Relationship Between Organizational Commitment, Job Satisfaction And Performance Among Officer Of Nigerian Police Force

Relationship Between Organizational Commitment, Job Satisfaction And Performance Among Officer Of Nigerian Police Force

Abstract

This is a exploration study on the relationship between organizational commitment, job satisfaction and performance among officers of Nigerian Police Forces. One hundred and sixteen officers of Nigerian Police Force who were aimlessly named from several police stations in Anambra State of Nigeria shared in the study. They’re made up of 68 males and 48 ladies. 41 of the males are inferior officers below the rank of Assistant superintended of Police( ASP) while 27 are also ASPs and over. Of the 48 ladies, 30 are inferior below ASP while the remaining 18 are elderly staff, ASP’s and over. All of them serve in the state Headquarters. The results of the findings supported the two thesis of the study. therefore, thesis one which states that there will be significant relationship between organizational commitment and job satisfaction was supported by the result which indicated that organizational commitment is appreciatively associated with job satisfaction( r = .49, P<.0, 0). thesis two which states that there will be significant relationship of organizational commitment to job performance was also supported by the result which indicated that organizational commitment is appreciatively associated with job performance( r = 44,P.<.00). counteraccusations of the study were bandied.

TABLE OF CONTENTS

CHAPTER ONE

preface

preface-

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Background of the Study-

Statement of the Problem-

compass of the Study-

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points of the Study-

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Significance of the Study–

CHAPTER TWO

LITERATURE REVIEW

Review of Affiliated Literature–

Theoretical Review-

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Empirical Review-

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thesis–

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CHAPTER THREE system–

CHAPTER FOUR

RESULTS-

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Chapter Five

Discussion-

References-

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Chapter One

Preface

Over the times, experimenters have been interested on the influence of organizational support on hand geste in associations. There has been the notion that organizational support similar as organizational commitment could have a positive influence on workers geste . Organizational commitment is the hand’s cerebral attachment to the association. Astronomically demonstrated, organizational commitment may be synonymous with occupational involvement or the commitment to a particular set off task where successful part performance is regarded as an end in itself and not as a means to an end( Rabinwits & Hall 1997). In the environment of associations, commitment is typically understood as different ways of which one is a member.

Consequently, Bratton and Goild( 1999) define organizational commitment as a social-cerebral state of deep identification with a work association and acceptance of its pretensions and values. Becker( 1960) asserted that the married existent has acted in such a way as to involve other interest of his, firstly extraneous to the action he’s engaged in, directly in that action( this entails total commitment). Muchinby( 2000) defined organizational commitment as the extent to which an hand feels a sense of constancy to his or her employer. Wiener( 1982) organizational commitment is viewed as the summation of internalized normative pressures to ace in a way that meets organizational thing and interest. Wiener( 1982) editorialized that organizational commitment is conceived of as the cerebral attachment felt by the person for association; it’ll reflect the degree to which the individual internalize or adopts characteristics or perspectives of the association. Meyer and Allen( 1997) stated that commitment reflects the hand’s. Relationship with the association and that it has counteraccusations for his or her decision to continue class in the association. Hence, married workers are more likely to remain in an association thanun-committed workers. Porter et al,( 1974) organizational commitment is defined “ in terms of the strength of an existent’s identification with and involvement in a association. similar commitment can be characterized by at least three( 3) factors.

a) Strong belief in and acceptance of the association’s pretensions and value

b) A amenability to ply considerable trouble on behalf of the association

c) A definitive desire to maintain organizational class

Salancik,( 1997) asserted that in general, organizational commitment is a state of being in which an individual becomes bound by his own action to beliefs that sustains his conditioning and his own involvement. In substance, three features of geste are important in bringing individual acts together. These are the visibility to act, the extent to which the outgrowth are irrevocable and the degree to which the person take over the action freely. Meyer and Allen( 1991) proposed three factors of organizational commitment. They’re the continuance element which refers to commitment grounded on the costs those workers ’ associates with leaving the association. The hand then’s committed because he “ has to “ remain part of the association. The normative element refers to hand’s passions of obligation to remain with the association. Then, the hand is committed because he “ ought to ”. In hand commits because he or she “ wants to ”. Grounded on these current issues, Guest( 1992) points out that workers can have multiple and maybe contending commitment to a particular set of skill, the lesser the liability of resistance tomulti-skilling and flexible job design. therefore, the

