivecommitment (AC) is the demonstrative supplement to ones organization. (b)Continuous commitment (CC) is the affection founded on the addition of respected side risks (pension, skill transferability, rearrangement and self-investment) that differentiate with the organizational participation. (c)Normative commitment (NC) is the linking that is shaped on motivation to duplicate to communal customs nigh hamper. LITERATURE REVIEWThe article written by Whyte in 1956 in his book The organization Man gives the concept of commitment. committedness originates when a person make s a side link and extraneous takes with a reliable and consistent activity. The person who re main(prenominal)s for a retentive time with the organization shows his commitment towards the organization. Commitment helps to improve the unmarried as well as the performance of the organization as a whole. Commitment behavior is also explained by many some other researchers(A.Yousef, 1998). Commitment explains the association of large number of systems as an overall link (AlexandraPanaccio & Vandenberghe, 2012).The enthusiasm of collective performers to offer their verve and devotion to social systems, the addition of personality systems to shared associations who are seen as self- sensitive(Ashar, Ghafoor, Munir, & Hafeez, 2013). commitment (1) contains several(prenominal)what of the belief of the affiliation (2) it replicates the existing place of the person (3) it has a unusual forecaster probable, providing guesses regarding definite traits of performance , motivation to work , natural input and other correlated results (4) it propose the distinctive importance of motivational factors(Ashraf, MehdiJaffri, Sharif, & Khan, 2012). To integrate and line up the individual and organization objectives, process of using commitment is beneficial(Ayodeji, Oyelere, Tunde, & Mariam, 2011).Commitment is a situation in which an individual run short bound by his activities and through these engagements to opinions that stand the activities of his declare contribution(Chen, Silverthrone, & Hung, 2006).More committed employees request to dismiss from the organization at smallest level(Dixit & Bhati, 2012).Commitment is the comparative power of an individuals empathy with and in a specific organization(Dost & Ahmad, 2011).Low commitment leads toward to odd degree of turnover, however greater the level of duty satisfaction and demands high level of organizational commitment whichpromote to improved job performance(E.Becker, s.Billings, Eleleth, & L.Gilbert, 1996).Comm itment is an emotional bring up that fixes a person with the organization(Fisher, Mcphail, & Menghetti, 2010). Commitment is a psychosomatic state that symbolizes the employee affiliation with the organization and has an inference on the conclusion to continue connection in the organization(Green, Mahyhew, & k&pack, 2000).Employee commitment diminutions the possibility of employees predisposition of departure the job(Khan, Ziauddin, Jam, & M.I.Rammy, 2010).Commitment as a prejudiced, affective attachment to the aims and principles of the organization, to ones role in relative to goals and values and to the organization for its own benefit , respectively from its virtuously contributory means(L.Sims & K.GalenKroeck, 1994).Employee commitment clues to extraordinary level of organizational performance and very small level of employee move from the organization(M.Steeres, 1977).The performance of committed teachers is highly different from those employees who are less committed(Macky & Boxball, 2007). Significant research has been do in the preceding to discover the methods to increase the employee performance e.g. task performance contains activities which an employee executes to achieve responsibilities granted to him by his controller or behavior linked which are the basic procedures of the happenings of the organization(P.Meyer, J.Stanely, & M.Parfyonova, 2012).Organizational performance can be solemn through three basic modules which are economic performance, merchandise market performance and return to the shareholders(Panaccio & Vandenberghe, 2012).micro placement on method to job approaches and performance association is slightly confusing(Riketta, 2002).Organizational performance is an outcome of the employee understand and commitment(Saleem, 2011).Developed level of employee commitment in the organizations for individual plans are to the business is supposed as a main intention for improved organizational performance that leads to the organizationa l success(Shahid & .m.Azhar, 2013).Reliability has been described as the best of the human state ,the meliorate the human are committed to their undertaking will lead to their better performance(Vural, Vardarlier, & Aykir, 2012). Theoretical fabricThe correlation between employee commitment (in pendant variable) andemployee performance (dependent variable) is presented in the form of schematic diagram the employee commitment is boost divided into three dimension affective, continuous and normative commitment.(Independent Variable)(Dependent Variable)STATEMENT OF THE PROBLEMThe most important interest of the study is to investigate the impact of employee commitment on employee performance and to find the kinship of affective, continuous and normative commitment with employee performance in telecom sector, banking sector and educational sector in city of Lahore (Pakistan). VARIABLES OF THE disciplineThe Variables under the study are Employee commitment as independent variable and employee performance as dependent variable. Commitment has been further divided into three dimension affective, continuous, and normative commitment. Employee commitmentAccording to Meyer &Allen (1990) commitment is defined as the employees emotional state of duty to stay with the organization, feelings subsequent from the internalization of normative straining exercised on an individual earlier to or following entry. Reyes (2001) has defined commitment as a one-sided, affective attachment to the aims and values of the organization, to ones role in relative to objectives and principles and to the organization for its own interest, distant from its virtuously influential value. Employee PerformanceAccording to Meyer& Allen (1990) employee performance has been well-defined as the job performance is the work experience in standings of measure and excellence projected from each employee. . Richard et.al (2009) said that organizational performance can be restrained through three basic components which are economic performance, produce market performance and reoccurrence to the shareholders. Dimensions of employee commitmentMeyer& Allen (1991) developed a three-component model of organizationalcommitment which has been the foremost schema for organizational commitment. The three component model consists of (A)Affective commitmentNumerous studies, define the affective commitment as a significant orientation of the employees towards the organization, some researchers designate affective approach as the supplement of an individuals set up of affectivity and reaction to the group. Affective commitment prevails to the goals and values and to the organization for its own interest. doorman and Mow day et.al (1979) designate affective approach as the absolute strength of an individuals empathy with the association in a certain organization.