ORGANIZATIONAL COMMITMENT AND PERFORMANCE IN A PROFESSIONAL

ACCOUNTING FIRM
In recent years, the concept of employee commitment to the organization has received increased
attention as a determinant of employee performance. Research on the relationship between these two
variables, however, has produced conflicting results. The study reported heroin examines the
relationship between a group of antecedent variables and organizational commitment, and the
relationship between commitment and employee performance. The study was carried out using a
sample of 123 junior-level-staff accountants and a validation sample of 46 senior-level accountants. It
was found that for both samples, work-related antecedent variables influenced commitment whereas
personal variables did not. With respect to the commitment-performance relationship, the results
differed between the two samples. At the junior-level, performance was found to be influenced by a
willingness to exert effort on behalf of the organization, whereas at the senior-level, performance was
found to be influenced by a desire to maintain membership in the organization.

EXPLORING EFFECTS OF ORGANIZATIONAL COMMITMENT ON EMPLOYEE

PERFORMANCE
The purpose of this study was to examine the impact of three components of organizational
commitment (affective, continuance and normative commitment) on performance of police officers in
Pakistan. Enhancing organizational commitment among employees is an important aspect as a result of
which they perform better. The study was carried out on police officers serving Islamabad Capital
Territory Police in Pakistan. Survey questionnaire was personally distributed among 200 low ranked
officers. Out of which 155 (n=155) usable questionnaires were received. To test the hypothesis
correlation and regression analysis were carried out using SPSS 19.0. Results of the statistical analysis
indicated significantly positive effect of organizational commitment components on officers
performance. In the light of findings, recommendations for policy makers and top management of law
enforcement agencies are presented; so that in order to yield better performance results they may take
measures to improve commitment of their subordinates. The study also adds to the existing literature on
organizational commitment-job performance relationship, particularly in context of a developing
country i.e. Pakistan.
ORGANIZATIONAL COMMITMENT AND ITS EFFECTS ON ORGANIZATIONAL
PERFORMANCE

Organizational commitment is an important organizational and job approach that has interested many
researchers in fields of organizational behavior in psychology, and particularly social psychology over
the past years. Moreover, with respect to recent changes in the area of business such as minimizing and
merging companies together, some authorities have declared that the effect of organizational
commitment on other prominent variables in management area such as leaving (quitting) job, absence,
and performance has decreased and therefore it is useless to examine it. But, some other researchers
have not accepted this point of view and they believe that organizational commitment has not lost its
importance and can still be subject to research. Perhaps, commitment to group, feeling responsibility to
objectives and having a sense of obligation to team requirements may be the accurate meaning of
commitment. Commitment to job and work group, especially in hard situations, is more significant and
fateful. Perhaps, the best time for evaluating employees commitment is when difficulties emerge. Of
course, the commitment of groups members will be stronger when it is based on human and moral
values an also when it has taken place as a result of conscious selection; Because doing affairs under
compulsion and imposition will work in opposite direction of commitment.
THE IMPACT OF ORGANIZATIONAL COMMITMENT ON EMPLOYEES
PRODUCTIVITY: A CASE STUDY OF NIGERIA BREWERY, PLC
The need for this study arose from the acknowledgement of organizational commitment on employee
productivity as the most critical in all organizational analyses, and the determinant often found between
goals of the organizational all the needs of employee within it, therefore, necessary to empirically study
how the impact of organizational commitment on employee are coping with the challenges of employee
productivity. The presence of organizational commitment to employees can be used to gain employees
support for organization and in turn maximize the benefits it receive from their employee with greater
productivity and individual performance seems to increase in the same proportions. Organizational
commitment and employee productivity issue are emerging as the most critical work force management
challenges of the past, present and immediate future driven by, employee loyalty. Frontline manager,
supervisions, a project leader, team captain or human resource manager actually has more power in an
organization to reduce poor productivity, because the factors that drive employee satisfaction and
commitment are largely within the direct managers control, and for this to be achieved successfully
there is need to understand the motive as a bases of performance require to motivate employee in order
to improve their commitment to the organization.