IMPACT OF ORGANIZATIONAL STRUCTURE ON COMMUNICATION FLOW

ABSTRACT

This study investigates the effect of employee commitment on organisational performance using employees of United Bank for Africa Plc, Okumagba Layout branch, Warri, Delta State as case study. Specifically, the study investigated the impact of employee commitment on organisational performance in Nigeria, examined the relationship between employee commitment and employee turnover in Nigeria and the dimensions of employee commitment. The first hypothesis testing examined that relationship between employee commitment and organizational performance while the second hypothesis tested the relationship between employee commitment and employees’ participation. Both hypotheses testing were conducted using chi-square distribution method and the results indicated that there is a fairly high relationship between employee commitment and organizational performance in UBA Plc. This implies that employee commitment improves the organization’s performance. It could be deduced from this finding that organizational performance can simply be improved through employee commitment. The result of the second hypothesis testing shows that there is a significant relationship employee commitment and employees’ participation. This means that employees’ participation is highly determined by the level of employee commitment of the workers. The major findings of the study are that the level of employee commitment of the Staff of UBA Plc is very high. Although the reason for this is not known, it may not be unconnected to the job security which the workers of the bank enjoy. It was also found that the workers of the bank are, to some extent, concerned about the performance of the bank. This is an affirmation of their commitment to the organisation. The analyses further revealed that majority of the workers of the bank are generally satisfied with their jobs and therefore, the intention to participate is very high. Based on the findings, it was recommended that the management of companies are advised to hire employees who are likely to become linked to the organization. Before they hire workers, they will have to look for congruence between the individual’s values and goals and the organization’s values and goals. Values alignment and identification is central to every conceptualization of employee commitment. The organization must exhibit a high level of commitment to its employees. If employees are concerned about losing their jobs, there is very little likelihood of high level of employees’ commitment. If people are not given adequate resources, facilities and training they will not be likely to view the organization as being committed to them as well.