Hypothesis:

H0: Employees Commitment (Normative Commitment) does not influence

organizational Performance.

H1: Employees Commitment (Normative Commitment) influences organizational

Performance.

H0: Employees Commitment (Affective Commitment) does not influence

organizational performance

H1: Employee Commitment (Affective Commitment) influence organizational

performance.

H0: Employee Commitment (Normative commitment) does not influence

performance

H1: Employee Commitment (Normative Commitment) influence the performance

HO: Employee commitment cannot created, kept and developed with reward system

H1: Employee Commitment can be create kept and developed with reward system

1
Purposed Model

2
Analysis and Interpretation:

Measurement:
The organizational commitment questionnaire (OCQ) consists of 12 items in which 9
items were taken from OCQ by Allen Mayer. These questions were measured on a 5
point Likerts scale ranging from
Strong agree (5)
Agree(4),
Neither Agree Nor Disagree(3),
Disagree(2)
Strongly Disagree(1).

In this research paper AC, CC, NC, have been taken as independent variable and
OP(organization performance) is the dependent variable. As there are more than one
independent variable so we will use multiple regression analysis to test our proposed
model.

3
For Affective Commitment sample items were

I enjoy discussing my organization with people outside.

I dont feel emotionally attached to this organization.

I would be very happy to spend the rest of my career with this organization.

For Continuance Commitment sample items were

If I got another offer for a better job elsewhere I would not feel,
It was right to leave my organization

Jumping from organization to organization does not seem at all unethical to me

I was taught to believe in the value of remaining loyal to one organization.

For Normative Commitment sample items were

I would feel guilty if I left my organization now.

I would not leave my organization right now because I have a sense of obligation to
the organization.
This organization deserve my loyalty.

4
For performance, sample items were:

Employee are more productive to the organization, when they feel more obligations
towards remain with the organization.

If the employees have the feeling to stay in the organization, they are more
productive.

The more productive employees are those who are emotionally attached to the
organization.

For other factors effecting performance

Job performance rewards gives you a motivational kick

Job performance is evaluated equally for all employees

Job security results in higher performance

The stable conditions of organization leads job security which leads to performance

5
Interpretation

The data collected through questionnaires was tested by SPSS. Initially we began with
testing the Assumptions of regression
1 The data should be a normally distributed
2. Homoscedasticity
The data was plotted and we found that in maximum cases the condition of normal
distribution is Fulfilled. The variance of the error is constant across observations.

Chapter - 4
DATA ANALYSIS
Need of survey

The basic purpose of the study is to investigate how the organizational

commitment increase the performance, to formulate a strategy which focus
on the human resources to achieve the starategic goals and objectives of
the organization. The study is target to find the effects on organizational
commitment to its performance,
To know the relationship between employees and the way their
commitments linked to the performance and performance
Whats are the ways for creating, keeping and developing the commitment
among the employees of all level so that the starategic target of firm can be
achieved, efficiently and effectively on the basis of SMART goals.

Analysis and discussions

6
Mostly the participants response in the favor of hypothesis.
Majority choose AGREE and STRONGLY AGREE on average
of 59% of all the questions in the questionnaire were selected.

In some cases the results were not same as there are 38% choose
DISAGREE or STRONGLY DISAGREE when it's about the
better opportunities available,
The results can help an organization to improve the reward
system to gain the commitment from the employees. Cuming up
with such a policies which attract and delight the employees,

Percentage of Agreed and Disagree for every question of

questionnaire.

For Affective Commitment sample items

AGREE DISAGREE

7
I enjoy discussing my organization with people 70% 30%
outside.
75% 25%
I dont feel emotionally attached to this

organization.
67% 33%

I would be very happy to spend the rest of my

career
with this organization.
.

For Continuance Commitment sample items were

AGREE DISAGREE

If I got another offer for a better job elsewhere I 87% 17%

would not feel,

Jumping from organization to organization does not

8
 seem at all unethical to me 70% 30%

I was taught to believe in the value of remaining

40% 60%
loyal to one organization.

For Normative Commitment sample items were

AGREE DISAGREE

I would feel guilty if I left my organization now. 55% 45%

I would not leave my organization right now because

I have a sense of obligation to the organization 68% 38%
.
This organization deserve my loyalty. 70% 30%

9
 For performance, sample items were

AGREE DISAGREE

Employee are more productive to the organization,

when they feel more obligations towards remain 79% 21%
with the organization.

If the employees have the feeling to stay in the 78% 22%

organization, they are more productive.

The more productive employees are those who

are emotionally attached to the organization 72% 28%

10
 AGREE DISAGREE

Job performance rewards gives you a motivational 79% 21%

kick
71% 29%
Job performance is evaluated equally for all
employees 87% 13%

Job security results in higher performance

88% 22%
The stable conditions of organization leads job
security
which leads to performance

11
12
I enjoy discussing my organization with people outside.

