Decision Making, Organizational Commitment as Predictor of Employee Performance

International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue II, February 2022 | ISSN 2454–6186

Decision Making, Organizational Commitment as Predictor of Employee Performance

Stella P. Ceneza, Celso L. Tagadiad
Department of Arts and Sciences Education, UM Panabo College, Panabo City, Philippines

ABSTRACT

This study determined the decision making, organizational commitment as predictor of employee performance of Edukasyong Pantahanan at Pangkabuhayan /Technology and Livelihood Education teachers in Davao del Norte, Philippines. A quantitative non- experimental research utilizing the descriptive correlational research design in this study with a sample of 300 teachers. The researcher used sets of adapted survey questionnaires in obtaining data from the respondents which were subjected for content validity and reliability analysis. The data were analyzed using the Mean, Pearson- r, and Multiple Regression Analysis. The overall result revealed that the levels of decision making, employee performance and organizational commitment of teachers are evident most of the time. Moreover, this study confirms the assumptions about the influence of decision making and organizational commitment on the employee performance since the study reveals a very high level of employee performance as perceived by the public teachers and are significantly related to the performance of an employee. In effect, the teachers exhibit a high level of decision making, high level in organizational commitment and very high level of employee performance.
Keywords: organizational commitment, decision making, employee performance, teachers

INTRODUCTION

The existence of poor employee performance becomes a startling fact for employers and even to workers alike. In an organization, more likely than not, employees have a hard time or are incapable of acting and behaving according to the expected standard. The lack of ability and motivation affects employees reflecting the way they act and feel with their job, thus decreasing the rate of the employee’s performance (Bhatti et al., 2018; Chmielewska et al., 2020; Obiozor & Prof, 2021).
Almarzooqi et al. (2019) stated in the research that the most crucial aspect in an organization’s success was employee performance and had a direct impact on long-term employee performance and perceptions of long-term organizational support. Additionally, boosting employee performance and bolstering the function of long-term human resource management employee empowerment will also create a sense of perceived support that employees would cherish, resulting in good reciprocity from employees. Teachers usually engage in an experiential process in which they have to learn to make decisions about instructional practices independently, which ensures resource equity through decision-making (Williams & Bellgard, 2019).
Given these circumstances, the researcher perceives the need and drive of undertaking the study. There were many studies conducted about decision-making and employees’ performance. However, there has been no study conducted yet about the significant influence of decision-making and organizational commitment on the employee performance of teachers. This research wanted to learn the key to good decision-making among employees (Wisler, 2018), the organizational dedication that helped build the company impacts the employees’ performance, contentment and determination (Zaman et al.., 2017) and there has not been a detailed study that comes across with the specific domains and intended to determine further the significant influence of decision making and organizational commitment on the employee performance of teachers.

MATERIALS AND METHODS

This study applied a quantitative, non – experimental research with the use of correlational technique to describe the level of decision-making in terms of thoroughness, control, hesitancy, social resistance, optimizing, principled and instinctiveness of teachers; to determine the level of organizational commitment in terms of normative, affective and continuous commitment; to measure the level of employee performance in terms of quality, productivity, job challenge, reliability, attendance, initiative/creativity, teamwork, policy compliance and customer service; to establish the significant relationship between decision-making and employee performance; to establish the significant influence of organizational commitment and employee performance; and to determine the singular and combined influence of decision-making and organizational commitment on employee performance. Quantitative design starts on a theory analysis, hypotheses building, and then proceeds with the theory testing and it involves collecting and analyzing data, presenting results, making interpretations, and writing the research in a manner that is consistent with the survey questionnaire used (Creswell, 2014 as cited by Chih-Pei & Yan-Yi, 2017). To test the theory that decision making and organizational commitment affects employee performance, in Davao del Norte, this study utilized an adapted survey questionnaire.

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