Nowadays the companies want to make sure that they have strong resources that can face the rapid changes in the environment. One of the most important resources is human resources. The interest of the companies to have committed employees have been increased because there is a big difference between the performance of committed employees and the rest of the employees. Committed employees perform well in the organization and help the organization to grow and face the competitive environment. Based on this, this research aims to evaluate and study the relationship between organizational commitment and individual performance.To do this one of the Multinational corporation(MNC) is selected, this MNC is the Japanese company Kansai Paint who has one subsidiary in Pakistan. The theoretical model of this study was formulated based on one dependent variable which is the individual performance and three independent variables which are an affective commitment, continuance commitment and normative commitment.The data of the research was collected by questionnaires which sent to 100 employees on Kansai Paint in Pakistan, and SPSS testing was used to analyze the data. The finding of the study exposed that the affective commitment, continuance commitment and normative commitment have a positive impact on the individual performance. At the end of the research, the conclusion of the research was drawn and several of recommendations were developed.

nÃo hà / This work aimed to investigate the existing links between the Internal Social Responsibiliy (ISR) and the Organizational Commitment. The practices on the Internal Social Responsibility considered herein were the social indications from ETHOS Institute of Companies and Social Responsibility, focusing the following points: dialogues and participation; human respect and decent work (ETHOS, 2006). This study has taken use of a documental and exploratory research(CERVO; BERVIAN, 1983). The research bibliography approached the social responsibility according to Ashley (2003), Mcintosh et al. (2001), Oliveira (2002), Srour (2003), and the organizational commitment with the authors Bastos et al. (1997), Bonavides, Oliveira e Medeiros (2006), Medeiros et al. (2005), Meyer e Herscovitch (2001). The documental research was a base for the research samples and for the identification of the developed actions held by the companies. The present research was done in two big companies in the areas of services: the sewage and water company in Cearà State(CAGECE) and Guanabara Transportation Company(GUANABARA), both winners of Delmiro Gouveia Award in social responsibility and in the social performance category. The data collection was done through a methodology of survey application divided in: elaboration of data collection, a series of ordered questions with three sets of RSI indices, and three bases of organizational commitment, where it was used Liket scale of variation from one to five to the answers. The questionnaire was answered by hand and was applied with two hundred and twenty operational level employees, divided in an equable way in the two companies. The presentation methods and the analysis of data expanded in three blocks: the first deals with the profile of the interviewees out of an arithmetic average and relative attendances; the second presents the main analysis of components through the factorial analysis which present the principal actions in RSI which produced commitment; and the third block deals with a comparative analysis involving the two companies. As instruments of process it was used the SPSS and the Excel programs. The results obtained in this research show that the internal social responsibility has a great influence in the organization commitment of the workers. The actions of the internal social responsibility which most influence in the expected commitment have a lot to do with the social index dialogue and participation, model quoted by Valladares, Leal Filho and Roman(2005); (GuimarÃes and Borges, Marques and Adorno(2005), and the model of commitment generated by these actions is the affectivity. / Este trabalho buscou investigar os vÃnculos existentes entre as prÃticas de responsabilidade social interna - RSI e o comprometimento organizacional. As prÃticas de responsabilidade social internas consideradas foram os indicadores sociais do Instituto Ethos de Empresas e Responsabilidade Social, enfocando os seguintes pontos: diÃlogo e participaÃÃo, respeito ao indivÃduo e trabalho decente (ETHOS, 2006). Este estudo caracteriza-se como uma pesquisa exploratÃria, descritiva e comparativa, apoiando-se em pesquisa bibliogrÃfica e documental (CERVO; BERVIAN, 1983). A pesquisa bibliogrÃfica abordou a responsabilidade social baseada nos autores Ashley (2003), Mcintosh et al. (2001), Oliveira (2002), Srour (2003) e o comprometimento organizacional com os autores Bastos et al. (1997), Bonavides, Oliveira e Medeiros (2006), Medeiros et al. (2005), Meyer e Herscovitch (2001). A pesquisa documental foi base para a definiÃÃo das amostras da pesquisa e para a identificaÃÃo das aÃÃes desenvolvidas pelas empresas. A pesquisa foi realizada em duas empresas de grande porte no ramo de serviÃos, a Companhia de Ãgua e Esgoto do Cearà - CAGECE e a Expresso Guanabara, ganhadoras do PrÃmio Delmiro Gouveia de Responsabilidade Social, na Categoria Desempenho Social 2006. A coleta de dados deu-se por meio da aplicaÃÃo de um survey, dividido em: elaboraÃÃo do instrumento de coleta de dados, sÃrie ordenada de perguntas, com trÃs blocos dos indicadores de RSI e as trÃs Ãncoras de comprometimento organizacional, adotando-se uma escala Liket de variaÃÃo de 1 a 5 para as respostas. O questionÃrio foi respondido por escrito e aplicado a 220 funcionÃrios de nÃvel operacional, divididos de forma igualitÃria nas duas empresas. Os mÃtodos de apresentaÃÃo e a anÃlise dos dados desenvolveram-se em trÃs blocos, o primeiro trata do perfil dos entrevistados a partir de uma mÃdia aritmÃtica e freqÃÃncias relativas, o segundo apresenta a anÃlise dos componentes principais, atravÃs da anÃlise fatorial, que apresenta as principais aÃÃes de RSI que geraram comprometimento, e o terceiro faz uma anÃlise comparativa entre as duas empresas; como instrumentos de processamento, foram utilizados os programas SPSS 10.0 e Excel. Os resultados obtidos indicam que a responsabilidade social interna tem grande influÃncia no comprometimento organizacional do trabalhador. As aÃÃes de responsabilidade social interna que exercem maior influÃncia no comprometimento partem do indicador social diÃlogo e participaÃÃo, modelo citado por Valladares, Leal Filho e Roman (2005); (GuimarÃes e Borges, Marques e Adorno (2005) e o modelo de comprometimento gerado por estas aÃÃes à o afetivo.

