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| Managers' Organizational Commitment and Effectiveness: Input to Business Operation |
Florabel T. Tongol, Ph.D. and Alan Y. Cabaluna, Ph.D.
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Abstract:
The purpose of this study was to address the central question, "How does managers' organizational commitment affect their performance in chosen food restaurants in Pampanga during fiscal year 2012?" The study employed a descriptive approach. The survey questionnaire was based on Meyer, Allen, and Smith's (1993) Organizational Commitment and Mott's Organizational Effectiveness (1972). The research surveyed twenty managers and forty employees from chosen food businesses in San Fernando, Pampanga. The mean, median, mode, weighted mean, frequency, and percentage for the demographic profile, organizational commitment, and managerial effectiveness, and Pearson Product Moment Correlation for evaluating the null hypothesis were utilized in the data analysis. The following were found: At general, company managers in chosen food restaurant businesses in Pampanga have an exceptionally high level of commitment to their jobs. This level of concentration may be linked to their passion for what they do and their enjoyment of their profession. The majority of managers at chosen restaurants in Pampanga are effective in their management of their businesses, and their attitude toward their job is exceptional, as seen by their work's quality and quantity, as well as their involvement with relevant work tasks. Additionally, there is a substantial correlation between the profile, organizational dedication, and performance of company managers in Pampanga's selected food establishments. The effectiveness of company managers was mirrored in their subordinates' high ratings. The following recommendations are made: A similar research should be done with the employer's assistance to ascertain the significance of their workers' commitment in terms of their efficacy. Seminars, workshops, and trainings focusing on work engagement and performance should be performed among managers to provide them with the necessary information and abilities to increase their organization's productivity. Business managers should actively engage in these skill-upgrading programs in cooperation with their superiors. Managers must pursue further education in order to improve their performance and assume greater responsibility inside their organization. Employers must assist managers with their research. Opportunities for development, improved remuneration, and incentives are critical for top management retention and performance improvement.
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