Effect of Employee Commitment on Organizational Performance; Case of Textile Firms in Sweden
DOI:
https://doi.org/10.53819/81018102t5074Abstract
Employee commitment helps organizations perform better and achieve their goals because employees feel connected to the organization and are more productive and dedicated to their work. Thus, the study sought to examine the effect of employee commitment on organizational performance in the case of textile firms in Sweden. The study adopted the descriptive research design. The collection of the data was done using the questionnaires. The data was collected from two textile companies in Sweden, namely Meandi Holding AB and Woodline Swedish Outdoor Co. The study conducted a pilot study to examine the validity and reliability of the research instruments. The analysis of the data was done using descriptive and inferential statistics. SPSS was used to generate the output. The study findings indicated that employee commitment is positively and significantly related to organizational performance (β=.1579, p=0.013). Employee commitment is necessary for every organization to have amazing performance on a long-term basis. Committed employees bring added value to the organization, including determination, proactive support, relatively high productivity and an awareness of quality. The study recommended that textile companies should continue ensuring there is employee commitment. Organizations need to increase employee commitment by including them in decision-making, which will ultimately increase their commitment to the organization. Moreover, it is recommended that organizations should encourage transparency. When an organization keeps employees informed, they feel valued and trustworthy. Further, it is recommended that organizations should encourage open and free communication. Open and accessible communication in an organization facilitates an environment of trust. There should be letting the employees be innovative in providing ideas, strategies and ways of communication. The employees should be valued by the organizations and encouraged to develop better ideas and rewards for their achievements and innovation.
Keywords: Employee commitment, organizational performance, textile firms, Sweden
References
Collier, J., & Esteban, R. (2017). Corporate social responsibility and employee commitment. Business ethics: A European review, 16(1), 19-33. https://doi.org/10.1111/j.1467-8608.2006.00466.x
Elnaga, A., & Imran, A. (2018). The effect of training on employee performance. European journal of Business and Management, 5(4), 137-147.
Evangelista, F. (2019). Organizational context and knowledge acquisition in IJVs: An empirical study. Journal of World Business, 44(1), 63-73. https://doi.org/10.1016/j.jwb.2008.03.016
Frey, B. S. (2018). How intrinsic motivation is crowded out and in. Rationality and society, 6(3), 334-352. https://doi.org/10.1177/1043463194006003004
Grant, A. M. (2018). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of applied psychology, 3(1), 48-56. https://doi.org/10.1037/0021-9010.93.1.48
Gul, Z. (2019). Impact of employee commitment on organizational development. FWU Journal of Social Sciences, 9(2), 117-124.
Gupta, A. K., & Govindarajan, V. (2022). Business unit strategy, managerial characteristics, and business unit effectiveness at strategy implementation. Academy of Management Journal, 27(1), 25-41. https://doi.org/10.2307/255955
Liang, H., Saraf, N., Hu, Q., & Xue, Y. (2020). Assimilation of enterprise systems: the effect of institutional pressures and the mediating role of top management. MIS quarterly, 5(9), 87-94. https://doi.org/10.2307/25148781
Lovely, S. N., Afzal, M. K., & Alam, Z. (2019). Impact of job satisfaction and organizational commitment on job performance of private bank employees in Bangladesh. Journal of Economics and Public Administration,19(2), 112-123.
Mansaray, H. E. (2019). The role of leadership style in organisational change management: a literature review. Journal of Human Resource Management, 7(1), 18-31. https://doi.org/10.11648/j.jhrm.20190701.13
Meyer, J. P., Becker, T. E., & Vandenberghe, C. (2018). Employee commitment and motivation: a conceptual analysis and integrative model. Journal of applied psychology, 8(6), 93-101. https://doi.org/10.1037/0021-9010.89.6.991
Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. Maritime Business Review 4(2), 16-31. https://doi.org/10.1108/MABR-03-2018-0007
Qureshi, M. I., Zaman, K., & Shah, I. A. (2018). Relationship between rewards and employee’s performance in the cement industry in Pakistan. Journal of international academic research, 10(2), 19-29.
Schelling, T. C. (2021). Strategies of commitment and other essays. Harvard University Press.
Shahid, A., & Azhar, S. M. (2021). Gaining employee commitment: Linking to organizational effectiveness. Journal of management research, 5(1), 25-38 https://doi.org/10.5296/jmr.v5i1.2319
Sharma, J., & Dhar, R. L. (2019). Factors influencing job performance of nursing staff: mediating role of affective commitment. Personnel Review. Journal of Leadership, 4(2), 17-26
Sigler, T. H., & Pearson, C. M. (2020). Creating an empowering culture: examining the relationship between organizational culture and perceptions of empowerment. Journal of quality management, 5(1), 27-52. https://doi.org/10.1016/S1084-8568(00)00011-0
Stackhouse, M., & Turner, N. (2019). How do organizational practices relate to perceived system safety effectiveness? Perceptions of safety climate and co-worker commitment to safety as workplace safety signals. Journal of safety research, 7 (2) 59-69. https://doi.org/10.1016/j.jsr.2019.04.002
