EMPLOYEE COMMITMENT AND PERFORMANCE: A ROAD TO NURTURE ORGANIZATIONAL PERFORMANCE WITH SPECIAL REFERENCE TO THE EASTERN UNIVERSITY, SRI LANKA

Abstract

Organizational commitment is an important organizational and job approach that has interested many researchers in fields of organizational behavior in psychology and particularly social psychology over the past years. Moreover, with respect to recent changes in the area of business such as minimizing and merging companies together some authorities have declared that effect of organizational commitment on other prominent variables in management areas such as leaving (quitting) job, absence, and performance has decreased and therefore it is useless to examine it. But some other researchers have not accepted this point of view and they believe that organizational commitment has not lost its importance and still be subjected to research. Perhaps a commitment to the group feeling a responsibility to objectives and having a sense of obligation to team requirements may be the accurate meaning of commitment. Commitment to the job and work group especially in hard situations is more significant and fateful. Perhaps the best time for evaluating employees’ commitment is when difficulties emerge. Of course, the commitment of the group’s members will be stronger when it is based on human and moral values and also when it has taken place as a result of conscious selection. Because doing affairs under compulsion and imposition will work in the opposite direction of commitment.