Abstract:
This study intended to identify the value of employee commitment on quality service delivery at Tanzania Official Seed Certification Institute (TOSCI). The study was guided by four specific objectives; to identify the value of employee commitment on quality service delivery, to identify the three components of employee commitment, to determine the effects of Affective Commitment, Continuance Commitment and
Normative Commitment (NC) on quality service delivery at TOSCI and to ascertain whether improving Employee Commitment (EC) improves quality service delivery. Case study design was used in this study and was conducted at TOSCI. The total sample of 60 staff from various Departments, Units and branches including the heads of departments, Units and Office in charges were selected as respondents from the total
number of 71 respondents. The techniques used in this study were purposive sampling and simple random sampling with the primary and secondary data collected through the use of different data collection methods such as, questionnaire, interview, observation and documentary review.
The study found out that Employee Commitment adds enormous value in the delivery of quality services at TOSCI. The findings indicated that although the three components of Employee Commitment Namely Continuance Commitment, Affective Commitment and Normative Commitment bears a significant effect on quality service delivery of an organization, their distribution level is not uniform to every organization. Also the findings indicated that employee commitment initiatives are key in recognizing, stirring up and maintaining employee emotional attachment in the public organizations for quality service delivery.
The study recommends that attention should be given to study the distribution of employee commitment in public organizations in order to identify and apply motivational measures based on the scales of their emotional attachment. Organizations should also set budgets aimed at devising employee commitment initiatives and quality service delivery in order to harbor improvements with regard to employee emotional attachment to the organization and quality service delivery for social-economic status transformation.
