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Top1. Introduction
The current era witnessed many rapid changes and transformations such as globalization, technological development, and the information revolution. Henceforth, Business organizations are driven to adapt and to acclimate to these changes to ensure survival, continuity and success. Therefore, organizations exert all efforts, money and time to select the most efficient individuals to work for them, offer appropriate moral and material incentives for the employees, and provide the necessary training opportunities for them because human resource is an important strategic resource that help organization meeting its needs and achieving its goals (Suharto & Hendri, 2019; Galli, 2018).
Moreover, Organization managers try to retain experts and distinguished employees to ensure a good competitive position in the work environment, they also seek to secure the commitment of the employees and their dedication by exerting the appropriate effort and providing distinguished JP to achieve the goals of their organization (Sungu, et al., 2019).
OC is an effective component for achieving organizational goals and enhancing confidence and stability between management and employees, in addition to its effective contribution to developing and raising the capabilities of the organization to ensure its continuity and survival. OC is considered an intangible and subjective behavior stemming from the individual himself and is demonstrated by the employee’s actions and the extent of his/her commitment to his/her organization (Al-Dahan, 2018). So, the researchers were interested in study OC, its dimensions and its determinants due to its effect on the ability of the organization both to achieve its goals and to improve the JP.
JP is one of the most important job variables considered by organizations as the direct and the determinant factor for the success or the failure of any organization in the light of rapid changes. It is also important to continuously and regularly monitor, measure and evaluate employee performance, to judge objectively the ability of the employees in carrying out their tasks effectively (Abed & Al-Wani, 2018).
Therefore, to improve employees performance, organizations follow different strategies that lead to achieving a higher level of job satisfaction by meeting their desires, needs and motivation, which makes them more committed and better performing (Basheer & Ali, 2015; Gali, 2020). Since the human resource is considered the main driver of the process of change and development, organizations try to differentiate themselves and innovate by raising the level of OC of their employees, which improve their productivity and JP (Anjum et al., 2019; Baporikar, 2017; Galli, 2019). Imhanna (2019) argued that the enhancement of OC encourages employees to improve their JP, which reflects positively on the overall goals of the organization. Organizations try to describe tasks for each job correctly, specifically and clearly, then provide financial and nonfinancial incentives such as increasing wages and empowering employee, which positively affects their JP. Thus the problem of this study derived from answering the following problematic question: what is the impact of OC on employees JP in the Jordanian commercial banks.
This study aimed to identify the extent of OC with its dimensions: normative, emotional, and continuous, and the level of employees JP in the Jordanian commercial banks. Also, the study aimed to test the impact of OC on JP of employees in the Jordanian commercial banks. The importance and the significance of this study emerged from the following:
- 1.
The importance of banking sector in Jordan as a key player in the growth and recovery of Jordanian economy and a strong tributary to it. So the applied importance of this study came in drawing the attention of bank managers to the importance of identifying the relationship between OC with its dimension (normative, emotional and continuance) and JP in light of the study conclusions to utilize it in a way that help these organizations to study the status quo of its HRM strategies, and set the required plans and programs to promote the JP of the employees as well as to encourage them to innovate, create and reach strategic objectives.
- 2.
This study provide a humble contribution to the managerial literature by preparing a theoretical framework about OC, its dimensions and JP in a way that support future scientific research.