EMPLOYEE COMMITMENT AND WORK PERFORMANCE AMONG ACADEMICS IN A HIGHER INSTITUTION IN BENIN CITY
    ABSTRACT
The aim of this research study is to examine employee commitment and work performance among academics in the University of Benin.
The objectives includes to examine the relationship between employee commitment and on work performances among academics and also to investigate the impact of employee commitment on work performance among academics.
Multiple regression analysis and analysis of variance (ANOVA) with the aid of 139 copies of questionnaire was used to determine the impact of employee commitment on work performance in University of Benin.
A statistically significant and positive impact was found to exist between employee commitment and work performance among academics. Also simple percentage and mean was used to determine the impact of continuance commitment, afflictive commitment and normative commitment on work performance among academics in University of Benin, which shows they all affect work performance.
CHAPTER ONE: INTRODUCTION
Background to the Study    -    -    -    -    -    
Statement of the Research Problem    -    -    -    -    
Research Questions    -    -    -    -    -    -
1.4 Objectives of the Study    -    -    -    -    -    -
Research Hypothesis    -    -    -    -    -    -    
Significance of the Study    -    -    -    -    -    -
1.7 Scope of the Study    -    -    -    -    -    -
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction    -    -    -    -    -    -    -
2.2 Meaning of Employee Commitment    -    -    -    -    
2.2.1 Determinants of Employee Commitment    -    -    -
Dimensions/Model of Employee Commitment    -    -    
2.3.1     Affective commitment    -    -    -    -    -
Continuance Commitment    -    -    -    -    -
Normative Commitment    -    -    -    -    -
2.4 Theories of Employee Commitment    -    -    -    
2.5 Employee Work Performance    -    -    -    -    -
2.5.1 Performance of Academic Staff    -    -    -    -    -
2.6 Determinants/Measurements of Employee Work Performance    -    -
2.6.1 Employee Performance and Job Autonomy    -    -    -    -
2.6.2 Organizational Support and Performance    -    -    -    
2.6.3 Training and Performance    -    -    -    -    -    -
2.6.4 Organizational Justice and Performance    -    -    -    -
2.7 Relationship between Employee Commitment and Employee Performance-    
2.7.2 Empirical Review of Related Studies    -    -    -    -    
2.8 Conceptual Framework of the Study    -    -    -    -    
CHAPTER THREE: METHODOLOGY
3.1 Introduction    -    -    -    -    -    -    -    -
3.2 Research Design    -    -    -    -    -    -    -    -
3.3 Population and Sampling Technique    -    -    -    -    -
3.4 Operationalization of variables    -    -    -    -    -    
3.5 Research Instrument    -    -    -    -    -    -    
3.6 Sources of Data    -    -    -    -    -    -    -    -
3.7 Method of Data Analysis    -    -    -    -    -    -    -
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Introduction    -    -    -    -    -    -    -    -
4.2 Descriptive Statistics    -    -    -    -    -    -    
4.3 Response on Research Hypothesis    -    -    -    -    
4.5.1 Regression Analysis    -    -    -    -    -    -    -
CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS
AND CONCLUSION
5.1 Summary Of Findings    -    -    -    -    -    -    
5.2 Recommendations    -    -    -    -    -    -    -
5.3 Conclusion    -    -    -    -    -    -    -
REFERENCES    -    -    -    -    -    -    -    
APPENDIX 1    -    -    -    -    -    -    -    -    
LIST OF TABLE
Table 3.1: Faculties Chosen as Part of the Sample and Administration of
 Questionnaires    -    -    -    -    -    -    -    
Table 3.2: Operationalization of variables    -    -    -    -    
Table 4.1 Demographic Information on Respondents    -    -    
Table 4.2: Employee Commitment And Work Performance    -    -    -
Table 4.3 shows ANOVA of work performance. This is discussed below-    -    
Table 4.4: Model Summary    -    -    -    -    -    -    -
Table 4.4: OLS Estimation of Organizational Performance    -    -    
CHAPTER ONE
INTRODUCTION
Background to the Study
    Akintayo (2010) described employee commitment as the degree to which worker feels devoted to their organization. According to Ongori (2007) employee commitment is an affective response to the organization as a whole and the degree to which employees are attached or loyal to their organizations. Employee commitment can also said to be as employees’ attitude to the organization (Zheng, 2010). The definition of employee commitment is wide because employees’ attitude encompasses various components (Irefin& Ali, 2014). According to Irefin and Ali (2014) organizations value commitment among their employees in the sense that it is assumed that, it reduces withdrawal behaviour, such as lateness, absenteeism and turnover.  Thus, there is no doubt that these values appear to have potentially serious implications for overall organizational performance (Irefin& Ali, 2014).
