Effects of organizational commitment, employee motivation and employee participation on employee performance in the United Arab Emirates banking sector
<p>This study aimed to investigate the effects of organizational commitment, employee</p><p>motivation, and employee participation on employee performance in the United Arab</p><p>Emirates banking sector and examine the mediating...
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| Format: | thesis |
| Language: | eng |
| Published: |
2023
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| Subjects: | |
| Online Access: | https://ir.upsi.edu.my/detailsg.php?det=10521 |
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| Summary: | <p>This study aimed to investigate the effects of organizational commitment, employee</p><p>motivation, and employee participation on employee performance in the United Arab</p><p>Emirates banking sector and examine the mediating effects of intrinsic and extrinsic</p><p>motivation as well as the moderating effect of employee participation on relationships.</p><p>Using a simple random sampling technique, a sample of 350 UAE bank employees was</p><p>selected. This study adopted a quantitative approach and questionnaires were used to</p><p>collect data from the respondents. Partial Least Squares Structural Equation Modeling</p><p>(PLS-SEM) was used to analyse the data. The findings revealed that at 0.05 significance</p><p>level, affective commitment (=0.408, t-value=6.840, p=0.001), continuance</p><p>commitment (=0.223, t-value=4.914, p=0.001), intrinsic motivation (=0.174, tvalue=</p><p>2.344, p=0.001), and extrinsic motivation (=0.185, t-value=2.912, p=0.001)</p><p>have significant and positive effects on employee performance, but not normative</p><p>commitment (=-0.104, t-value=1.423, p>0.05). Extrinsic motivation significantly</p><p>mediates the relationships between affective (p=0.018), continuance (p=0.014), and</p><p>normative commitment (p=0.006) with employee performance, while intrinsic</p><p>motivation significantly mediates the relationships between affective (p=0.024), and</p><p>normative commitment (p=0.021) with employee performance. Employee participation</p><p>only significantly moderates the relationship between continuance commitment and</p><p>employee performance (p=0.034). In conclusion, affective and continuance</p><p>commitment, and intrinsic and extrinsic motivation need to be increased to enhance</p><p>employee performance in the UAE banking sector, and the difference in employee</p><p>participation needs to be considered to ensure the effect of organizational commitment</p><p>on employee performance. By implication, the findings shed light on how the</p><p>management in the banking sector could improve employee performance through the</p><p>roles of employee motivation and organizational commitment.</p> |
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