The Effect of Employee’s Commitment on Organizational Performance in Bamenda
Abstract
This study was on the effect of employees commitment on organizational performance in Bamenda. Three objectives were raised which included: To assess the prevailing levels of employee commitment in various organizations across different sectors in Bamenda, to investigate how cultural diversity in Bamenda influences employee commitment and to examine the role of economic factors, such as job security, economic stability, and opportunities for professional development, in influencing employee commitment in Bamenda. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected companies in Bamenda. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Chapter one
Introduction
Background of the study
In the rapidly evolving business landscape of Cameroon, where cultural diversity, economic dynamics, and organizational challenges intersect, the commitment of employees plays a pivotal role in shaping organizational success. Employee commitment, encompassing affective, continuance, and normative dimensions, is a key determinant of workforce engagement and productivity. This study seeks to explore the nuanced relationship between employee commitment and organizational performance in Cameroon. (Meyer, & Allen (1991)
Cameroon’s rich cultural diversity, with over 250 ethnic groups, contributes to a complex and dynamic work environment. The study examines how cultural values, traditions, and workplace expectations influence the commitment levels of employees. Understanding the interplay between organizational culture and individual values is crucial for fostering a work environment that aligns with the diverse cultural fabric of Cameroon. (Meyer & Herscovitch (2001).
Cameroon faces a blend of economic opportunities and challenges. The study investigates how economic factors such as job security, career advancement, and economic stability impact employee commitment. In a country where economic fluctuations can significantly affect individuals’ perceptions of organizational loyalty, understanding the economic context is crucial for comprehending the dynamics of employee commitment. (Nkomo & Arreola-Risa. (2010)
Effective leadership, communication, and human resource management practices are essential components of organizational success. This study assesses how these internal factors contribute to or hinder employee commitment. By examining the organizational climate, employee engagement initiatives, and the perceived value of employees within the workplace, the research aims to identify strategies for organizations to enhance commitment and, subsequently, improve performance.
Statement of the problem
In the bustling city of Bamenda, Cameroon, characterized by its diverse economic activities and vibrant business environment, organizations face the challenge of optimizing their performance to thrive in a competitive landscape. One critical factor influencing organizational success is the level of commitment demonstrated by employees. However, the extent and nature of this relationship between employee commitment and organizational performance in the specific context of Bamenda remain underexplored, leading to a gap in our understanding of the dynamics at play.
There is a dearth of localized research that specifically addresses the relationship between employee commitment and organizational performance in Bamenda. Most existing studies have a broader scope and fail to capture the unique socio-cultural and economic dynamics of this city.
Bamenda is known for its diverse population and cultural richness. The impact of this diversity on employee commitment and, subsequently, organizational performance is not well understood. Cultural nuances may shape the ways in which employees connect with their organizations, influencing their commitment levels.
Bamenda, like many cities in developing economies, faces economic challenges that can impact employee commitment. Factors such as job security, economic stability, and opportunities for professional growth may significantly affect the commitment levels of the workforce, but the specific implications are not well-documented.
The organizational landscape in Bamenda is dynamic, with businesses spanning various sectors. Understanding how leadership styles, communication practices, and organizational policies influence employee commitment is crucial. Identifying potential gaps or areas for improvement within the organizational framework is essential for enhancing overall performance.
For businesses operating in Bamenda, a lack of clarity regarding the relationship between employee commitment and organizational performance hinders their ability to develop targeted strategies. A better understanding of this relationship can provide organizations with actionable insights to optimize their human resources and improve their overall effectiveness.
Objective of the study
The primary objective of this research is to investigate and understand the effect of employee commitment on organizational performance in Bamenda, Cameroon. Specifically, the study aims to:
- To assess the prevailing levels of employee commitment in various organizations across different sectors in Bamenda.
- To investigate how cultural diversity in Bamenda influences employee commitment.
- To examine the role of economic factors, such as job security, economic stability, and opportunities for professional development, in influencing employee commitment in Bamenda.
Research Hypotheses
The following research hypotheses are;
H1: there are no prevailing levels of employee commitment in various organizations across different sectors in Bamenda
H2: there are no role of economic factors, such as job security, economic stability, and opportunities for professional development, in influencing employee commitment in Bamenda
Significance of the study
This study holds significant importance for the local business community in Bamenda, Cameroon. By focusing on the unique cultural, economic, and organizational dynamics of the city, the findings will provide tailored insights that can directly inform and benefit businesses operating within the local context.