    According to Suhartini (1995) employee performance is a mutual result of effort, ability, and perception of works. Good performance is step towards the attainment of organizational goals. Negin, Omid and Ahmad, (2013) believed that employees commitment in an organization can improve employees’ work performance and increase organizational overall competitive advantage. Most organizations understand that the performance of their employees is very important in determining the success of the organization (Zheng, 2010). Because of this, it is necessary for management to know how to get the best out of their employees. One of the factors that determine employees work performance is believed to be employee commitment (Ali, 2010; Ajila&Awonusi, 2004).
    Employee commitment has become one of the most popular work attitudes studied by practitioners and researchers. One of the main reasons why the topic of commitment has attracted research interest is that organization depends on committed workers to create, gain competitive advantage and achieve superior performance (Akintayo, 2010; Tumwesigye 2010). According to Hunjra (2010) committed workers who are motivated to contribute their time and energy to the achievement of organizational goals are recognised to be the primary asset in an organization. They provide the intellectual capital that, for many organizations, has become their most critical asset (Hunjra, 2010). Also, employees who share a commitment to their work and their collective well-being are more suitable to generate the capital that facilitates organizational learning.  
    Folorunso, Adewale and Abodunde (2014) asserted that performance of academic staff is important because good quality tertiary education is an essential process towards developing the teachers needed for universal primary education, the experienced doctors, nurses and community workers needed for better water and health facilities, the accountants, economists, and journalists required for better private business and better governance. In order for higher education to develop the above capacities, it must ensure that their staff are well motivated in order to commit to the quality needed for socio-economic and political development (Folorunso, et al., 2014). Therefore, it is essential for organization to note the areas that play important role or have big impact in boosting the commitment of their employees. Several forces had been identified in the literature as factors that determine employee commitment. Some of the identified forces include; leadership style (Lo, 2009); organizational fairness (Ponnu&Chuah, 2010); corporate social responsibility (Ali et al, 2010). The purpose of this study is to investigate employee’s commitment and its impact on work performance among academics in a Nigerian University.
Statement of the Research Problem
    As obtained in the literature, most of the past studies (Khan, Rehman&Akram, 2012; Memari, Mahdieh&Marnani, 2013; Ahmad, Iqbal, Javed&Hamad, 2014) on employee commitment were not related to Nigerian environment. Some of the findings of these studies may not be applicable to Nigeria. Essentially, very few of such studies have been conducted in Nigeria (Folorunso, et al., 2014; Irefin& Ali, 2014). Empirical studies (Ojokuku, 2013; Enahoro&Adeyinka, 2013 and Okebukola, 2008) show evidence that the need for capable academic staff in Nigerian tertiary institutions of learning is on the increase, and most of the higher institutions in Nigeria are experiencing dearth of teaching personnel due to low motivation, low job satisfaction and lack of organizational commitment among the lecturers, which have created negative job attitudes (Folorunso, et al., 2014). As such, it is important to examine the impact of employee commitment on work performance among academics.
Research Questions
Flowing from the statement of the research problem, this study seeks to proffer answers to the following questions:
What is the relationship between employee commitment and work performance among academics?
Does employee commitment have impact on work performance among academics?
1.4 Objectives of the Study
    The broad objective of the study is to examine employee commitment and on work performance among academics in the Nigerian University. The specific objectives are to:
examine the relationship between employee commitment and on work performance among academics
investigate the impact of employee commitment on work performance among academics.
Research Hypothesis
Ho: There is no significant impact of employee commitment on work performance among academics in University of Benin.
 Significance of the Study
Management – This study will be of benefit to the management of Nigerian universities on how they can motivate employees to improve their work commitment and job attitude. Also, it will help the management to establish a cohesive relationship with the employees to achieve forward momentum.
Employee - This study will be relevant and beneficial to the employees in order to understand the role they have to play by adhering to the rules and regulations of the organization.
Academician, potential and future researchers – Both academics, potential and future researchers will find it useful on related subjects to carry out their study
1.7 Scope of the Study
    This study focus on employee commitment and its impact on work performance among academics. The study is restricted to academic staff in a federal University, University of Benin to be precise, Edo State, Nigeria.