Abstract
Many factors influence the employee commitment in an organizational setting, where the employer-employee relationships play a significant role. There have been a considerable amount of research conducted to identify the impact of supervisor relationship on employee commitment. In this paper, the researchers specifically analyzes the impact of line manager relationship and trust with senior management on employee commitment with reference to Ceylon Electricity Board (CEB) in Sri Lanka. The study is of deductive in nature. Primary data have been collected through a structured questionnaire using a random sample of CEB including 86 assistant level employees where data were obtained from 54 respondents. According to the results of the study, it shows a high positive impact of the line manager relationship and trust in senior management on employee commitment at CEB which directly relates with productivity. Hence, it is recommended to grow and uplift the employer-employee relationships through greater coordination and building a climate of trust.
Highlights
Organisational commitment often has been viewed as a necessary and essential element in measuring employee behaviour in organisations, which tends to vary based on organisational/work settings (Brian & Christopher, 2011)
In terms of the level of experience, it is noted that 11.1% of them have less than 1year experience and majority of them are working for Ceylon Electricity Board (CEB) between 1-10 years (29.6%). 16.7% of the respondents were with the experience of 11-20 years, (25.9%) are acquired between 21-30 and 16.7 % of the respondents managers were having more than 30 years of experience
As per the result of the simple regression analysis conducted between the two variables H2 is accepted; There is an impact of trust in senior management on employee commitment in CEB)
Summary
Organisational commitment often has been viewed as a necessary and essential element in measuring employee behaviour in organisations, which tends to vary based on organisational/work settings (Brian & Christopher, 2011). The importance of creating commitment has been enhanced ever before due to its high association in increasing organisational productivity, performance, employee satisfaction as well as lowering absenteeism (Payne & Huffman, 2005). Commitment portrays the attitude and the healthiness of the link between the employer and the employee (Stites & Michael, 2011) as well where line manager relationships and trust in senior management play a significant role. Line managers in orgnisations occupy a vital position in achieving major goals and objectives of the organisation due to their close link and direct impact on subordinates’ motivation and commitment (Andersen, Cooper, & Zhu, 2007). A viable working environment creates greater employee commitment (Eisenberger, Huntington, Hutchinson & Sowa, 1986). It is visible that managing healthy line manager relationships as part of employeremployee relations is of greater importance
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