ORGANIZATIONAL COMMITTMENT AND EMPLOYEE PERFORMANCE OF NON - ACADEMIC STAFF IN PUBLIC UNIVERSITIES IN WESTERN REGION, KENYA

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Currently, organizations’ interest to have committed employees has increased because there is a significant difference between the performance of committed employees and the rest of the employees. Committed employees perform well in the organization and help the organization to achieve a competitive edge over its competitors. Hence the purpose of this study was to establish the relationship between organizational commitment and employee performance of non - academic staff in public universities in Western Region, Kenya; the study was guided by the following objectives: To examine the relationship between affective commitment and employee performance; to assess the relationship between continuance commitment and employee performance: to ascertain the relationship between normative commitment and employee performance and to determine the moderating effect of demographic factors on the relationship between organizational commitment and employee performance. Research hypotheses was; there is no significant relationship between affective commitment and employee performance; there is no significant relationship between continuance commitment and employee performance; there is no significant relationship between normative commitment and employee performance; demographic factors has no significant moderating effect on the relationship between organizational commitment and employee performance. The study scope was limited to the six (6) Chartered Public Universities in Western Region, Kenya, that is; Maseno, Masinde Muliro, Jaramogi Oginga Odinga, Kisii, Kibabii and Rongo. For the conceptual framework, the independent variable was organizational commitment measured by; affective, normative and continuance commitment; the dependent variable was employee performance and the moderating variable was demographic factors. The theoretical framework was underpinned on the social exchange theory, behavioral approach, and the attitudinal commitment approach. Descriptive and correlational research designs were adopted in this study, the target population comprised of 3,574 non - academic staff currently working at the six (6) Chartered Public Universities in Western Region, Kenya. The sample size was 97 respondents determined through Nassiuma’s (2000) formula. Stratified sampling was employed to group the respondents into strata and simple random sampling was applied to select the respondents. Data was collected through the use of a structured questionnaire. Data collected was analyzed using both descriptive and inferential statistics. Statistical Package for Social Sciences (SPSS) version 26.0 was used for data coding. Descriptive statistics was employed to summarize data into percentages, frequencies, mean and standard deviation, while inferential statistics was applied when comparing two or more variables; Correlation analysis by means of Pearson Product Moment Correlation (r) coefficient was employed to determine the nature and magnitude of the relationships between variables while multiple linear regression was conducted to establish the statistical significance of the respective hypotheses. Hierarchical regression analysis was used to check for the moderating effect of demographic factors on employee performance. The major findings of this study indicated that there exists a significant positive relationship between affective commitment and employee performance (p=0.040.05) similarly, a positive significant relationship was indicated by normative commitment (p=0.0000>0.05) in relation to employee performance. The study also revealed that demographic factors has a moderating effect on the relationship between organizational commitment and employee performance (p=0.037

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ORGANIZATIONAL COMMITTMENT AND EMPLOYEE PERFORMANCE OF NON - ACADEMIC STAFF IN PUBLIC UNIVERSITIES IN WESTERN REGION, KENYA

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