(b)Continuous commitmentWhen the employees arrive into the organization they are guaranteed to commit with the organization becaus e of the absence of substitute chances and responsiveness of the cost linked with departure the organization. Continuous commitment improves on the basis of two aspects (1) quantity of stashes that individuals make in their existing organization (2) perceived lack of alternatives. Continuous commitment is a cognitive-continuance commitment as that which arises when there is a profit related with continued stake and a cost accompanying with leaving. Some researchers tell that the continuous commitment can be sub-divided into high expense commitment (personal sacrifice linked with the departure) and low substitute commitment (restricted opportunities for other employment). (c)Normative commitmentNormative commitment develops on the basis of earlier experience for example family-based experience or heathenish experience. March (1977) said that the normative aspects develop as individuals perception of their moral responsibility to remain with the exhaustive organization regardless of the status improvement or fulfillment the organization gives the individual over the year. Normative commitment can be increased through the additional reimbursements given to the employee by the employer. Steven (1978) said that an individual is keen to stay within the organization and donate to an organization to jibe with a individual custom. OBJECTIVES OF THE STUDY1. To explore the impact of employees commitment on employee performance 2. To understand the impact of affective, continuous and normative commitment that they have positive and significant effect on employees performance 3. To access some of the possible ways in which organizations can improve the performance of the employees 4. To prove that the employee commitment is a key factor towards employee performance 5. To conclude that a better strategic resourcefulness to enable the organization both at the governmental and institutional level to ensure the higher level of employees performance. HYPOTHESES OF THE STUD YH1 thither is a relationship between the employee commitment and employee performance. H2 There is a relationship between the affective commitment and employee performance. H3 There is a relationship between continuous commitment and employee performance. H4 There is a relationship between normative commitment and employee performance. RESEARCH DESIGN(1) InstrumentThe research targets to study the impact of employee commitment on employee performance. Data was collected through Questionnaire. The employee commitment Questionnaire consists of 18 items (related to affective, continuous, normative commitment), each factor consisted of 6 questions each in which 9 items were taken from the organizational commitment questionnaire by Allen Mayer. The second gear part of questionnaire is related to the employee performance and consists of 10 items. The questions were measured on a five point Likers scale developed by William Anderson(1991)ranging from(1)strongly disagree,(2)Disagree,(3)Ne ither agree nor disagree,(4)Agreed,(5)strongly-agree this research paper employee commitment(affective, continuous, normative) taken as independent variable and employee performance is taken as dependent variable.First pilot study was conducted by using 25 questionnaires. The crown back alpha was 70% in pilot study. After conducting pilot study some modifications were made in the questionnaire, these changes were made in the items which were creating ambiguity and miss- understanding among the respondents.200 Questionnaires were again utilize to collect the data from the respondents. The questionnaires were duly distributed and collected from the respondents of the Lahore. Thereliability and analyses were done by using SPSS. (2)SampleA sample of 200 Questionnaires was used to conduct the research on the topic impact of employee commitment on employee performance. The Stratified random sample distribution was used for data collection .Liker five point scales was used having two ext reme ends. It is a causal type of investigation the main purpose was to find the impact of employee commitment on employee performance. The research was conducted in a non-contrived study environment means that the study was conducted in a natural environment it was a cross-sectional study. (3)SubjectsThe data was collected from the employees of the three major sectors (banking, telecommunication and education sector), the data collection was moderate to the city of Lahore.DATA ANALYSISThe data will be collected through questionnaires entered in statistical Package for Social acquisitions (SPSS) following tools were uses for analysis Regression analysis and correlation tests.LIMITATIONS OF THE STUDY1. The study was conducted and data was collected sole(prenominal) to see the impact of employee commitment of employee performance 2. The study further elaborates the relationship of the dimensions of the employee commitment (affective, continuous and normative) with the employee perf ormance 3. The study can also be done to know the set up of the other factors on employee performance. The cross-sectional method of study was used to collect the data which means that the research was conducted only one time, but longitudinal method of study can also be used for the better results 4. Due to the deficiency of cost and time only one city Lahore and three sectors (banking, telecommunication and education) were used to conduct the research. The results might be different for different cities and organization.REFERENCESA.Yousef, D. (1998). 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