Commitment And Employee Performance in the African Union/United Nations Hybrid Operation in Darfur, Sudan

ABSTRACT The purpose of the study was to establish the relationship between commitment and employee performance. The research objectives were 1) to determine level of commitment among employees; (2) to examine the level of employee performance in United Nations Hybrid Operation in Dafur, Sudan; (3) to establish the relationship between commitment and employee performance. The study employed the descriptive cross sectional survey design. Correlation was used to establish the relationship between variables and the testing of hypothesis. Triangulation method was used for both qualitative and quantitative approaches. Stratified sampling was used to select a sample from each category of employees, then simple random sampling was used to select respondents from each selected sample from the category. The study adopted self-administered questionnaire and interview guide. The findings revealed that commitment significantly influences employee performance. Employee commitment had positive significant influence on employee performance. Affective commitment, continuous commitment, normative commitment and rational commitment all had negative influence on employee performance. The study concluded that commitment positively correlated with employee performance. Further study noted that employee commitment does influence employee performance. The study recommended that United Nations Hybrid Operations in Darfur (UNAMID) should adopt strategies of increasing employee commitment at work through provision of conducive work environment, recognition, provision of welfare services, respect, giving them bonus for extra work, and appreciation of workers. The study also recommended that United Nations Hybrid Operation in Darfur should train their employees in order to enhance their performance.

TABLE OF CONTENTS

DECLARATION

APPROVAL II

DEDICATION III

ACKNOWLEDGEMENTS IV

TABLE OF CONTENTS V

LIST OF TABLES VIII

ABSTRACT IX

CHAPTER ONES. 1

1.0. Introduction 1

1.1. Background of the Study 1

1.1.1. Historical perspective 1

1.1.2. Theoretical Perspective 3

1.1.3. Conceptual perspective 3

1.1.4. Contextual perspective 3

1.2. Statement of the Problem 4

1.3. PurposeoftheStudy 4

1.4. Research Objectives 5

1.5. Research Questions 5

1.6. Null Hypothesis 5

1.7. Scope 5

1.7.1. Geographical Scope 5

1.7.2. Content Scope 6

1.7.3. Theoretical scope 6

1.8. Significance of the Study 6

1.9. Operational Definitions of Key Terms 7

CHAPTER TWO.............. 8

REVIEW OF RELATED LITERATURE

2.0. Introduction .8

2.1. Theoretical reviews 8

2.2. Conceptual framework 10

2.3. Employee Commitment 11

2.3.1. Predictors of employee commitment 13

2.3.2. Human capital strategies to promote commitment 17

2,3.3. Commitment management 18

2.3.4. Concepts of Commitment 20

2.3.5. Commitment and Employee performance 22

2.4. Research Gaps .. 23

CHAPTER THREE.,.,24

METHOLOGY 24

3.0. Introduction 24

3.1. Research Design 24

3.2. Research Population 24

3.3. Sample Size 24

3.4. Sampling Procedure 25

3.5. Research Instruments 25

3.6 Measure of variables 26

3.7 Validity 26

3.8 Reliability 26

3.9 Data Gathering Procedures 27

3.10. Data Analysis 27

3.10.1 Qualitative data 27

3.10.2. The quantitative 27

3.11. Ethical Considerations 28

vi

CFIAP1ER FOLJR.......~.. n,.,un,,,,,.,,,,..........,,,.., 29

PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA ~,,,..

4.0: Introduction 29

4.1. Background information of the respondents 30

4.2 Level of Employee commitment 33

4.3 Employee performance at UNAMID 37

CHAPTER FIVE 41

DISCUSSION, CONCLUSION AND RECOMMENDATIONS 41

5.0. Introduction 41

5.1 Summary of the findings 41

5.1.2. The level of employee commitment 41

5.1.3. Level of employee performance 42

5.1.5. Relationship between employee commitment and employee performance 42

5.2. Conclusion 43

5.3. Recommendations 44

5.4 Limitation of the Study 45

5.5 Areas for further studies 45

REFERENCES....  46

APPENDIX I 53

QUESTIONNAIRE 53

APPENDIX II 57

INTERVIEW GUIDE 57

APPENDIX III 58

TABLE DETERMINING SAMPLE SIZE 58