Effects of organizational commitment on performance: A case study of senior staff in Kwame Nkrumah University of Science and Technology

Abstract

Managing organizational commitment brings positive outcomes to organizations. These outcomes are measured in terms of loyalty, intention to leave, work stress and self performance. The purpose of this research was to find out the effect of organizational commitment on the performance of senior staff of Kwame Nkrumah University of Science and Technology (KNUST). The research was conducted by employing both qualitative and quantitative methods of data collection. Stage one involved the quantitative method whereby 151 survey questionnaires were delivered to respondents. In stage two, face-to-face semi-structured interviews were conducted with ten (10) employees. The response rate was 74.5% (120 out of the 161 sampled). Bivariate correlation analysis and cross tabulation were employed to analyze trend, associations and relationships among the various variables. The findings of this study indicate that senior staff perceived organizational commitment as important to Kwame Nkrumah University of Science and Technology’s performance, yet they do not allow their feelings about the organization to affect their job performance. Therefore there is no relationship between organizational commitment and job performance at KNUST. The main recommendations include KNUST must enhance its support of senior staff, improve factors that create positive employee perception, as well as boost its reward systems.