Magister Scientiae - MSc (Medical BioSciences) / Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal & Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu & Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant. Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research. / South Africa

Purpose - The purpose of this thesis was to explain the influence of organizational commitment on employee turnover within the audit industry.  Design/methodology/approach - The thesis has a quantitative methodology, and a deductive and explanatory approach. Hierarchical regressions were used to investigate data gathered through a survey.  Findings - The main results revealed that all dimensions of organizational commitment had a negative relation to turnover intentions, where affective commitment was the strongest predictor. Career opportunities had a positive relation to affective commitment and sense of obligation had a positive relation to normative commitment.  Research limitations - The study was performed during the busy season and the Covid-19 pandemic, which potentially could have impacted the results. Snowball sampling was used, which means the non-response rate and the population could not be determined.  Practical implications - Since affective commitment was the strongest dimension to explain turnover intentions, organizations should mainly focus on strategies related to that dimension in order to avoid undesired employee turnover.  Originality/value - This thesis has tested all three dimensions of organizational commitment among audit assistants in Sweden. While previous research has mainly focused on the affective dimension and a mixture of occupational groups within the accounting sector.

The primary objectives of the study were as follows: (1) to explore the relationship between career anchors (as measured by the Career Orientations Inventory), organisational commitment (as measured by the Organisational Commitment Questionnaire) and turnover intention (as measured by a three-item questionnaire, developed by Mobley, Horner, and Hollingsworth, 1978); and (2) to determine whether employees from different gender, race, employment positions and age groups differ significantly in their career anchors, organisational commitment and turnover intention. A quantitative survey was conducted on a non-probability sample of 343 employed adults at managerial and general staff levels in the South African retail sector. The results of this study suggest that there was a significant but weak relationship between employees‟ career anchors and their organisational commitment. Career anchors were also found to be significantly related to organisational commitment and turnover intention; with entrepreneurial creativity, lifestyle and service/dedication to a cause career anchors being the best predictors of these two variables. The relationship between organisational commitment and turnover intention was significant and negative, with affectively and normatively committed participants being more likely to remain with the organisation (i.e. having lower turnover intentions). In addition, the findings indicate that although gender has no relationship with turnover intention, race, employment position and age do. African, general staff and 30 years and younger participants indicated higher intentions to leave the organisation. / Industrial & Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

