Abstract:

Managements of deposit money banks in the country like most employer of labour get worried and baffled when their highly-rated employee under-performed or the organization lacks the aptitude to retain such employees.  The reason for this lost of able manpower is not clear to some managers even when the salary of the employee is still within the range and motivational strategies within the reach of the bank is in place.  Some of these banks despite being proactively implementing fair compensation policies and motivational strategies, retention become a problem. It can be costly if employees are not committed to their jobs, and if they lack the motivation to exercise their full potentials.The main focus of this study is on employee commitment as a multidimensional concept that represents the relationship between employees and employers. With the increase in the competition in deposit money banks, the management of each bank strives to pay more attention to performance but putting the major element for achieving high level of performance at the forefront become problematic. What we have today is a situation where employees of banks are moving from one bank to another in rapid succession taking with them the entire organizational learning. To curtail this huge loss of human capital, it is necessary for an organization to know which work beliefs to tap to increase employees’ attachment to the organization and the motivation to work for the organization. However, this study relied solely on empirical data and used descriptive method of analysisto examine the relationship between employees’ commitment and deposit money bank performance as well as employee job performance.The study concluded that employees’ commitment is a prerequisite for deposit money banks’ performance, hence, strategies to improve employees’ commitment is imperative, however, these strategies are enormous and cannot be easily achieved in its totality, therefore, one is forced to ask that in what way(s)or at what point can employer earn the employees’ commitment, and how can organizations continually meet the requirement to get of employees committed?