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Relationship Between Organizational Commitment, Job Satisfaction And Performance Among Officer Of Nigerian Police Force
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Assan (1982) defined work performance as the measure of how
efficient and effective a work is being done, how well an employee
determines and helps organization to achieve appropriate goals and
objectives. Nayyar (1994) asserted that job performance refers to the
degree to which an individual executes his or her roles with reference
to certain specified standard set by the organization. Jex and Thomas
(2003) defined job performance as the behaviour of employees at work
that are consistent with and contribute to organizational goals. They
stated that the performance of a person on a job was a function of two
main variables. These are: the ability of the individual to perform and
the insensitive and reinforcement schedule provided to enhance
performance.
Brafield and Crouchet (1955) defined job performance as
the ability to carry out a given work effectively at a given work
effectively at a given period of time. Attention view of
stress-Generally, stress refers to an emotional experience associated
with nervousness tension and strain. The literature on stress futures a
variety of approaches to its conceptualization, its antecedents and its
effects. Stressors can be understood as “stimuli that evoke the stressâ€.
Workers subject to similar stressors may differ in the extent to which
they feel nervousness or tension as a result of personal experiences or
happenings In their work setting. These kinds of feelings can be
described as strain or as felt job stress. Felt job stress refers to a
sense of time, pressure, anxiety and worry that is associated with job
tasks. The attention theory of stress suggests that there should be a
positive association between felt job stress and job performance.
Extensive experimental research shows that although depletes an
individual’s resources, it paradoxically has the effect of concentrating
remaining resources on the task at hand (Brsfield and Crouchet 1995).
1.2 BACKGROUND OF THE STUDY
Job satisfaction comes as a result of self acceptance and liking what one does; not just doing what one likes to do.
According
to the Oxford Advanced Learners Dictionary, job satisfaction can be
defined as a feeling of pleasure gained from doing one’s job. This does
not just create a stress free environment but has an after-effect of
improving job performance. Any individual would likely do well in that
sphere of life that is enjoyable. On the other hand, job satisfaction
and job performance may be possible lowered if there is less conducive
environment in which workers can works. This is practically stated in
the Vroom’s expectancy/valence theory of motivation. Also, poor
administration has been a factor that hinders employee’s job performance
and job satisfaction. When organizational units foldup, the the workers
engage in hard thinking as to know why and how these industries and
organizational units collapse. It is a well known that employees work
effectively only when they are well motivated or reinforced. Job
satisfaction leads to results and results leads to reward which means
for the organization to achieve job satisfaction from the employees,
they must implement the following:
Spending much time in thinking for both employees and the employers
Making sure that employees who create profits win a fair share of them
Listening to employee’s worries, frustrations and fears.
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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---
