Organizational Commitment and Job Performance of Employees in a Select National Government Agency

Abstract

Organizational commitment is a key factor influencing employee performance, yet limited local studies examine how its dimensions relate to job outcomes in public sector settings. This study determined the levels of organizational commitment and job performance of regular employees in a national government agency in the Philippines. It also examined whether affective, continuance, and normative commitment—and task, contextual, and adaptive performance—varied by age, sex, educational attainment, length of service, and unit assignment. Additionally, it explored the relationship between organizational commitment and job performance. Using a descriptive-correlational design, data were collected from 60 permanent employees through a standardized questionnaire and analyzed using the Kruskal-Wallis H test, Mann-Whitney U test, and Spearman rank correlation. Results showed that affective commitment was high and significantly correlated with task and contextual performance. Normative commitment ranged from moderate to high and was positively associated with job outcomes. Continuance commitment was mild and had limited influence on performance. Task performance was strongest among employees with longer tenures, while contextual and adaptive performance showed significant differences across organizational units, suggesting the impact of workplace culture. No substantial differences in commitment and performance were observed across sex, age, and educational attainment. The findings underscore the importance of fostering affective and normative commitment to boost employee performance. The study recommends implementing leadership development programs, employee recognition initiatives, and structured career advancement paths to strengthen emotional attachment, loyalty, and engagement within the organization.

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