ASSESSING THE LEVEL OF EMPLOYEE’S COMMITMENT TOWARDS WORK IN THE BUEA COUNCIL

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Employee commitment is an essential aspect of organizational success. It refers to the level of dedication, loyalty, and engagement that employees have towards their work, colleagues, and the organization. Committed employees are more likely to be productive, innovative, and customer-focused, leading to improved service delivery, customer satisfaction, and organizational performance.

However, employee commitment is not automatic and can be influenced by various factors such as leadership, culture, rewards, job satisfaction, and work-life balance. Organizations value commitment among their employees because it is typically assumed to reduce withdrawal behavior, such as lateness, absenteeism and turnover. (aLo, 2009) noted that employees with the sense of employee commitment are less likely to engage in withdrawal behavior and more willing to accept change.

Hence there is no doubt that these values appear to have potentially serious consequences for a core of committed individuals who are the source of the organizational life. (Salancik, 1977) posits that commitment is a state of being in which an individual becomes bound by his action and beliefs that sustain his activities and his own involvement. (Meyer & Allen, 2001), says that commitment is a stabilizing force that acts to maintain behavioral direction when expectancy/equity conditions are not met and do not function.

Committed employees are willing and likely to work with the involved organization for a longer period. Because of their level of commitment, experience and expertise, their output is phenomenon meaning that they increase customer satisfaction (Conway & Monks, 2002). (Bratton & Gold) employee commitment is relative to workers attachment or participation in the organizations in which they are employed.

Employee commitment is significant since it determines whether employees are likely to leave their jobs or improve performance. Numerous studies have related to employee commitment. Among the parameters for their commitment could be things like; salary, pension, tenure, benefits and family commitment, among other things involved with exiting the organization (Lois, 2006).

(Ongori, 2007) describes employee commitment as an effective response to the whole organization and the degree of attachment or loyalty employees feel towards the organization. (Zheng, 2010) describes employee commitment as simply employees’ attitude to the organization. This definition of employee commitment is broad in the sense the employees attitude encompasses various components.

The Buea council was created in 1977. This institution is there to provide services to the public of Cameroon. Local councils in Cameroon lack the human resources to professionally conceive, plan and implement projects. Truly, the inadequate planning skills can hamper their commitment and hence an effect on the performance of the organization. This is practically so because most councils in Cameroon employ staffs based on political inclination instead of professional competencies. As such, incompetent people are placed in positions which they are rarely given proper training to improve their capacity hence their commitment to their jobs and an increase in the performance of the organizations

1.2 Statement of the Problem

Despite the importance of employee commitment in organizations which are; engaged employees are productive, motivated, and loyal to the company, they are more likely to stay with the organization for a longer period, thus reducing turnover rate and ensuring continuity in the workplace. As many employees are committed to the organization, it will cause the organization to achieve its goals’ thus increasing profitability, customer satisfaction, and improving workplace culture.

The Buea council is facing a number of challenges that are hindering its ability to effectively provide essential services to its residents. Some of these challenges include, inadequate funding, poor infrastructure, limited resources, and lack of transparency and accountability in the management of public funds. As a result, the council is struggling to meet the basic needs of its citizens, such as access to clean water, sanitation facilities, and reliable transportation.

Employee commitment can be seen in different levels in the organization such as; committed employees who are employees highly engaged in their work. They are passionate about their job and willing to go above and beyond their job responsibilities to help the organization succeed. Also we have disengaged workers who are workers lacking motivation and enthusiasm for their work, they may show up for work and complete their task but they do not put in any extra effort.

We also have apathetic workers who have little or no interest or concern for their job or the organization. Job hoppers are those who frequently change jobs, they lack commitment to any one organization and can only be motivated by factors such as salary or career advancement. Also, we have high potential employees who are those who have potential to become future leaders within the organization. Research has shown that organizations with high levels of employee commitment tend to have higher productivity, better customer service, and high productivity.

1.3 Research Questions

1.3.1 Main Research Question

What is the level of employee commitment to work in Buea council?

1.3.2 Specific research questions

1. What is the level of employee affective commitment to work?
2. What is the level of employee normative commitment to work?
3. What is the level of employee continuance commitment to work?

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