--The Impact of Organizational Commitment on Employees Job

8/8/2019 --The Impact of Organizational Commitment on Employees Job

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The impact of Organizational

Commitment on Employees JobPerformance.

"A study of Oil and Gas sector of Pakistan"

Presented By: Hassan Malik

Raheel Butt



Abstract

This study investigates the relationship between or ganizationalThis study investigates the relationship between or ganizational

commitment and employees¶ job perf or mance in the oil and gascommitment and employees¶ job perf or mance in the oil and gassector of Pakistan.sector of Pakistan.

The results revealed a positive relationship between or ganizationalThe results revealed a positive relationship between or ganizational

commitment and employees¶ job perf or mancecommitment and employees¶ job perf or mance

In the compar ative analysis of three dimensions of or ganizationalIn the compar ative analysis of three dimensions of or ganizationalcommitment, nor mative commitment has a positive and signif icantcommitment, nor mative commitment has a positive and signif icant

correlation with employees¶ job perf or mancecorrelation with employees¶ job perf or mance

The study explores the employees job perf or mance with f our The study explores the employees job perf or mance with f our demogr aphic var iables, resulting that male employees are high demogr aphic var iables, resulting that male employees are high

perf or mer visperf or mer vis--àà--vis their female counter partsvis their female counter parts



LI TER ATURE REV I EW (Shore, Bar ksdale & Shore, 1995) studied 231 managers and 339

subordinates in multinational f ir ms in United States and f ound that affectivecommitment and job perf or mance are positively correlated.

(Somers & Birnbanm, 1998) studied the relationship of wor k relatedcommitment and input on employee job perf or mance, however their f indingssuggested that career commitment is positively related to job perf or mance

but no relationship existed between or ganizational commitment and jobperf or mance. Both affective and nor mative commitments were f oundunrelated to job perf or mance.

(Lee & olshfski, 2002) studied the behavior of or ganizational commitment of

the f iref ighters in New Yor k and their study led to believe that or ganizationalcommitment offers consider able pr omise in descr ibing the positivebehaviors. Further more, Individuals take jobs, they identify with the r oleattached to the job, they become committed to doing the job, and theybehave according to the expectations attached to that job.



V AR IABLES V AR IABLES

Dependent variable

Organizational

commitment

Affective Normative

Continuance

Independent var iable

Job performance



PRO BLEM OF THE ST ATEMENT

The pr imary f ocus of this research paper is to

investigate the relationship between or ganizationalcommitment i.e. affective, nor mative and

continuous commitment and employees¶ job

perf or mance in oil gas sector of Pakistan.



HYPOTHES I S

H 1. There is a positive signif icant relationship

between or ganizational commitment and employees¶

job perf or mance?

H 2. Affective commitment is positively andsignif icantly related to employee¶s job Perf or mance.

H 3. Continuance commitment is positively and

signif icantly related to employee¶s job perf or mance.

H 4. Nor mative commitment is positively and

signif icantly related to employee¶s job perf or mance



METHODS

1) Sample

A total of 230 questionnaires were distr ibuted and personallyadministered among employees of OGDCL, OMV and SNGPL based in Islamabad.

Filled 153 questionnaires were received

Thus constituting a 66.52 % response r ate

Descr iptive statistics was applied which indicates that thesample compr ises 80.4 % male and 19.6 % female

The sample further indicates that 24.8 % accounted f or agegr oup between 25-30, 43.8 % were possessing bachelor

degrees. 31.4 % respondent belongs to pr ivate sector and 68.6% were fr om public sector.



2) Measure

The tool used f or measur ing or ganizational commitment inter ms of affective, nor mative and continuance has been

developed by Allen and Meyer (1991).

The scale compr ises eight items, however, Meyer and Allen

(1997) shortened the or iginal eight-item scale to six item scale

each and is being used f or this study.

The tool used f or measur ing job perf or mance has been

developed by Willams & Anderson (1991) using f our items on

a f ive point Likert point scale.



Statistical methods

Table. 1 Descriptive Statistics.

Descriptions Percentage

Gender Male 80.4

Female 19.6

Age

Below 25 17.6

25-30 24.8

31-35 18.3

36-40 19.6

41-45 8.5

46-60 11.1

Qualification

SSC 4.6

HSSC 3.9 BS 43.8

M A 42.5

MS 5.2

Type of organizations

Pr ivate 31.4 Public 68.6

Statistical tool such as correlation matr ix and regression were used f or data

analysis



Correlation matrixCorrelation test was conducted to ver ify the existence of relationship between th

independent var iable i.e. or ganizational commitment and the dependent

var iable employees¶ job perf or mance.

Regression analysisRelative strength of relationship between employees job perf or mance and

or ganizational commitment in oil and gas sector was examined though

regression analysis.

ResultsThe results obtained by the data analysis are discussed in the f ollowing sections.



Table 2 Correlation Matrix



Table 3 Regression Analysis



Discussions

Job perf or mance emer ged as a deter minant of Or ganizational commitment

thus hypothesis 1 is accepted.

Respondents¶ answers to var ious questions showed that they feel relaxed

in ter ms of their wor k envir onment and have increased or ganizational

commitment which entailed high job perf or mance.

The correlation and regression table data also suggests that hypothesis

H2, H3, and H4 are also accepted.

Out of the three dimensions nor mative commitment has signif icant affects

on Job perf or mance.



The f indings also reveals that the demogr aphic var iables such as,

age of the respondents both in public and pr ivate sectors has no

signif icant var iation in their job perf or mance

However the respondents with age gr oup below 25 years have high

perf or mance as compared to other age categor ies.

The results also indicate that the males were higher perf or mers¶ vis-

à-vis Female.

Like wise pr ivate sector employees exhibited high sense of

perf or mance levels than employees in the public sector.

--The Impact of Organizational Commitment on Employees Job

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