Abstract:
The state of employee commitment is a multi-dimensional individual's psychological attachment to an organization. The genuine aspect of public sector organizations also depends to a large extent on the human resources they possess. Human resources are considered the main element that makes an organization tick, and without them, nothing in the organization would get done. Attracting and retaining the best-committed employees is the goal of every organization, but this is easier said than done. The state of employee commitment to organizational goals will also be incomplete without measuring the role of leadership. Hence, using a mixed method approach, the study tried to examine the state of employee commitment to organizational goals using the components of the Tri-Dia-Model of Employee Commitment and the Quartile-Model of Transformational Leadership. Employee engagement and job satisfaction were also used as common denominators to check the interface between employee commitment and organizational effectiveness. Descriptive and explanatory research types were employed to describe and explain the significant predictors of employee commitment. The sample size was 400 determined using methodological formulas from public sectors of the Addis Ababa City Administration. After gathering the relevant primary and secondary data, descriptive statistics, correlation, regression, factor and content analysis were used to analyze data. The study discussed the details and affirmed that, employee disengagement, unnecessary political interference, poor leadership support, discriminatory employee treatment, unfair incentives and remuneration, employee dissatisfaction, and poor employee commitment are some of the major factors affecting public servants' ability to execute organizational goals. Therefore, the city administration should have to take remedial action to control unnecessary political interference and the dyadic leadership style to promote employee commitment. A clear-cut separation of power between party politics and government bureaucracy must urgently be established. If not corrected, the status quo practices may, in addition to employee disengagement, dissatisfaction and poor commitment, jeopardize the organizational democracy and organizational effectiveness of the city and that of the country.
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