ABSTRACT
Employee’s commitment otherwise known as worker’s commitment on the job is an embodiment of loyalty, devotion, allegiance and faithfulness an employee or employees of an organization have on their jobs while productivity entails the output, the yield and efficiency in an operation or practice. This study has attempted to examine the impact of worker’s commitment on productivity in Plateau State Radio Television Corporation (PRTVC). The study used case study, historical and expo facto to investigate the causality under investigation. Self – categorization theory was adopted as the theoretical underpinning of the study. The secondary source of data were generated from documentary facts drawn from array of both published and unpublished materials such as: textbooks, journals, newspapers, magazines, conference and seminar papers, handbooks of the organization and union, internet materials and a lot of others. Interview was the major instrument used to generate primary data. Both structured and unstructured format was used to design the tool to enhance precision and for detailed information. Findings revealed that employee’s commitment has significant impact on productivity in Plateau State Radio Television Corporation. The study has also put to light the adverse effect of working environment and poor motivation schemes on employee’s level of commitment on the job in PRTVC. Recommendations such as the need to sustain recruitment within the purview of professionalism, broadening of practice along conventional frontiers, improve working condition and improvement of motivational schemes and many others were proffered.
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background to the Problem
In today’s competitive world every organization is facing new challenges regarding sustained productivity and creating committed workforce (Addae, and Wang, 2006). Nowaday’s no organization can perform at peak levels unless each employee is committed to the organizations objectives. Hence, it is important to understand the concept of commitment and its feasible outcome. Commitment according to Armstrong-Stassen (gf2004) is not only a human relation concept but also involves generating human energy and activating human mind. Without commitment, the implementation of new ideas and initiatives will be compromised (Bakker, et al., 2003; Armstrong-Stassen, 2004; Becker, 2009).
Human resource system can facilitate the development or organisational competencies through eliciting employees’ commitment to the firm (Chan, 2002; Bridger, et al., 2007). Hence organisations with a fit business strategy, structure and practices and policy might perform better. Cohen, (2007) prescribes “commitment” as a distinctive strategy for HRM whose positive effect will be felt. Human resource management is considered the backbone of all businesses. To improve the productivity, organizations are trying to improve the productivity of human capital. According to Daigle, (2007) there is lot of pressure on the management of the organization to turn into a friendlier one. Epitropaki, and Martin, (2005) and Gagné, et al., (2008) have found that the sense of employees’ obligation to organization become more positive when flexible time scheduling is being adopted by the organization.
It is necessary for every organization to have full level of its employee commitment in order to have outstanding productivity on long term basis (Galais, and Moser, 2009).
In sub Sahara Africa employee satisfaction and organizational commitment are the causing factors of the low productivity of many companies (Galais, and Moser, 2009). Also according to Gellatly, et al., (2006) there was significant and positive relation between employee job satisfactions to the employee productivity. And also Glazer and Kruse, 2008) showed that job satisfaction influence positively to the employee achievement. Where there is a high level of employee commitment, there will be low turnover and that employee will perform better with less absenteeism (Klein, et al., 2009).There is certain things that really affect employee commitment like: work load, less acknowledgement and less compensation. Dorgan (1994) defines commitment as the enhanced functional and operational productivity, including quality as the main principal.
In Plateau State, Nigeria, Lambert, et al., (2008) examined facts of a positive correlation between organizational commitment and job productivity. Low commitment has also been associated with low levels of morale. Non-committed employees may depict the organization in negative terms to outsiders thereby inhibiting the organization’s ability to recruit high-quality employees and decreased measures of altruism and compliance . Moreover, low commitment leads to high turnover and higher commitment leads to productivity (Meyer, 2009; Meyer, and Parfyonova, 2010). In addition, job security enhances the level of commitment (Parfyonova, 2009).
