Effects of Strategic Performance Appraisal, Career Planning and Employee Participation on Organizational Commitment: An Empirical Study

Danlami Sani Abdulkadir,Sulu Babaita Isiaka,Salami Isaac Adedoyin

doi:10.5539/ibr.v5n4p124

Abstract

Despite the recent research efforts into the antecedents of organizational commitment most especially in the developed economies, little empirical work has been conducted examining the effect of some human resource management practices such as performance appraisal system, career planning system and employee participation on organizational commitment. In this article, we examined the effect of these human resource management practices in explaining employee job commitment in the Nigerian banking sector. Based on a survey of 14 banks in Nigeria, the study applies regression analysis, correlation analysis and G-test in testing the hypotheses. Results indicate that performance appraisal system, career planning system and employee participation significantly influence employee job commitment and that the level of organizational commitment of employees in the Nigerian banking sector is low. The study therefore, recommends that for employees to be genuinely committed to their jobs, organizations should make conscious efforts at strategically managing performance appraisal, career planning and employee participation with a view to ensuring effective implementation and achieving desired results.

Highlights

One of the most important success factors in today’s turbulent and competitive business environment is an energetic, competent, motivated, productive and highly committed and innovative human resource
With the realization that Human Resource (HR) is an organization’s valuable asset and a source of competitive advantage, there is a need for organizations to address the effectiveness of their employee participation in decision making, performance appraisal and career planning systems as well as how responsive these practices are in enhancing job commitment of employees
The results of this study have indicated that performance appraisal, career planning and employee participation have positive effect on organizational commitment and that the level of organizational commitment in the Nigerian banking sector is low

Summary

Introduction

One of the most important success factors in today’s turbulent and competitive business environment is an energetic, competent, motivated, productive and highly committed and innovative human resource. With the realization that Human Resource (HR) is an organization’s valuable asset and a source of competitive advantage, there is a need for organizations to address the effectiveness of their employee participation in decision making, performance appraisal and career planning systems as well as how responsive these practices are in enhancing job commitment of employees. The success, survival and competing power of organizations depend on the commitment of their members, and this may to a large extent depend on how satisfied the employees are in respect of the organization’s appraisal mechanism, extent of participation in decision making as well as career planning strategies.

Objectives

Methods

Results

Discussion

Conclusion