Critical predictors influencing job performance and organizational commitment

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Critical predictors influencing job performance and organizational commitment
Introduction
Committed employees and productive employees are valued assets in any organization in the contemporary business arena. Not organization can perform optimally or at peak levels unless their workforce is productive and commitment to the objectives and vision of the organization. Commitment in this context entails the concept of human relation and generation of energy, as well as the activation of the human mind. The lack of commitment has the potential of compromising the implementation of new initiatives and ideas. Also, Job performance and organizational commitment plays a critical role in the retention of talented workforce which can be quite challenging when compared to the recruitment process. Such factors are considered vital for organizational success, as well as the share of favorable association. However, that does not invariably indicate that a satisfied worker will always be commitment to a company and be productive. Therefore, this research paper seeks to examine the critical predictors influencing job performance and organizational commitment.
Job performance and organizational commitment
Organization mechanisms, group mechanisms, and individual characteristics often impact on individual mechanisms such as job satisfaction, stress, motivation, trust, justice and ethics, and learning and decision making. Consequently, the above individual mechanisms usually impact on individual outcomes within the context of job performance and organizational commitment (Meyer, 2016). 
Organizational commitment refers to the strong belief and conviction, as well as acceptance about the values and goals of an organization, the willingness for an individual to exert effort for the company, as well as the desire to remain in an organization. However, this is often linked to the effectiveness of an organization in certain areas and the outcome of specific to the employees such as turnover intention, job satisfaction, and psychological well-being. Employees that have high level of commitment to an organization may be motivated towards making more valuable contributions and a high job performance level. Nazir & Islam (2017), on the other hand, describe organizational commitment as the bond which employees experience with their company or organization. Committed workers often feel a connection with their company including have a sense and a feeling that they belong and fit and comprehend the goals and objectives of the organization. The additional value that is associated with such employees is that they are always determined in their work and as a result show high productivity besides being more proactive in the provision of their support.
Tsai (2011) illuminates the types of organizational commitment that individuals usually exhibit. They include affective commitment, continuance commitment, and normative commitment. Affective commitment encompasses how individuals want to stay or remain at their organization. They often identify with the goals of the company and have a feeling that they fit the organization, as well as being satisfied with their work. Co...