Lecture Notes JOB RANK ON EMPLOYEE COMMITMENT
Background of the Study
Employee commitment to a greater extent determines organizational effectiveness (Liou & Nyhan
1994). Committed employees normally experience a connection with the organization and understand
the organization‟s objectives (Harvey, 1986). Employee commitment entails various components, job
rank being one of them (Matcalfe & Dick, 2001: Vorana, 1996). The general accurate and objective
process of assigning value in an organization, to different positions, is referred to as job ranking. The
process defines and analyses the required knowledge and skills for performance of a job and establishes
the responsibility, duty, tasks and levels of authority in the job hierarchy of the organization. Job ranking
sometimes referred to as job classification or grading is among stubborn and persistent problems in a
number of organizations.
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
Jobs valued at high level will be occasioned by the expense of extra compensation in firms. Employees
may see jobs that are valued too low as an offense and a status threat (O‟Kelley, 2017). The bond
employees feel towards their organizations is known as commitment. Employees‟ commitment in an
organization is explained in literature using two major theoretical approaches, the exchange theory and
the investment theory.
Commitment of employees towards an organization is dependent on their perception of reward balance
over utilities of inputs as stipulated by the exchange theory (March & Simon, 2008). This theory gives
emphasis to the current exchange relation between employees and companies .The investment theory
gives focus on the time component; employee who has worked will want to remain more in the
company (Sang, 2016). Sheldon (2004) argues that "investments" is the involvement in an organization
as much as such that possible 2 involvement in another company is reduced relationship of the
employee to the company (Sheldon, 2004).
The study is based on Constitution Commission in Kenya. Which are created under chapter 15 of the
constitution of Kenya or parliament Act. The commissions are at the very center of national values,
democratic governance, and accountability. This study focused on commitment because it has brought a
lot of attention in literature related to human resource. Information about employee commitment is
considered a significant Organization‟s performance is majorly predicted by employee loyalty.
Companies urge to perform is continually growing. Lifetime employment perception has also become
out-ofdate. Nowadays, organizational units that don‟t perform well are reorganized resulting in job cuts.
Additionally, employees who are more likely to be terminated are those who underperform.
Determining the job level effect commitment of employees was therefore the major aim of conducting
this study.
Job Rank
In an organization, an individual job status is termed as rank (Harvey, 1986). Through the structure of
ranking, jobs are normally organized in organization‟s value or merit sequence. At the top of the list are
jobs that contribute high organization value. This keeps decreasing while moving down the list. The
judgments of the working conditions, responsibility, physical, skill, and mental effort forms basis of job
“worth”. Several organizations use the system of job ranking to differentiate between positions and
standardize compensation in sets of responsibilities and skills that are equivalent. Through ranking, the
seniority of an employee in a specific occupational classification is 3 stated. A system of employee grade
that is standardized helps in safeguarding of fair compensation for similar work level across various
departments and divisions (SousaPoza & Sousa-Poza, 2000). Literature reviews have suggested presence
of lower job commitment in public sector employees. According to Liou & Nyhan (1994), Matcalfe & Dick
(2000) involvement and identification with the organization forms the basis of their job commitment.
Employee Commitment
According to Hunt and Morgan (1994) employee commitment is a strong confidence of a worker in
organization‟s goals and values acceptance, determination of realizing them and huge aspiration of
keeping organization‟s membership. Employee commitment is directly connected with the desire to
continue with the membership in the organization, the readiness of employees to Set forth generous
performance for organization‟s sake and a huge stance in its goals and values acceptance. (2008) define
employee commitment as a state of psychology binding individuals towards an activity related to the
goals in an organization. Employee commitment has three major dimensions. Meyer and Allen (2011)
puts on three distinct elements of organizational commitment so as to continue with membership in an
organization: an obligation described by normative commitment, desire described by affective
commitment, in addition, a need represented by continuance commitment is the perceived
responsibility to be committed to the company. The virtue that makes employees stay with the company
is the fact that they perceive it‟s the correct thing to do. 4 As per Meyer and Allen (2011) all three
dimensions of employee commitment rely on the opportunity the company offers to the employees.
This is intended to make them feel more motivated in the direction of growth. They also realize some
self-actualization. Usually, the motivation of an employee results from their commitment to their jobs.
The topic of work commitment is an important one to be understood by companies. Competitive
advantage is normally created by employees committed and engaged in their work. Higher productivity
and lower employee turnover is also witnessed amongst these employees (Vance, 2006).
