Workplace Belongingness and Employee Performance: Mediating Role Of Affective Commitment

Employee performance has become a global issue of concern among scholars and policymakers. In Nigeria, basically the increase of low employee performance in public health facilities remains crucial. Among the dynamics studied in relation to employee performance, few, if any, have linked workplace belongingness with employee performance in public health facilities. Thus, this study examines the mediating effect of affective commitment on the relationship between workplace belongingness and employee performance of public health hospitals in Niger State. A cross-sectional research design was used to collect data from 344 respondents, drawn from a total population of 3100. The population of the study comprises of all medical personnel and supporting staff of public health facilities of general hospital in Niger State. The collected data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) version 4. The theory used for the study is a belongingness theory. The results show that workplace belongingness has a positive and significant effect on employee performance. Also, affective commitment has a positive and significant effect on employee performance. In the mediation model, it was found that, the incorporation of affective commitment influence a causal relationship between workplace belongingness and employee performance. The study recommends that the management of general hospitals, alongside government and policymakers, should prioritize increasing the workforce by hiring additional staff. This approach would help reduce workload, enhance employee performance over time, and promote the overall well-being of healthcare employees.