The Relationship between Recruitment, Affective Commitment, Relational Contract and Productivity in Organizations in Lusaka-Zambia

Year 2019, , 29 - 47, 26.06.2019

Sylvia Atoko , Thomas Taylor , Chanda Sichinsambwe

https://doi.org/10.19148/ijhbs.482373

Cited By: 1

Abstract

The aim of this research was to empirically establish
the relationship between recruitment, affective commitment, relational contract
and productivity in selected Lusaka based organizations in Zambia. The
Organizational Commitment Theory, Relational Theory of Contract, and Social
Exchange Theory guided the conceptualization of the research on the assumption
that, recruitment or engagement of employees encapsulates in a perceived
relational trust between the employer and the employee; In other words, each
party to the contractual agreement on employment engagement know their
respective roles. From the conceptual postulation, the following hypotheses
emerged: there is a relationship between recruitment and productivity; there is
a relationship between recruitment and affective commitment; there is a
relationship between recruitment and relational contract, there is a
relationship between affective commitment and productivity; and finally, there
is a relationship between relational contract and productivity. The methodology
was a cross-sectional descriptive survey. A Structural Equation Modeling (SEM)
utilizing latent variables and partial least-squares (LVPLS) was employed for
the analysis. The results indicated that, there is a relationship between
recruitment and productivity, affective commitment and relational contract.
Contrary, there is no relationship between relational contract and affective
commitment on productivity. The conclusion was that, there is a relationship between
recruitment, affective commitment and relational contract.

Keywords

Recruitment, Affective Commitment, Relational Contract, Productivity, Lusaka

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