Employee Commitment And Organizational Performance In Selected Manufacturing Organizations In Kampala Uganda

ABSTRACT

The study to determine the relationship between employee commitment and organizational

performance in selected manufacturing companies was guided by three objectives that

included assess the effect of affective commitment on performance, effect of continuance

commitment on performance examine the normative commitment on performance selected

manufacturing companies . The study adopted a descriptive correlation survey design under

quantitative and qualitative approaches. The data was acquired using the research

questionnaire and interview guide and the returned questionnaires were 221 . The findings

revealed that affective commitment affect performance of the Universities by 13.4% of the

respondents. Continuance commitment affected performance by 6.9% implying that other

factors play much in affecting the performance while normative commitment ha~> a O.i%

effect on performance of the selected manufacturing companies . The resea rcher concludes

that on the first objective established that affective commitment of the employees in the

organizations was inadequate quite below the required standards. The means and parameters

set all were found insufficient though the effect for performance was posit ivc it Yas not

paramount further implying limited concerns for the performance of the organizati ons. The

second research objecti ves concluded that continuance commitment among the employees in

rhe se lected manufacturing companies was not sufficiently prevailing. the ertcct ol' th is

commitment on organizational performance of se lected manufacturing companies v-as found

positive though not very important meaning that other factors account more to pcr·ormance

selected manufacturing companies under the study. The third objective presented and

attained results showing that the normatively was found unsatisfac tory impl: ing that many

re sponu t! JllS clearly showed that normative commitment has a great effect on perhrmance.

The resea rcher concluded that the level of normative commitment does not have a strong

bearing on organizational performance in the se lected manufacturing compan iec;.The

researcher recommends that organizations prepare a comprehensive and integrated ~ystem of

performance management for building the employee commitment. Training and dcvt,;lopment

programs should be designed in such way that they enable employees, enhancing of vmployee

commitment is vital for eftective functioning of an organi zation, and to make the organ iLation

grow and expand at a faster pace, Values alignment and identification is cen tra l to every

conceptualization of employee commitment and the organization must exhibit a high leve l of

commitment to its employees. If employees are concerned about losing their jobs. tl1ere is very little likelihood of high level of employees' commitment.