Organisational Commitment and Employee Performance: A Pls-Sem Analysis in a Ghanaian Public University

Despite laudable arguments raised as to the role of commitment in shaping employees’ performance, empirical evidence on the individual dimensions remains mixed. Particularly, prior studies have not conclusively established whether the dimensions exert equal predictive effects on employee performance. In line, this study aims to investigate the effects of organisational commitment on employee performance among staff at the transport section of the University of Cape Coast. Specifically, three main research objectives were formulated, which sought to examine the effect of affective, continuance and normative commitment respectively on a multidimensional measure of employee performance. The target population for the discourse were all the staff at the transport section of the University totalling 175 employees. Due to the participants’ small number, the census method was employed out of which 170 responses were received. A closed ended questionnaire was employed to solicit data from participants. For the analysis, structural equation modelling with the aid of the SMART PLS-SEM software was used. The study found that both affective commitment and continuance commitment respectively had significant effects on employee performance. The normative commitment however had an insignificant effect. The study recommends that management of the University tailor initiatives aimed at strengthening the affective and continuance commitment of employees at the transport section through compensation programs and development opportunities that reward excellence for sustained security to consequently drive heightened performance.

Organisational Commitment, Employee Performance

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