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Relationship Between Organizational Commitment, Job Satisfaction And Performance Among Officer Of Nigerian Police Force
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Salancik, (1997) asserted that in general, organizational commitment is a
state of being in which an individual becomes bound by his own action
to beliefs that sustains his activities and his own involvement. In
essence, three features of behaviour are important in bringing
individual acts together. These are: the visibility to act, the extent
to which the outcome are irrevocable and the degree to which the person
undertake the action voluntarily. Meyer and Allen (1991) proposed three
components of organizational commitment. They are: the continuance
component which refers to commitment based on the costs those employees’
associates with leaving the organization. The employee here is
committed because he “has to “remain part of the organization. The
normative component refers to employee’s feelings of obligation to
remain with the organization. Here, the employee is committed because he
“ought toâ€. In employee commits because he or she “wants toâ€. Based on
these current issues, Guest (1992) points out that workers can have
multiple and perhaps competing commitment to a particular set of skill,
the greater the likelihood of resistance to multi-skilling and flexible
job design. Thus, the
goal of commitment might contradict the goal of
flexibility. As key scholars in the areas of commitment. Meyer and
Allen (1997), Marrow (1983), porter et al, (1974) have given definitions
of organizational commitment, it can be said that organizational
commitment; it can be said that organizational commitment is a part of
larger cluster of constructs describing the individuals or
employees-organizational relationship, job loyalty, job performance and
employee’s job satisfaction as put forward by Scort, Corman and Meyer
(1998). Therefore, the need to build and maintain organizational
commitment is recognized as being crucial to the effective performance
of business today. This study focuses on the effect of organizational
support (commitment) on job performance and job satisfaction of officers
of the Nigerian Police Force (NPF). According to Meyer (1997),
organizational support (commitment) reflects the employee’s relationship
with the organization and this has implication for his or her decision
to continue membership in the organization. With the establishment of
good organizational relation, employers were in a better position to
iron out their differences and agree on certain condition of services
based on collective bargaining. According to Mowday Stress and Porter
(1979), organizational commitment is concerned with how a worker is
willing to put a great deal of effort beyond the normal expectation in
order to help the organization to be successful. Therefore, in any
organization, whether public or private, a worker’s commitment to his or
her job may depend on how satisfied and motivation he or she is with
his or her job. The motivation or satisfaction may come inform of good
salary, leave grant like maternity and sick leave, hospital allowance,
promotion and other entails that any employee who is effectively
committed with his or her job strongly identifies with the goals of the
organization.
The rising research and academic interest on the
commitment of workers (employees) could extensively be attributed to the
importance of this concept to operational effectiveness and
satisfaction of objectives of organization. Literatures abound which has
associated organizational commitment with increase in job performance,
personal stability, lower employee turnover and absenteeism rate; and in
some cases, increased job satisfaction (Porter, Steers, Mowday and
Boulin, 1974; Morris and Koch, 1979; Smith, 2001; Adler and Carson,
2003). In further elaboration on the increasing interest in studies
relating to organizational commitment, Mowday, Steer, and Porter (1979)
also, in his study, Steers, (1977) examined three groups of antecedents
which act as variables to determine the level of commitment an employee
will have towards their work place. Not so long ago, Clyton, Petzal,
Lynch and Margaret, (2007) examined the relationship of demographic
variables of age, gender, length of service to organizational
commitment.
In the Nigerian milieu, Okolo (1972) studied the level of
commitment and motivation to work in organization managed by fellow
Nigerians in comparison to those managed by foreigners.
Job
satisfaction is a combination of identifiable roles played by a worker
as a contribution to the accomplishment of organizational roles. Job
satisfaction can be defined as the degree to which personal wants both
materials and psychological are realized by the individual performing
the task assigned to him or her (Meyer and Allen, 1997).
According to
Berham and Perraut (2002) defined job satisfaction as the pleasurable
emotional state resulting from the perception of one’s job as fulfilling
or allowing the fulfillment of one’s virtues provided these virtues are
compatible with one’s needs, these are important determinants of job
satisfaction. It is the extent by which a person is happy with his or
her job.
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ABSRACT - [ Total Page(s): 1 ]This is a research study on the relationship between organizational commitment, job satisfaction and performance among officers of Nigerian Police Forces. One hundred and sixteen officers of Nigerian Police Force who were randomly selected from several police stations in Anambra State of Nigeria participated in the study. They are made up of 68 males and 48 females. 41 of the males are junior officers below the rank of Assistant superintended of Police (ASP) while 27 are also ASPs and above. Of ... Continue reading---
