Association of Affective Commitment with Organizational Citizenship Behaviour and Task Performance of Employees in Banking Sector

Abstract

The basic objective of this study was to determine the impact of organizational commitment especially affective commitment on extra role and in role performance of employees working in banks in the capital of Punjab, Lahore, Pakistan. In addition, the secondary purpose of this study was to explore what level of commitment these employees demonstrate towards their organizations and what are their behaviours in performing jobs accordingly. So the present study had contributed to enhance the conception on noteworthy concerns and employees can enhance their performance by exhibiting such behaviours. In this survey based study, we collected data through self-administered questionnaires applying correlational explanatory research design. This study was conducted on the employees working in banks of Lahore, Pakistan. In March 2013, we circulated about 300 questionnaires among which 270 useable surveys were returned for a response rate of 90%. The sample was sufficient for the application of Structural equation modeling in AMOS 18 and SPSS 20. The results of this study showed that affective commitment had positive impact on the extra role performance of employees working in banks. They feel themselves emotionally attached with their organizations, hence this higher level of affective commitment urge them to engage in Extra Role Performance. In Role Performance of employees of banks also got better due to their affective commitment with organizations. The sample of this study was employees who are working at public and private sector Banks in Lahore, Pakistan only. Research questionnaire was used to measure Organizational Commitment, Extra Role Performance and In Role Performance. Moreover qualitative research may also be conducted to further explore this area in Non Western context. Considering the importance of bankers’ organizational commitment (affective commitment) and their effect on extra role performance (organizational citizenship behaviour) and in role behaviour or performance , higher management and policy makers should take necessary steps for improving the degree of commitment which will increase the extra role performance of employees. Some recommendations have been provided specifically