Organizational Commitment plays an important role in the outcome produced by the employees.  This is important to the organization due to the survival in the business world and competing with other organization.  Good organizational commitment, will help the employees see the value of themselves in organizations and how they will contribute to the organizations with a good job performance which will affect the outcome and the productivity of the organizations (Hofstetter, H. and Cohen, A. (2014).  The objectives of this research were to study the relationship between organizational commitment and job performance.  Thus, convenience sampling technique was utilized, and the sampling frame used in this research was the employees at Wisma Sumber Alam.  In the previous research, there were studies conducted on organizational commitment and job performance at private organization in Malaysia.  Moreover, the researcher examined the findings of the study by distributing the questionnaires to the selected respondents which various from different age, gender, marital status, education level, duration of service and working group.  In addition, this study was conducted using the adopted version of a Three-Component model (TCM) of commitment and questionnaire developed by Beasley, Allen, & Myers, N. (1997) and Motowildo (1994) and Mamat (2015). Hence, 120 respondents were selected as a sample size to answer the questionnaire provided by the researcher.  The researcher interpreted the data received from the respondents and proposed appropriate recommendation to the organization and for future research.  Subsequently, the findings revealed that the organizational commitment which are affective commitment, continuance commitment and normative commitment have significantly affected the job performance among the employees in the organizations.

Keywords: Affective commitment, Continuance commitment, Normative commitment, Job performance, Employees.