EFFECT OF EMPLOYEE COMMITMENT ON ORGANIZATIONAL PERFORMANCE (A STUDY OF COCO-COLA NIGERIA PLC)
TABLE OF CONTENTS
TITLE PAGE: I
CERTIFICATION: II
DEDICATION: III
ACKNOWLEDGEMENT: IV
ABSTRACT: V
TABLE OF CONTENTS: VI
CHAPTER ONE
1.0 INTRODUCTION : 1
1.1 BACKGROUND OF THE STUDY: 1
1.2 STATEMENT OF THE PROBLEM: 3
1.3 OBJECTIVE OF THE STUDY: 4
1.4 RESEARCH QUESTION: 4
1.5 RESEARCH HYPOTHESIS: 5
1.6 SIGNIFICANT OF THE STUDY: 5
1.7 SCOPE OF THE STUDY: 6
1.8 LIMITATION OF THE STUDY: 6
1.9 DEFINITION OF TERMS: 6
1.10 ORGANIZATIONAL OF THE STUDY: 7
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION 10
2.2 CONCEPTUAL FRAMEWORK: 11
2.3 THEORETICAL FRAMEWORK 28
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION 32
3.2 RESEARCH DESIGN: 32
3.3 POPULATION OF THE STUDY: 33
3.4 SAMPLE SIZE: 33
3.5 SAMPLE PROCEDURE: 33
3.6 SOURCE OF DATA 34
3.7 RESEARCH INSTRUMENT 35
3.8 VALIDATION OF INSTRUMENT 36
3.9 DATA ANALYSIS TECHNIQUES 37
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 INTRODUCTION: 39
4.2 DATA PRESENTATION: 39
4.3 DATA ANALYSIS: 39
4.4 TEST OF HYPOTHESIS: 51
CHAPTER FIVE
DISCUSSION OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 DISCUSSION OF FINDINGS 59
5.2 CONCLUSION: 60
5.3 RECOMMENDATION: 61
BIBLIOGRAPHY 62
APPENDIX : 68
QUESTIONNAIRE: 69
CHAPTER ONE
1.0 INTRODUCTION
1.11 BACKGROUND OF THE STUDY
Today it becomes necessary for every organization to have full levels of its employee commitment in order to have outstanding performance on large term basis. Currently employees act like entrepreneurs when they work in a team and every member of the team tries this level best to prove himself the best amongst all others. Those things increase their commitment level in the organization that ultimately increases their commitment level in the organization and to improve their productivity. Higher level of employee commitment in the organization for individual projects or to the business is assumed as a major lesson for better organizational performance that lead to organizational success.
Organizational values commitment among their employee because it is typically assumed to reduce withdrawal behavioural, such as lateness, absenteeism and turn over. Hence, there is no doubt that these values appears to have potentially serious consequences for overall organizational performance. The study of employee commitment is important because to Ramayal and Min (2009) noted that employees with sense of employee commitment are less likely to engage in withdrawal behavioural and more willing to a accept change. Hence, there is no doubt that these values appear to have potentially serious consequences for a core of committed individuals who are the source of organizational life; works who become less commitment to an organizational will note their commitment in other directions, these, it is important to know how to develop the right type and level of employee commitment to ensure that the better employees are retained; employers who develop a high level of employee commitment tends to be highly satisfied and are fulfilled by their jobs and in the current global economic sceriario, organizational change is a continuous process that requires support of all employees in the hierarchical structure.
Most organizations have realized that the performance of their workers plays a vital role in determining the success of the organization (Zherng, 2010; Ajila and Awonusi, 2004). As such it is important for employee and managers. Employee commitment has become one of the most popular work attitudes studies by practitioners most popular work attitude studies by practioners and researchers. Akintayo (2010) and Tumwesigye (2010) noted that one of the reasons why commitment has attracted research attention is that organization depends on committed employees to create and maintain competitions advantage and achieve superior performance.
Commitment employees who are highly motivated to contribute their time and energy to the pursuit of organizational goals are increasingly acknowledged to be the primary assist available to an organization (Hunjra, 2010). They provide the intellectual capital that, for may organizations, has become their most criteria assets (Hunjra, 2010). Further more employees who share a commitment to the organization and their collective well being are more suitable to generate the social capital that facilitate organizational learning.
It is therefore important for organization to know the aspect that play important roles or have big impact in boosting the commitment of their employees several factors had been identified in the literature as determinant of employee commitment. Some of the identified factors includes; leadership style (to, 2009); organizational fairness (Ponnu and Chuah, (2010); corporate social responsibility (Ali at al; 2010) etc. However, most of the past studies on employee commitment were not related to Nigerian business environment some of the funding of these studies may not be applicable to Nigeria. As such it is pertinent to examine the effect of employee commitment in achieving organizational performance in the Nigeria content.
1.12 STATEMENT OF THE PROBLEM