thing of commitment might contradict the thing of inflexibility. As crucial scholars in the areas of commitment. Meyer and Allen( 1997), Gist( 1983), porter et al,( 1974) have given delineations of organizational commitment, it can be said that organizational commitment; it can be said that organizational commitment is a part of larger cluster of constructs describing the individualities or workers- organizational relationship, job fidelity, job performance and hand’s job satisfaction as put forward by Scort, Corman and Meyer( 1998). thus, the need to make and maintain organizational commitment is honored as being pivotal to the effective performance of business moment. This study focuses on the effect of organizational support( commitment) on job performance and job satisfaction of officers of the Nigerian Police Force( NPF). According to Meyer( 1997), organizational support( commitment) reflects the hand’s relationship with the association and this has recrimination for his or her decision to continue class in the association. With the establishment of good organizational relation, employers were in a better position to iron out their differences and agree on certain condition of services grounded on collaborative logrolling. According to Mowday Stress and Porter( 1979), organizational commitment is concerned with how a worker is willing to put a great deal of trouble beyond the normal anticipation in order to help the association to be successful. thus, in any association, whether public or private, a worker’s commitment to his or her job may depend on how satisfied and provocation he or she’s with his or her job. The provocation or satisfaction may come inform of good payment, leave entitlement like motherliness and sick leave, sanitarium allowance, creation and other entails that any hand who’s effectively committed with his or her job explosively identifies with the pretensions of the association.

The rising exploration and academic interest on the commitment of workers( workers) could considerably be attributed to the significance of this conception to functional effectiveness and satisfaction of objects of association. Literatures pullulate which has associated organizational commitment with increase in job performance, particular stability, lower hand development and absenteeism rate; and in some cases, increased job satisfaction( Porter, Steers, Mowday and Boulin, 1974; Morris and Koch, 1979; Smith, 2001 Adler and Carson, 2003). In farther elaboration on the adding interest in studies relating to organizational commitment, Mowday, Steer, and Porter( 1979) also, in his study, Steers,( 1977) examined three groups of antecedents which act as variables to determine the position of commitment an hand will have towards their work place. Not so long agone , Clyton, Petzal, Lynch and Margaret,( 2007) examined the relationship of demographic variables of age, gender, length of service to organizational commitment.

In the Nigerian terrain, Okolo( 1972) studied the position of commitment and provocation to work in association managed by fellow Nigerians in comparison to those managed by nonnatives.

Job satisfaction is a combination of identifiable places played by a worker as a donation to the accomplishment of organizational places. Job satisfaction can be defined as the degree to which particular wants both accoutrements and cerebral are realized by the individual performing the task assigned to him or her( Meyer and Allen, 1997).

According to Berham and Perraut( 2002) defined job satisfaction as the enjoyable emotional state performing from the perception of one’s job as fulfilling or allowing the fulfillment of one’s merits handed these merits are compatible with one’s requirements, these are important determinants of job satisfaction. It’s the extent by which a person is happy with his or her job.

Assan( 1982) defined work performance as the measure of how effective and effective a work is being done, how well an hand determines and helps association to achieve applicable pretensions and objects. Nayyar( 1994) asserted that job performance refers to the degree to which an individual executes his or her places with reference to certain specified standard set by the association. Jex and Thomas( 2003) defined job performance as the geste of workers at work that are harmonious with and contribute to organizational pretensions. They stated that the performance of a person on a job was a function of two main variables. These are the capability of the individual to perform and the asleep and underpinning schedule handed to enhance performance.

Brafield and Crouchet( 1955) defined job performance as the capability to carry out a given work effectively at a given work effectively at a given period of time. Attention view of stress- Generally, stress refers to an emotional experience associated with unease pressure and strain. The literature on stress futures a variety of approaches to its conceptualization, its antecedents and its goods. Stressors can be understood as “ stimulants that elicit the stress ”. Workers subject to analogous stressors may differ in the extent to which they feel unease or pressure as a result of particular gests or happenings In their work setting. These kinds of passions can be described as strain or as felt job stress. Felt job stress refers to a sense of time, pressure, anxiety and worry that’s associated with job tasks. The attention proposition of stress suggests that there should be a positive association between felt job stress and job performance. expansive experimental exploration shows that although depletes an existent’s coffers, it paradoxically has the effect of concentrating remaining coffers on the task at hand( Brsfield and Crouchet 1995).

Background Of The Study

Job satisfaction comes as a result of tone acceptance and liking what bone does; not just doing what one likes to do.

