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ABSTRACTThis study examined the effect of employees’ commitment on organisational performance in selected banks in Benin City. Specifically, ascertained the extent to which affective commitment, continuance commitment, normative commitment and the level of commitment affect organisational performance in the sampled banks. The study adopted a cross-sectional survey research design. The population of the study comprised all deposit money banks in Benin City while three banks were selected for sampling. The Taro Yamane sample determination was used in obtaining a sample size of 192. A structured closed-ended questionnaire formula was used in eliciting information from respondents. Completed copies questionnaire was analysed using simple frequency counts and percentages while the formulated hypotheses were tested using multiple regression analysis. Findings revealed that employees’ affective, normative and continuance commitment as well as level of commitment had positive and significant effects on organisational performance. Based on these findings, it was recommended that in order to create affective commitment, the psychological needs of the employees such as feeling comfortable and competent have to be fulfilled. Organizations should prepare a comprehensive and integrated system of performance Management for building the employee commitment. Employers should lay more emphasis on specifying and describing jobs in organizations and encourage them to work closely with others as a team (dealing with others) because this tends to enhance productivity, reduce stress and make workers feel relaxed and committed. They should also try to reduce the hours spent on supervision, allowing their employees to work more independently (task identity) because it is seen to enhance commitment. Finally, training and development programmes should be designed in such a way that they enable employees to gain knowledge and skill for the present job and for the next higher job as well.