Employees¡¦ perception of organizational political level will influence employees¡¦ decision whether to get involved with organizational politics or to isolate from organizational behaviors, it will reflect significantly on the working attitude directly and will influence the organizational commitment level and performance of employees indirectly, further more, it will decrease the organizational productivities. This research was conducted to focus on that whether employees¡¦ organizational political perception will influence their organizational commitments and performances, also to discuss the connection between each other. The research method this study used was group segmentations. After empirical analysis, we found out: 1. In the organizational political perception, ¡§boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant negative correlation with affective commitment and normative commitment; ¡§the differences between policies and realities¡¨ dimension presents the same result as well. ¡§Boss¡¦s and colleague¡¦s behaviors¡¨ dimension has a significant positive correlation with continuance commitment. 2. There is only ¡§the differences between policies and realities¡¨ dimension reaching a significant positive correlation with task performance and contextual performance in organizational political perception. 3. By using K-mean ¡§Cluster analysis¡¨, we got four different types of group representing four different categories of ¡§organizational political perception¡¨. We named them by their characters, the names and characters are described as follow: 3-1 Slow: employees in the type do not react fast enough regarding political behaviors and working environment atmosphere due to the employees¡¦ insensitivity. 3-2 The perception of Complies in public but opposes in private: employees can sense that organization does not behave the same way in terms of policies and operations; they do nothing with this scenario. 3-3 The perception of keen actions: The members of perceptional organization are more sensitive with the interpersonal relationship, and they response the working environment with positive and active attitudes. 3-4 The perception of silence and waiting: Employees can sense that organization behaves in the same way in terms of policies and operations; they have a concept that ¡§Silence is gold¡¨. 4. In ¡§slow¡¨ type, the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a negative correlation with ¡§task performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§task performance¡¨. 5. In ¡§The perception of complies in public but opposes in private¡¨ type, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a positive correlation with ¡§continuance commitment¡¨, but has a negative correlation with ¡§contextual performance¡¨; the perception dimension of ¡§keeping silence and waiting for benefit¡¨ has a positive correlation with ¡§contextual performance¡¨. 6. In ¡§The percept of keen and action¡¨ type, the percept dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§affective commitment¡¨, but has a positive correlation with ¡§continuance commitment¡¨ and ¡§contextual performance¡¨. 7. In ¡§The perception of silence and waiting¡¨, the perception dimension of ¡§boss¡¦s and colleague¡¦s behaviors¡¨ has a negative correlation with ¡§normative commitment¡¨; the perception dimension of ¡§keeping silence and waiting for benefits¡¨ has a positive correlation with ¡§contextual performance¡¨; the perception dimension of ¡§the differences between policies and realities¡¨ has a negative correlation with ¡§affective commitment¡¨ and ¡§contextual performance¡¨.

Consent for the research study was obtained from the divisional executive of the financial services division being researched and all ethical factors were clarified. All potential participants were engaged in a divisional communication session where participation was advised to be voluntary and anonymity and confidentiality was assured. The results of the study revealed that there was no statically significant relationship between intention to quit and organisational commitment but a statically significant relationship between organisational commitment and age, tenure, marital status and staff with dependants respectively were revealed. Further to that, a statistically significant relationship between intention to quit and age, tenure, marital status was also revealed. Therefore, based on the understanding gained, and the relationship it had with respect to the biographical factors used in the study, it presents organisations with the insight and opportunity to better retain staff. Clear understandings of the limitations of the findings presented are also discussed and additional recommendations for future research are also provided.

