RESEARCH METHODS

Impact of Employee
Commitment on Employee
Performance

INTRODUCTION

Employee commitment means emotional affection of employees to the

place of work and it is a need for every organization to have complete
level of its commitment.

To get economical advantage of every employee of the organization

must be committed to the administrative purposes. Still the employee
commitment is the utmost puzzling and researchable perception in the
arenas of organization and executive behavior.

INTRODUCTION (CONT.)

In previous times organizations offer job safety to expand

the commitment level of the employees which pointers to
enhanced employees performance

Advanced level of the employee commitment at

extraordinary smooth and administrative level is the
crucial element of the superior employee performance.

Meyer and allens model (1991)

Three component
A.
B.

C.

Affective commitment (AC) is the demonstrative supplement to

ones organization.
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.
Normative commitment (NC) is the linking that is shaped on
motivation to duplicate to common customs about attachment.

LITERATURE REVIEW

Whyte ,1956 his book The organization Man gives the concept
of commitment. Commitment creates when a person makes a side
link and unimportant interests with a reliable and consistent
activity. The person who remains for a long time with the
organization shows his commitment towards the organization

Employee commitment indicate to extraordinary level of

organizational performance and very small level of employee
move from the organization (M.Steeres, 1977)

LITERATURE REVIEW
The performance of committed teachers is highly different from those
employees who are less committed(macky & boxball, 2007).
Commitment is an emotional state that fixes a person with the
organization(fisher,mcphail
&
menghetti
,menghetti,2010)
employee commitment growths the possibility of employees
tendency of leaving the job (khan, ziauddin,jam,& m.I.Rammy ,2010)
Commitment is the comparative power of an individuals
understanding with and in a specific organization( dost &
ahmad,2011)

LITERATURE REVIEW
Organizational performance is an outcome of the employee
understanding
and
commitment(Saleem, 2011)
To integrate and coordinate the individual and organization
objectives, process of using commitment is beneficial(Ayodeji,
Oyelere, Tunde, & Mariam, 2011)
More committed employees request to dismiss from the
organization at smallest level(dixit & bhati ,2012)

LITERATURE REVIEW

Commitment explains the association of large number of systems as an

overall link (AlexandraPanaccio & Vandenberghe, 2012)
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 organizational
success(Shahid & .m.Azhar, 2013)
The enthusiasm of collective performers to offer their energy and
devotion to social systems, the addition of personality systems to
shared associations who are seen as self-sensitive (Ashar, Ghafoor,
Munir, & Hafeez, 2013).

Theoretical framework

PROBLEM STATEMENT

Impact of employee commitment on employee performance

Find the relationship of AFFECTIVE, CONTINUOUS and

NORMATIVE commitment with employee performance.

EMPLOYEE COMMITMENT

Meyer & Allen (1990) defined employee commitment

the employees emotional state of responsibility to stay with the
organization, feelings subsequent from the internalization of normative
stress 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 PERFORMANCE
According to Meyer& Allen (1990) employee performance
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, product market performance
and reoccurrence to the shareholders.

OBJECTIVE OF THE STUDY

To explore the impact of employees commitment on employee

performance
To understand the impact of affective, continuous and normative
commitment that they have positive and significant effect on employees
performance
To access some of the possible ways in which organizations can improve
the performance of the employees
To analyze that the employee commitment is a key factor towards
employee performance;
To conclude that a better strategic vision to enable the organization both
at the governmental and institutional level to ensure the higher level of
employees performance

HYPOTHESES
H1: There 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

Research targets the impact of employee commitment

Data will be collected through questionnaire (18 question ) related to
affective, continuous or normative and each factor consisted of 6
question
Second part related of questionnaire related to employee performance
(10)
Five point likers scale
First pilot study was conducted by using 25 questionnaires
Cronbachs alpha was 70% in pilot study

SAMPLE

A sample of 200 Questionnaires was used to conduct the

research on the topic impact of employee commitment on
employee performance
Stratified random sampling was used for data collection

Subjects

data was collected from the employees of the

three
major
sectors
(banking,
telecommunication and education sector)

LIMITATION

The study was conducted and data was collected only to see the
impact of employee commitment of employee performance
The study further elaborates the relationship of the dimensions of the
employee commitment (affective, continuous and normative) with
the employee performance
The study can also be done to know the effects 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

TIMELINE

Thank you