Organizational Commitment and Job Performance of Personnel

This study determined the organizational commitment and job performance of personnel in 2026. Specifically, it described the respondents according to sex, position, and years of service; determined the level of organizational commitment according to these profile variables and in terms of affective, continuance, and normative commitment; assessed the level of job performance in terms of task, contextual, and adaptive performance; and examined the relationship between organizational commitment and job performance. A descriptive-correlational research design was employed, with permanent personnel selected through total enumeration. Data were gathered using a standardized questionnaire adapted from a previous study and analyzed using appropriate descriptive statistics and Spearman rank-order correlation. Findings revealed that the respondents demonstrated a high level of organizational commitment across their profile groups and dimensions, with affective commitment emerging as the strongest dimension. Their overall job performance was very satisfactory, with adaptive performance being the strongest dimension. Furthermore, organizational commitment was significantly related to job performance. The findings highlight the importance of strengthening organizational commitment to support effective employee performance and quality public service delivery.

adaptive performance, organizational commitment, job performance, permanent personnel

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