Abstract

This research purpose is to study the relationship between organizational commitment and job performance.  The study comprises the Three-Component Model (TCM) of commitment by Allen & Meyers (2004), which measures the three elements of organizational commitment which were affective commitment, normative commitment and continuance commitment.  The objectives of this research were to investigate the relationship between organizational commitment and job performance.  Hence, sampling frame and sampling technique utilized and used in this research study were the employees at Telekom Malaysia Berhad Miri. Moreover, the researcher examined the findings of study by distributing the questionnaires to the respondents which varied from different their gender, age, marital status, educational level, service with the organization and working group. Furthermore, this study was conducted using an adopt version from a Three Component Model (TCM) of commitment from Meyers & Allen (1997) and Borman & Motowilde (1993) and Shahrul (2015).  Thus, 120 respondents were selected as sample size to answer questionnaire provided by the researcher. The researcher interpreted the data received from the respondents and suggested appropriate recommendations to the organization for future research. In conclusion, the findings showed that the organizational commitment which were affective commitment, continuance commitment and normative commitment significantly affected job performance.


 


Keywords: Affective Commitment, Continuance Commitment, Normative Commitment, Job Performance