Exploring the effects of role ambiguity and conflict on employee commitment in the Banking Industry
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Keywords:
Role Ambiguity, Role Conflict, Organizational Commitment, PerformanceAbstract
Researchers in the fields of human resources and organizational behavior have been studying
organizational commitment for decades. This is due to the fact that employee commitment is believed to
be a fundamental driver of organizational performance and productivity (Fiorito, Bozeman, Young, &
Meurs, 2007) (Meyer, Allen, & Smith, 1993). One reason for this is because it is believed that
organizational commitment is the driving force behind effectiveness and performance. The goal of this
research is to investigate the connection between role ambiguity and conflict and the level of employee
commitment in a business. For the purpose of this research, a representative sample of 181 banking industry
employees was used. The objective is to determine the factors of role ambiguity and conflict that have an
effect on organizational commitment, with the intention of providing employers with actionable insights
that can be used to increase employee performance and commitment. According to the results, both role
ambiguity and conflict have an effect on the level of organizational commitment across all of the responding
individuals.
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References
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