According to the Oxford Advanced Learners Dictionary, job satisfaction can be defined as a feeling of pleasure gained from doing one’s job. This doesn’t just produce a stress free terrain but has an after- effect of perfecting job performance. Any existent would probably do well in that sphere of life that’s pleasurable. On the other hand, job satisfaction and job performance may be possible lowered if there’s lower conducive terrain in which workers can workshop. This is virtually stated in the Vroom’s expectation/ valence proposition of provocation. Also, poor administration has been a factor that hinders hand’s job performance and job satisfaction. When organizational units foldup, the the workers engage in hard thinking as to know why and how these diligence and organizational units collapse. It’s a well known that workers work effectively only when they’re well motivated or corroborated. Job satisfaction leads to results and results leads to price which means for the association to achieve job satisfaction from the workers, they must apply the following

Spending Important time in allowing for both workers and the employers

Making sure that workers who produce gains win a fair share of them

harkening to hand’s worries, frustrations and fears.

Demonstrating a clear genuine commitment to change

Committing the problem beach fears to the workers in order for them to help partake the cargo and help find possible results for them.

And, by inculcating within them( administration) the spirit of fair treatment towards hand’s in the association.

In Nigeria for case, the station to work has been described by numerous as being lazy; lack of action and competent chops, being hamstrung, to mention but a many. The cost of these emotional stations to any association is heavy. It can be epitomized as follows minimum affair; low quality; inordinate waste and high labor turn- over rate amongst others. therefore, hand job satisfaction is viewed as an important factor in productivity. So, every association has to find a way of boosting the moral of the workers, especially at this time when the cost of living in this country is raising at such an ever- raising rate that payment can no longer adequately cover similar introductory musts like food, sanctum, apparel, drug, transportationetc. with job openings at a high rate. As stated before in the Vroom’s expectation/ valence proposition of provocation that job satisfaction and job performance can not be possible in there’s lower conducive terrain. This is as a result of poor administration which is a possible factor the affects job performance and satisfaction independently. thus, in the hunt for similar how’s and why’s the mind goes back to how committed the workers are to the association which leads to hand’s job performance. This will be material need for a study to assess this supposition. The thing of this study is to explore the relationship of organizational commitment to job satisfaction and performance. That is, to examine what makes organizational commitment salient to interpreters and to know the extent to which organizational commitment can impact an hand’s job satisfaction and job performance.

Statement Of The Problem

The understanding of the feeling and stations of workers are central to the issue of ameliorate operation of mortal resource in the Nigeria Police Force. A considerable study has been carried out on the problems posed by poor job commitment and job dissatisfaction. Certain conditions can make workers perform effectively or ineffectively on their jobs.

Generally, substantiation of effectiveness is seen in the station of workers towards their jobs. A number of factors feel to be responsible for job dissatisfaction among workers. These factors are lack of interest in the work terrain, lack of creation openings and monstrous borderline benefits. These can actually make an hand to be less married to his or her job. thus, an appraisal of the global profitable growth and development will always make an individual to say that for any association to survive is a question of how committed the workers are. There’s no mistrustfulness that in Nigeria, the civil government as well as the state government has been spending a lot of plutocrat in order to ameliorate and they being satisfied as well with their job than others. This, in general assumed that a worker who has job satisfaction will logically and psychologically parade job commitment. And this enhances good job performance.

This study thus intends to probe and explore the relationship between organizational support( commitment) and job performance on one hand and the relationship between organizational support( commitment) and job satisfaction on the other since little studies has been done in this area among the Officers of Nigerian Police Force.

Compass Of The Study

The end of the study was to explore the relationship of organizational commitment to job satisfaction among officers of the Nigerian Police Force. In addition, it explores the relationship of organizational commitment to job performance wail officers of the Nigerian Police Force independently.

Significance Of The Study

The findings of the study be useful to employers of labour especially in the organizational sector. Hence, it’ll unveil the effect of organizational commitment on job performance and job satisfaction. It’ll also be used to the operation as well as the administrator of labour as it’ll expose what organizational commitment has to do with job performance and job satisfaction. Further, the findings of this work will be useful to the officers of the Nigerian Police Force as it’ll make them realize the benefits of organizational commitment to their satisfaction with their job. This will directly or laterally reduce the frequence of disloyalty and lack of identification set up amongst the officers of the Nigerian Police Force. In addition, it’ll serve as a precious donation to the present body of knowledge in the part of organizational support or commitment as it influences workers geste in Nigerian. Specifically, this study shall add to the being body of exploration information on the influence of organizational commitment on hand job satisfaction and job performance. In conclusion, the study will suggest avenues for farther exploration.