Continuance Commitment and Employee Performance at University of Eastern Africa, Baraton Kenya
Journal Title: IOSR journal of Business and Management - Year 2018, Vol 20, Issue 2
Abstract
The concept of organizational commitment is of utmost importance to the top level management of both public and private institutions. Organizational commitment influences performance of workers and turnover. The purpose of this study was to assess the effects of continuance commitment on employee performance at the university of Eastern Africa, Baraton. The study was guided by Meyer and Allen Theory. The study adopted descriptive survey design. The study targeted 233 employees at the University. The researcher stratified the population into teaching and non-teaching staff. To sample the respondents, the researcher used simple random sampling for teaching and non-teaching staff. The researcher used a formular adopted by Nassiuma (2000) to get a sample size of 106 employees. A structured questionnaire was used to collect information from the respondents. The Structured questionnaire consisted of 8 items adapted from Organizational Commitment Questionnaire by Allen and Meyer (1991). These questionnaires were measured on a 5 point Likert scale. Data was presented in frequency distribution tables and analyzed using descriptive statistics (frequency, mean and standard deviation) as well as inferential statistics (simple and multiple regression analysis). The study established that there was a weak negative relationship between continuance commitments and employee performance. This implies that continuance commitment have no significant influence on employee performance at University of Eastern Africa, Baraton. It was recommended the university should put in place clear promotion criteria and improve the employees reward system so as to improve continuance commitment.
Authors and Affiliations
Tutei A. H Koskei, Geoffrey Kimutai, Jared Bogonko
Keywords
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- EP ID EP409651
- DOI 10.9790/487X-2002056167.
- Views 46
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