Organizational Commitment and Work Performance in Regular and Contract Faculties of Royal University of Bhutan

Abstract

Having permanent as well as contract or temporary employee became a new trend in organization’s HR strategies in developing countries as well. The present research is designed to understand organizational commitment in employees of two types of employment status (regular /permanent and contract employment). The study will also find how resulting commitment out of the nature of employment status will influence on their work performance. Using random sampling procedures, data were collected from 90 faculties, which include both contract and permanent, of colleges of Royal University of Bhutan (RUB). A structured questionnaire was used to measure all the variables of interests. T-test and regression analysis were carried out to analyze the obtained data. Results revealed significant difference in the commitment between regular and contract employees. Regular employees were found to be significantly less committed than contract faculties. It is also found that because of difference in commitment, there is differential effect on their job performance. Findings has implication for the RUB and colleges that they need to explore further and take necessary steps to address the issues of commitment of their regular faculties because it will have negative influence not only on their performance but also organizational performance.