AN ASSESSMENT INTO THE IMPACT OF EMPLOYEE COMMITMENT ON THE PERFORMANCE OF ORGANIZATIONS: A CASE STUDY OF COCA-COLA IN OGUN STATE

CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY The commitment of employees is now an indispensable element in organisations. The primary reason why research has focused on commitment over the years is that organisations rely on committed employees to create and maintain competitive advantage and achieve superior performance (Dias and Silva, 2016). In a market environment that is constantly evolving, employee dedication is now regarded as a necessity for effective performance by both individuals and organisations (Mercurio, 2015). Diverse organisations are currently resorting to promoting commitment in their capacity to increase its efficacy in order to accomplish strategic goals through developmental programmes that offer opportunities for career growth and advancement (Akerele, 2015). Employee commitment is a phenomena that has captivated the scientific and professional communities for decades. The reasons for this are because this phenomenon has a substantial influence on many key phenomena and outcomes in the workplace, such as absenteeism, turnover, employee performance, and so on (Dias, & Silva, 2016). Moreover, according to some authors like Akintoye, (2015), the competitive advantage of organisations and their superior performance may be directly attributable to the dedication of their employees. In summary, the commitment of employees to their organisations may have significant effects on the overall efficacy of the organisation. However, employee dedication is not an unambiguous phenomenon. Significant literature in this field indicates that this is a complex category that can be viewed from various perspectives. Consequently, we can discuss the employees' commitment to an organisation, their commitment to work, their commitment to themselves, their commitment to coworkers, their commitment to customers, etc. According to Akinyele (2017), following the liberalisation of most economies in the 1980s and early 1990s, most organisations in developing countries have faced increasing competition from multinationals. In order to compete favourably in the global village, organisations must devise methods of becoming more responsive to customer expectations. The quality of employees has a significant impact on performance, and it is believed that these employees are the "backbone" of an organization's services, playing a crucial role in ensuring that organisational policies and programmes are implemented effectively and efficiently; hence, the necessity of this study. 1.2 STATEMENT OF THE PROBLEM In today's competitive and dynamic environment, every organisation faces new challenges in terms of organisational performance and workforce engagement. In the current competitive environment, no organisation can achieve its optimum level of performance unless every employee is committed to the organization's goals (Foerster-Pastor & Golowko, 2018). Therefore, it is essential to comprehend the concept of commitment and its effect on a feasible outcome. Committed employees establish a rapport with their organisation, which results in enhanced organisational performance. If they have an emotional connection to their career, relationships with other employees, and the organisation, they will perform better and serve the organisation more effectively. According to Chivu, Ciutacu, & Georgescu, (2015), successful organisations depend on the high performance of their employees to achieve their goals. To attain their strategic objectives and maintain their competitive edge, their employees must perform at a high level. Philosophers of organisational behaviour believe that it is also crucial to have the appropriate employees in the right positions. Important because it determines whether or not the employee is suitable for the position. Organisations must recognise that employees have individual needs and preferences that must be taken into account (Rahaman, Mohan, & Rahman, 2016). This can determine whether the employee has a positive or negative perception of the organisation and whether they require individualised treatment. Employing and retaining high-performing employees is essential for businesses to achieve their strategic objectives and competitive advantage. Successful organisations ensure a decent fit between the employee and the position. In addition, recent research has demonstrated that high commitment practises can be synergistic and emblematic of an overall commitment strategy. In addition, high commitment work practises do enhance performance, labour productivity, and service quality (Foerster-Pastor & Golowko, 2018). The problem of this study bore from the fact that there is a wide discrepancy between employees’ efforts towards work and what he or she receives or get in return for that effort and whether those efforts result in their satisfaction and overall performance of the organization. It is against this backdrop that this study will be investigating the effects of employee commitment on organizational performance using Coca-Cola Ogun state as a case study. 1.3 OBJECTIVES OF THE PROBLEM The primary purpose of this study is to examine the effects of employee commitment on organizational performance using Coca-Cola Ogun state as a case study. Specific objectives of this study are: 1.Determine whether there is an existing significant correlation between employee commitment and organizational performance. 2.Determine the organizational factors influencing employees’ commitment in Coca-Cola Ogun state. 3.Determine the environmental and personal factors influencing employee commitment in Coca-Cola Ogun state. 4.Proper strategies for enhancing employees’ commitment in Coca-Cola Ogun state. 1.4 RESEARCH QUESTIONS The following research questions will be answered in this study: 1.Is there an existing significant correlation between employee commitment and organizational performance? 2.What are the organizational factors influencing employees’ commitment in Coca-Cola Ogun state? 3.What are the environmental and personal factors influencing employee commitment in Coca-Cola Ogun state? 4.What are strategies for enhancing employees’ commitment in Coca-Cola Ogun state? 1.5 RESEARCH HYPOTHESES The following hypotheses will validate this study: Ho1: There is no significant relationship between affective commitment and organizational performance. Ho2: There is no significant relationship between continuous commitment and organizational performance. Ho3: There is no significant relationship between normative commitment and organizational performance. 1.6 SCOPE OF THE STUDY Broadly, this study focuses on examining the effects of employee commitment n organizational performance using Coca-Cola Ogun State as a case study. Specifically, this study focuses on determining whether there is an existing significant correlation between employee commitment and organizational performance; determining the organizational factors influencing employees’ commitment in Coca-Cola Ogun State, determining the environmental and personal factors influencing employee commitment in Coca-Cola Ogun State, and proffering strategies for enhancing employees’ commitment in Coca-Cola Ogun State. Geographically, the study will be carried out in Coca-Cola company, Sango Ota, Ogun State. The participants for this study will be obtained among full-time staff of the company. 1.7 SIGNIFICANCE OF THE STUDY The findings from this study will help to highlight those areas where there are problems among employees and thus will be of great benefit to organizations and the policy makers. The results of this study would hopefully be significant in the sense that it would enable both the Management of universities to better understand how the various motivational factors could be harnessed to inspire employees to increase and sustain Performance. The findings from this study would help to further highlight the likely problems of frustrations and how motivation can be used to either reduce or eliminate these problems amongst employees of the organization. 1.8 DEFINITION OF TERMS Employees: Are the workers in an organization, working for the accomplishment of the organizational goals. In this study, the employees are staffs of Coca-Cola Ogun state. Performance: It is the relationship between the amount of one or more inputs and the amount of outputs from a clearly identified process. That is the outcome performance of an organization or individual. Employees' performance: is commonly defined as the outcome of activities undertaken by employees that result from their efforts, abilities, and perceptions of the tasks delegated to them. Organizational performance: is the ability of an organization to reach its goals and optimize results. In today's workforce, organizational performance can be defined as a company's ability to achieve goals in a state of constant change.