Organizational Commitment and Its Impact on Job Performance

Abstract

This study aimed to identify the availability level of organizational commitment (OC) among employees in the Jordanian commercial banks, as well as to measure its impact on their job performance (JP). To achieve the objective of the study, 257 copies of the questionnaire were distributed to a random sample of employees at all administrative levels in the Jordanian commercial banks. The results of the study have indicated that OC is available in Jordanian banks with a high degree. Moreover, it has showed that the emotional commitment is the most prevailing commitment. The study showed that there is a significant positive impact of OC on the JP. The study recommended that it is very important to set strategic plans to promote OC among the employees of Jordanian commercial banks.

Developing a Safety Climate Assessment Tool for Omani Construction Industry

“…Many similar studies rank the "management commitment" as the top leading factor in safety climate, however, the results of this study rank the "management commitment" as the third important factor that highly influence the safety climate in Oman (Zohar, 1980;Dedobbeleer and Beland, 1991; HSE (UK), (1997); Neal et al, 2000;Seo et al 2004;Pousette et al 2008;Kines, et al, 2011;CPWR, 2017). Organizational and management commitment was also considered important by Al-Tarawneh (2021) as it has a significant impact of job performance. Such commitment also provides better environments that produce highly motivated employees to attain organizational goals (Galli, 2020).…”

The Impact of Human Resource Management Strategies on the Strategic Success of Cellular Communications Companies in Jordan

“…Performance evaluation is also defined as providing a judgment about the employee's capabilities and the extent of their willingness to the development, in order to ensure their ability to implement job responsibilities and to verify the nature of their behavior and actions in the work environment as, as well as to identify weaknesses, strengths, and training needs (Denisi & Murphy, 2017). Al-Tarawneh (2021) aimed to identify the effect of HRM practices on organizational commitment of the workers in the Jordanian pharmaceutical sector; their results showed that HRMS (performance evaluation in particular) have a positive effect on organizational commitment and improve job performance, which is positively reflected on strategic success. Moreover, many studies have shown that adopting an effective performance evaluation strategy plays an important role in improving and developing the capabilities of individuals, which will positively affect the achievement of the organization's goals and the implementation of the strategic plan (Elbanna et al, 2016;Salamzadeh et al, 2018;Zehir et al, 2016).…”