Organizational Commitment and Job Performance of the Academic and Administrative Personnel

Abstract

Organizational commitment (OC) is one of the most fundamental concepts that has been explored in relation to workforce motivation and productivity. Its importance in any organization cannot be underrated. It is believed that employees with strong organizational will work harder in order to contribute to organization’s performance. This research investigated organizational commitment among the academic and administrative personnel of a chartered university using Allen and Meyer’s Three-Component Model (TCM). It also described job performance of the two groups. Findings revealed that the academic and administrative personnel have a strong desire to stay in the university. The academic personnel’s desire to stay in the university is only moderately driven by “need” for they see a lot of available opportunities outside while for the administrative personnel, desire to stay because of “need” is strong because they recognize that it will be very hard for them to leave the university even if they wanted to. Both the academic and administrative personnel desire to stay in the university because they feel they ought to. This feeling is driven by their loyalty to the university. Academic personnel have stronger affective and normative commitment than the administrative while the administrative personnel have a stronger continuance commitment than the academic. Both the academic and administrative personnel are performing very well in their job. Among the academic, only affective commitment correlates significantly with job performance while among the administrative, not a single commitment dimension is related to job performance.

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