CHAPTER ONE
INTRODUCTİON
1.1 Background of the Study
Organizational commitment continues to be one of the
most popularly researched subjects as it has significant effects on job
performance and turnover (Chen & Francesco, 2003) and subsequently on
organizational performance. Chen and Aryee (2007) affirmed that commitment of
employees is an important instrument for improving the performance of the
organizations. Adekola, (2012) defined commitments as being a positive
evaluation of the organization and the organizations goals. According to Goutam
(2004) defined commitment as being a bond between an individual (the employee)
and the organization (the employer). Miller and Lee (2001) identified three
types of commitment that are, affective commitment which measures an employee's
emotional attachment to, identification with, and involvement in the
organization, normative commitment reflects pressures on an employee to remain
with an organization resulting from organizational obligations. Continuance
commitment refers commitment associated with the costs that employees perceive
are related to leaving the organization.
Miller and Lee (2001) identified three
types of commitment; affective commitment, continuance commitment, and
normative commitment. According to the authors Affective commitment is
defined as the emotional attachment, identification, and involvement that an
employee has with its organization and goals. Mathew and Shepherd (2002)
further characterized affective commitment by three factors (1) “belief in and
acceptance of the organization’s goals and values, (2) a willingness to focus
effort on helping the organization achieve its goals, and (3) a desire to
maintain organizational membership”. Naser (2007 also further stated that
affective communication is “when the employee identifies with a particular
organization and its goals in order to maintain membership to facilitate the
goal”. Continuance commitment is the willingness to remain in an
organization because of the investment that the employee has with
“nontransferable” investments. Non-transferable investments includethings such
as retirement, relationships with other employees, or things that are special
to the organization Miller and lee (2001) further explain that employees who
share continuance commitment with their employer often make it very difficult
for an employee to leave the organization. Normative commitment is the
commitment that a person believes that they have to the organization or their
feeling of obligation to their workplace. Normative commitment can be explained
by other commitments such as marriage, family, religion, etc. therefore when it
comes to one’s commitment to their place of employment they often feel like
they have a moral obligation to the organization.
Statement
of the Problem
Lack
of commitment hampers healthy work
culture in the organisation. This does not allowed the organisation to achieve
the expected goals and it affects negatively the results of the productivity and
achievement of stated goals. Lack of
organisation commitment among the employee is a threat to the healthy work
culture of universities in Nigeria. Solution needs to be proffered to the
hindrance which is serving as a problem of personnel among the hierarchy of
administration which is pulling down the standards of many of Nigeria
University. Problem of bureaucracy is another great barrier to a good team
working and motivational leadership skills. Thus, this study will examine
determinant of organizational commitment among employee of Tai Solarin
University of education Ijagun. To this
end, the study focused on answering the following research questions and
hypotheses.
1.3 Objective of the Study
The
main objective of this study is to examine determinant
of organizational commitment among employee of Tai Solarin University of
education Ijagun. Other specific objectives shall include to examine:
i.
relationship between employee
commitments and organizational
productivity
ii.
the place of motivation toward
improving employee commitment to organization goals and objectives.
iii.
the place of in training services to employee commitments .
Research
Questions
1.
What are the inhibiting factors towards organizational commitment among
employee?
2.
What are factors motivating employee toward commitment to organization goals
and objectives?
3. What is the relationship between achievement
of organizational goals and employee commitment?
4.
What recommendations can be made toward improving organizational commitment
among employee?
Research Hypotheses
HO1: There is no significant relationship between
employee commitments and organizational
productivity
HO2:
Employee cannot be significantly motivated toward commitment to organization
goals and objectives?
HO3: There is no significant relationship between
in training services and employee commitments
Significance of the Study
The study will add to the
information already established by earlier researchers regarding determinant
of organizational commitment among employee. Findings may also
prove useful to university management interested in improving welfare and
commitment of employee. Administrators
may use the information to understand employee attitude to work attitude. Educators
may utilize the findings to better understand factors enhance workers commitment.
1.6
Scope of the Study
The
scope of this study shall cover determinant of organizational
commitment among employee of Tai Solarin University of education Ijagun.
No comments:
Post a Comment