The aim of this study was to evaluate employee commitment to achieve the primary objective, which was to evaluate employee commitment towards product and process quality. Employees who are engaged in their work and committed to their organisations give companies crucial competitive advantages – including higher productivity, better quality products and lower employee turnover. A thorough literature study was conducted by using the views of different authors and combining them. The concept of quality was defined by making use of the five quality gurus; Deming, Juran, Feigenbaum, Crosby and Ishikawa. The fourteen principles of quality, developed by Deming, were presented in Table 2.1. These principles had the goal of increased productivity, with less rework, less waste of manpower and material resources, resulting in a reduction of costs, to in turn give the organisation greater market share and ultimately better competitive position, by improving the overall quality of an organisation’s work processes. The concept of employee and organisational commitment was defined, and from this study it is evident that employee commitment towards the company is positive and therefore should have a positive effect on their operating environment. The product process flow for this manufacturing concern were discussed to give an overall view of the production processes used in this organisation. An empirical study was completed using a questionnaire survey to determine employee commitment at a manufacturing concern in Gauteng. The questionnaire used for this study was designed to focus on commitment towards internal quality only, to specifically evaluate employee perspective towards product quality, as well as the commitment towards the organisation. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they are committed towards the organisation in general across all constructs, but a lack in management trust was a predominant sentiment. The quantitative analysis showed that after a factor analysis was done on the two sections of the questionnaire, four factors for each section were considered as meaningful. These factors were: Affinity, quality awareness, autonomy and corporate image (employee commitment - section B) and employee commitment, task performance, job satisfaction and contextual performance (company relationship – section C). This indicated strong employee commitment towards the organisation. The qualitative results had four areas that all respondents felt needed some attention, and loaded negative towards the organisation. These were HR (trust in management, competency, communication and company culture), skills development, employee development and BBBEE. Thus, drawing conclusions from quantitative results alone could give a company a false sense of employee commitment towards the company and therefore overlook the importance of the roles that employees play in executing strategic plans. Conclusions regarding the findings of the research study were presented and recommendations for this organisation were made. These recommendations are merely a guideline that correlates directly to the empirical analysis made. The research study was evaluated against the primary and secondary objectives with the conclusion that both were achieved. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

The aim of this study was to evaluate employee commitment to achieve the primary objective, which was to evaluate employee commitment towards product and process quality. Employees who are engaged in their work and committed to their organisations give companies crucial competitive advantages – including higher productivity, better quality products and lower employee turnover. A thorough literature study was conducted by using the views of different authors and combining them. The concept of quality was defined by making use of the five quality gurus; Deming, Juran, Feigenbaum, Crosby and Ishikawa. The fourteen principles of quality, developed by Deming, were presented in Table 2.1. These principles had the goal of increased productivity, with less rework, less waste of manpower and material resources, resulting in a reduction of costs, to in turn give the organisation greater market share and ultimately better competitive position, by improving the overall quality of an organisation’s work processes. The concept of employee and organisational commitment was defined, and from this study it is evident that employee commitment towards the company is positive and therefore should have a positive effect on their operating environment. The product process flow for this manufacturing concern were discussed to give an overall view of the production processes used in this organisation. An empirical study was completed using a questionnaire survey to determine employee commitment at a manufacturing concern in Gauteng. The questionnaire used for this study was designed to focus on commitment towards internal quality only, to specifically evaluate employee perspective towards product quality, as well as the commitment towards the organisation. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they are committed towards the organisation in general across all constructs, but a lack in management trust was a predominant sentiment. The quantitative analysis showed that after a factor analysis was done on the two sections of the questionnaire, four factors for each section were considered as meaningful. These factors were: Affinity, quality awareness, autonomy and corporate image (employee commitment - section B) and employee commitment, task performance, job satisfaction and contextual performance (company relationship – section C). This indicated strong employee commitment towards the organisation. The qualitative results had four areas that all respondents felt needed some attention, and loaded negative towards the organisation. These were HR (trust in management, competency, communication and company culture), skills development, employee development and BBBEE. Thus, drawing conclusions from quantitative results alone could give a company a false sense of employee commitment towards the company and therefore overlook the importance of the roles that employees play in executing strategic plans. Conclusions regarding the findings of the research study were presented and recommendations for this organisation were made. These recommendations are merely a guideline that correlates directly to the empirical analysis made. The research study was evaluated against the primary and secondary objectives with the conclusion that both were achieved. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.