Empirical Linkages between Recruitment, Affective Commitment, Relational Contract and Productivity in Organizations in Lusaka-Zambia

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