13
 Strongly agree

Agree

Neither agree nor

disagree
Disagree

Strongly Disagree

I dont feel emotionally attached to this organization

14
 Strongly agree

Agree

Neither agree nor

disagree
Disagree

Strongly disagee

I would be very happy to spend the rest of my career with this

organization.

15
 STRONGLY AGREE

her agree nor

disagree
Neit

disagree

strongly disagee

if I got another offer for a better job elsewhere I would not feel, it
was right to leave my organization.

16
 Strongly Disagree

Agree

Neither agree nor

Disagree
Disagree

Strongly Disagre

If I got another offer for a better job elsewhere I would not feel, it
was right to leave my organization.

17
 Stroly agreeng

agree

disagree

strongly disagre

neither agree nor

disagree

I was taught to believe in the value of remaining loyal to one

organization

18
 strongly agree

agree

neither agree nor

disagree
Disagree

Strongly disagree

I would be very happy to spend the rest of my career with this

organization.

19
 Strongly Disagree

Agree

Neither agree nor

Disagree
Disagree

Strongly Disagre

If I got another offer for a better job elsewhere I would not feel, it
was right to leave my organization.

20
Stroly agreeng

agree

disagree

strongly disagre

neither agree nor

disagree

21
Jumping from organization to organization does not seem at all unethical to me

strongly agree

agree

neither agree nor

disagree
Disagree

Strongly disagree

I was taught to believe in the value of remaining loyal to one

organization

22
 strongly agree

agree

neither agree nor

disagree
Disagree

Strongly disagree

If I got another offer for a better job elsewhere I would not

feel, it was right to leave my organization.

23
 Strongly Disagree

Agree

Neither agree nor

Disagree
Disagree

Strongly Disagre

Job performance is evaluated equally for all employees

24
 Strongly agree

Agree

Neither agree nor

disagree
Disagree

Strongly disagee

Job security results in higher performance

25
 Stroly agreeng

agree

disagree

strongly disagre

neither agree nor

disagree

The stable conditions of organization leads job security

which leads to performance

26
 strongly agree

agree

neither agree nor

disagree
Disagree

Strongly disagree

This organization deserve my loyalty.

27
strongly agree

agree

neither agree nor

disagree
Disagree

Strongly disagree

28
The more productive employees are those who are emotionally
attached to the organization.

STRONGLY AGREE

her agree nor

disagree
Neit

disagree

strongly disagee

Histogram

29
Fig 1- AFFECTIVE COMMITMENT/SUSTAINED PERFORMANCE

30
Regression standardize residual

31
32
a. Predictors: (Constant), Avg(CC)
b. Predictors: (Constant), Avg(CC), Avg(Ac)
c. Predictors: (Constant), Avg(CC), Avg(Ac), Avg(NC)
d. Dependent Variable: Avg(SP)

The value of R Square, the coefficient of determination comes to be 1.000, which

indicates the

33
explanatory power of the model. This shows the 100 percent variation in the dependent
variable
(sustained performance) is explained together by the three independent variables (AC,
CC, NC). The significance of the R Square can be tested by the F value and it has been
found that there is a strong significant relationship (.000) between dependent variable
with independent variables at 95% level of significance.

34
The AC,CC, NC are positively related to SP as the coefficient shows positive sign. The
result
indicate the all the three commitment has equal contribution towards sustained
performance. From the table above, we can say that the P value is 000 which is less
than the 95% level of the
significance (Alpha).
The relative importance of the three commitment (AC,NC,CC)is obtained by the
absolute value of the BETA standardized regression coefficient given as 0.427 for CC,
0.427 for AC and 0.334 for NC . The beta values show the impact of AC, CC and NC
on SP

Conclusion and recommendations

This study identified the impact of organizational commitment on sustained

performance. Organizational Commitment Questionnaire (OCQ) by

35
Mayer and Allen was used for this study. In auto-component industry sustained
performance of the employees depends more upon the affective commitment and
continuous commitment of the
employees.

It shows a positive signal of the employees revealing the commitment and attachment
of employees to the organization. It is also found that the auto-component industry
employees are enthusiastic in reflecting their continuance commitment in their work
environment to render maximum performance to their organization. The commitment
of the auto-component employees is also emphasized through their affective
commitment to their organizational goals. The auto-component industry has to ensure
that the commitment level of employees based on the above discussed , should be
analysed to the extent of its attachment in the organization and necessary continuous
action to increase and maintain the performance level of the employees should be
ensured.
It has been assumed by research that individuals who were highly committed towards
their jobs are likely to be more productive, have higher satisfaction level and have less
likely to leave than employees with low commitment. Increase in employee
commitment will also help auto component companies to retain employees and move
ahead to experience global competition.

By this study I have conclude that the employees are the backbone of the organization
and to keep on the direction towards goals it is very important to gain commitment

36
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