The study’s outcomes will empower organizational leaders in Bamenda to make informed decisions regarding human resource management and organizational strategies. Understanding the factors influencing employee commitment will enable businesses to align their practices with local dynamics, enhancing overall effectiveness.
Organizations in Bamenda stand to gain from increased employee commitment, leading to higher levels of engagement and motivation. A committed workforce is likely to exhibit higher productivity, reduced turnover, and a positive impact on the overall work culture, contributing to long-term organizational success.
By exploring the influence of cultural factors on employee commitment, the study fosters cultural sensitivity in organizational practices. Businesses will be better equipped to create inclusive and culturally resonant environments, leading to stronger bonds between employees and the organization.
The findings will offer valuable insights for human resource practitioners, allowing them to tailor recruitment, training, and retention strategies to the specific needs and expectations of the workforce in Bamenda. This can result in optimized human resource practices that enhance employee commitment.
Scope of the study
The scope of the study covers the effect of employees commitment on organizational performance in Bamenda. The study will be limited to those companies in Bamenda
Limitation of the study
- Subjectivity in Survey Responses:
The reliance on surveys and self-reported data introduces the potential for response bias. Participants may provide answers that they perceive as socially desirable or that do not fully reflect their true experiences, affecting the accuracy of the findings.
- Cultural Sensitivity:
Despite efforts to account for cultural factors, the study may not capture the full complexity of cultural influences on employee commitment. Cultural nuances are intricate, and certain aspects may be overlooked or not fully understood within the scope of this research.
- Economic Volatility:
The study may not fully account for the rapid economic changes that could occur during the research period. Economic fluctuations, unforeseen events, or shifts in market conditions may influence employee commitment and organizational performance in ways that are challenging to predict.
- Time Constraints:
The time allocated for the study may be insufficient to capture long-term trends or changes in employee commitment and organizational performance. A more extended research period would provide a more robust understanding of the dynamics over time.
Definition of terms
- Employee Commitment:
Employee commitment refers to the extent to which employees engage with and dedicate themselves to their work and the organization. It encompasses affective commitment (emotional attachment to the organization), continuance commitment (perceived costs associated with leaving), and normative commitment (sense of obligation or moral duty).
- Organizational Performance:
Organizational performance is a comprehensive measure of how well an organization achieves its goals and objectives. It includes various indicators such as financial success, productivity, innovation, employee satisfaction, and overall effectiveness in fulfilling its mission.
- Bamenda:
Bamenda is a city located in the North West Region of Cameroon, characterized by cultural diversity, economic activities, and a growing business environment. In the context of this study, Bamenda serves as the specific geographical focus for examining the relationship between employee commitment and organizational performance.
- Cultural Diversity:
Cultural diversity refers to the presence of various ethnic, linguistic, and social groups within a particular community or organization. In the context of this study, cultural diversity is explored as a factor influencing employee commitment, considering the multitude of cultural backgrounds in Bamenda.
- Economic Factors:
Economic factors encompass elements such as job security, economic stability, and opportunities for professional development. In the study, these factors are examined to understand their impact on the commitment levels of employees in Bamenda.
- Human Resource Management Practices:
Human resource management practices refer to the strategies and activities employed by organizations to manage their workforce effectively. This includes recruitment, training, performance appraisal, and employee engagement initiatives, all of which can influence employee commitment.
References
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- Robinson, Joan (2019). Aspects of development and underdevelopment. Cambridge, England: Steinhaus, C. S., & Perry, J. L. (1996). Organizational Commitmet: Does Sector Matter? Public Productivity and Management Review, 19(3), 278-288
- Yildirim, M., Acar, A. G., Baykaktar, S. U. & Akova, O. (2015). The effect of Organizational Commitment to intention to leave Employment: A Research in Hotel Management. International Journal of Business and Social Science,6(11).
- Zheng, W., Sharan, K. & Wei, J. (2010). New Development of Organizational Commitment: A Critical Review (1960-2009). African Journal of Business and Management, 4(1), 12-20
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