Employees Organizational Commitment and Performance Toward a Sustainable Commitment Model

The study focused on the level of organizational commitment of the Philippine Christian University’s employees in terms of affective commitment, continuance commitment, and normative commitment. The researchers opted for a mixed method (quantitative and qualitative research design) in this study. Thirty-seven (37) qualified as valid respondents of the study. The researchers used the Raosoft calculator to get the sample population. This study also encompassed employees' performance during the academic year 2023-2024. On the other hand, a thematic analysis was conducted to identify the challenges employees faced. It can be gleaned that the statement “I would be very happy to spend the rest of my career with this organization” obtained the highest ranking, while the statement “I do not feel like 'part of the family' at my organization” obtained the lowest rank. It can be concluded that “there is a significant relationship between the Level of employee commitment and the employee’s performance.” This is because the level of employee commitment and employee performance have a very strong relationship for affective, a strong relationship for continuance, and a strong relationship for normative organizational commitment, respectively. Based on the results of this study, it is recommended for a thorough review of several critical factors impacting employee satisfaction and organizational health. Attention should be directed toward job satisfaction and work environment, work-life balance, career growth opportunities, leadership and management styles, organizational values and ethical climate, recognition and rewards systems, as well as interpersonal relationships and team dynamics. Among the different elements, a sustainable commitment model would be particularly beneficial as it can serve as a strategy for administrators to foster a supportive atmosphere that enhances employees' organizational commitment and overall engagement. With these as priority areas, organizations can create a thriving workplace that not only attracts talent but also retains and nurtures them.