Project Materials






1.1 Background of the Research

Most firms have recognized that the performance of their employees is crucial to the organization's success (Zheng, ; Ajila and Awonusi, 2004). As a result, it is essential for employers and managers alike to understand how to get the most out of their employees. Employee dedication is regarded to be one of the antecedent factors of worker performance (Ali, 2010; Ajila and Awonusi, 2004). As a result, it is essential for employers and managers alike to understand how to get the most out of their employees. The dedication of employees has become one of the most researched work attitudes by practitioners and researchers. Akintayo (2010) and Tumwesigye (2010) highlighted that one of the reasons why research has focused on commitment is because organizations rely on devoted people to attain competitive advantage and outstanding performance. Employees that are strongly motivated to commit their time and effort to the pursuit of corporate goals are increasingly recognized as an organization's most valuable resource (Hunjra, 2010). They give the intellectual capital that has become the most vital asset for many enterprises (Hunjra, 2010). Moreover, employees who share a dedication to the business and their collective well-being are better suited to build the social capital that supports organizational learning.

According to Heathfield (2009), the dedication of employees is a valuable asset. Employee commitment is sometimes a precious gift. One must guarantee that the work environment encourages employees to grow and expand their contribution potential. One must also recognize that the work atmosphere must be conducive to employee development. For characteristics such as contribution, progress, and challenge to flourish, an employee-focused workplace must also highlight softer, but more difficult-to-create traits such as empowerment, good communication, and activities that promote employee morale (Heathfield, 2009:1). According to Ivancevich et al. (2005:224), “research indicates that a lack of commitment might diminish organizational performance. Committed individuals are less likely to resign and accept other employment opportunities. According to Hellriegel and Slocum (2004:54-55), strong commitment is frequently correlated with high productivity. According to Bennett and Minty (2005:16-17), various research studies indicate that promoting employee commitment increases employee retention and contributes positively to organizational performance. Leather (2005:21) acknowledges that employee engagement contributes to enhanced business performance.

Therefore, it is essential for organizations to understand the factors that play a significant or have a significant impact on employee engagement. Various elements were discovered in the literature as influencing employee commitment. Among the elements identified are leadership style (Lo, 2009), organizational fairness (Ponnu and Chuah, 2010), and corporate social responsibility (Ali et al., 2010), among others. However, the majority of earlier research on employee engagement did not consider the Nigerian corporate climate. Some of these research' findings may not be applicable in Nigeria. Consequently, it is vital to investigate the function of employee dedication in achieving organizational performance in Nigeria.

1.2 Description of the Problem

How to motivate employees to contribute their expertise for the organization's benefit is the most pressing issue facing businesses today. Knowledge generation is largely an activity of the human brain; it is an immaterial that cannot be supervised or coerced from individuals. Cooperation between individuals is required for the generation of new knowledge. Therefore, firms must comprehend the internal motivation that motivates individuals to share information. Janz and Prasarnphanich (2003:351) discovered that satisfied employees who are experiencing a pleasant feeling as a result of their job are more likely to contribute their knowledge, improve their job performance, be creative, and cooperate with others because satisfaction is the inner force that motivates employees' actions. It is stated that people that are dedicated are highly driven, have a positive work ethic, and operate more successfully and efficiently. Additionally, committed personnel are more content with ongoing improvement and quality (Matzler et al., 2004:1180). Uncommitted personnel, on the other hand, are frequently unwilling to share their knowledge. Because organizational agility necessitates that all levels of personnel engage in knowledge-based activities. Therefore, the purpose of this study is to evaluate the impact of employee dedication on organizational productivity at Covenant University, Otta Ogun state.

1.3 Objective of the Research

This study's primary objective is to evaluate the impact of employee engagement on organizational productivity. Specifically, the study aims to:

Analyze the impact of employee dedication on organizational output.

2. Determine the characteristics that influence employee commitment

Examine the relationship between employee engagement and performance.

4. Examine the obstacles faced by devoted employees

1.4 Investigative Question

Is there a correlation between employee engagement and productivity?

What factors influence the commitment of employees?

What effect does employee commitment have on employee performance?

What are the obstacles faced by dedicated employees?

1.5 Scientific Hypothesis

False: employee dedication has little effect on organization productivity

Hello: employee dedication has an effect on organisational productivity

1.6 Importance of the Research

This study assists management at all levels and employees at Covenant University and other organizations in understanding the elements that influence employee commitment and the impact of employee commitment on organizational success. Moreover, there is a dearth of research on employee dedication to the study topic. Thus, this study provides management with practical recommendations and a deeper understanding of the work environment. In addition, the study contributes to future employee engagement studies.

1.7 Scope of the Research

In addition to using Covenant University in Otta as a case study, this study will analyze the notion of employee commitment and organization productivity, establishing a connection between the two and assessing the data gathered on the effect the former has on the latter.

1.8 of the Study

During the course of study, obtaining funding for general research will be a struggle. In addition, respondents may not be able to or want to submit the questionnaires provided to them.

However, it is anticipated that these limitations will be overcome by maximizing the use of available resources and devoting additional time to research. Therefore, it is strongly expected that despite these constraints, their impact on this research report will be small, allowing the study to achieve its purpose and significance.

1.9 Explanation of Terms

Commitment, on the other hand, refers to an employee's excitement for the organization for which he or she works.




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