Organizational Commitment at a Higher Education Institution (original) (raw)
Related papers
1998
Attitudes. are commonly investigated in management research as they have predictive value to a,chievement and a positive attitude helps to produce desirable outcome. This thesis explores organisational commitment among academic staff in a Malaysian institution of higher learning. A thorough review of the literature revealed that there have been a number or previous studies of organisational commitment but none within this context. As the term organisational commitment is abstract it is operationally defined by simplifying it into observable characteristics. Organisational commitment is manifested in a) a strong belief in and acceptance of organisational goals and values; b) a willingness to exert considerable energy on behalf of the organisation; and c) a strong desire to maintain membership in the organisation. These elements can be measured using a questionnaire developed by Porter and Smith (1970). Factor Analysis is used to group responses into categories as dependent variables....
Academic staffs’ organizational commitment has been a critical issue to determine work performance for successes of University, as well as, to keep its Academic staffs motivation granted for achieving better work performance. This subject has therefore, been investigated so as to draw attention for enhancement of effective work performance and success. The main objective of this study was to assess academic staffs’ level of organizational commitment in Haramaya University. The study also investigated whether significant differences exist in academic staffs’ level of organizational commitment in reference to their gender and level of education. Researchers used cross-sectional research design. Primary and secondary data sources were used to study the problem. A commitment scale questionnaire was used to collect data from 275 participants who were selected from 877 target population of the study using stratified sampling technique; furthermore, focus grou...
Employees' Organizational Commitment in Higher Educational Setting
Employees" organizational commitment is considered to be a critical issue in higher educational setting for the success of its visions and goals, as well as to keep its employees motivation granted for achieving better work performance. This subject has therefore, been studied so as to draw attention to enhance effectiveness of higher educational institution in Ethiopia, particularly in reference to Haramaya University. The major objective of study was to find out the level of academic staffs" commitment. The study assessed whether significant difference exist in academic staffs" commitment level in terms of their gender and level of education. Researchers used cross-sectional research design and both primary and secondary data sources were used for the study; 242 participants were selected using stratified sampling technique. Questionnaire, focus group discussion and document review were used to collect data. The quantitative data were analyzed using descriptive and inferential statistics; and the qualitative data were also analyzed using narration methods of analysis. Study result showed there was moderate level of in overall commitment and in specific commitment dimensions among academic staffs. The study further indicated that there is no significance difference in commitment of academic staffs with reference to gender; however, a significant difference in commitment was existed in reference to level of education.
Organizational Commitment: An Empirical Investigation on Academics of Malaysian Private Universities
2012
Shaping and changing the attitude of academic staff in private higher education institutions is critical in enhancing their commitment for the overall improvement of organizational performance. This will enable private universities to compete with other institutions as well as to produce high quality and competitive graduates. The first objective of this research is to examine the relationship between psychological empowerment and organizational commitment. The second objective is to explore the influence of the four cognitions of psychological empowerment: meaning cognition, competence cognition, self-determination cognition and impact cognition on organizational commitment. The study employed a stratified proportionate sampling design. A total of 247 academicians from four private universities participated in the survey. The result indicated that the overall psychological empowerment is significantly related to organizational commitment. Further analysis also revealed that of the four cognitions of psychological empowerment, only impact cognition significantly contributes to organization commitment. Managers who empower their employees by giving them opportunities to make decisions about their work methods, pace and efforts will subsequently increase their subordinates' commitment.
Employees’ Organizational Commitment in Higher Educational Setting
Employees’ organizational commitment is considered to be a critical issue in higher educational setting for the success its visions and goals, as well as to keep its employees motivation granted for achieving better work performance. This subject has therefore, been studied so as to draw attention to enhance effectiveness of higher educational institution in Ethiopia, particularly in reference to Haramaya University. The major objective of study was to find out the level of academic staffs’’ commitment. The study also assessed whether a significant difference exist in academic staffs’’ commitment level in terms of their gender and level of education. Researchers used a cross-sectional research design to study the problem. Primary and secondary data sources were used for the study; 242 participants were selected using stratified sampling technique. Questionnaire, focus group discussion and document review were used to collect data. The quantitative data ...
Organizational Commitment in Universities- A Comparison in Turkey
British Journal of Education, Society & Behavioural Science, 2015
Organizational commitment has become one of the most popular subjects of management studies in last decades. Identifying factors which affect organizational commitment is usually regarded as a fundamental step to attain success in organizations and particularly in universities. This study aims to identify and compare factors affecting the organizational commitment level of faculty members who are employed by Aksaray University (a new university in Turkey) and Çukurova University (an older University in Turkey). This is a preliminary study comparing two Turkish universities in terms of their faculty members' organizational commitment levels. A survey was carried out on 179 people from Aksaray University and 189 people from Çukurova University in the months March and April 2013. In both universities, diverse commitment patterns varying according to age, sex, position, marital status, work length and hometown have been disclosed. Further studies can deal with commitment profiles or with the relationship between attitudes and behaviors of teaching staff.
Employees' organizational commitment is considered as a crucial issue in higher education setting for realizing institutional vision, attaining its goals, and uplifting employees' motivation to achieve better work performance. This subject has, therefore, been studied so as to draw attention to enhance the effectiveness of Ethiopian higher education institutions with particular reference to Haramaya University. Thus, the main objective of this study was to assess academic staffs' level of organizational commitment. In addition, the study assessed whether there exist a significant difference in academic staffs' level of organizational commitment in terms of their gender and level of education. A cross-sectional research design was employed in the study. Primary and secondary data sources were used. A commitment scale questionnaire was used to collect data from 275 participants who were selected using stratified random sampling technique as well as further information about the study were also collected using focus group discussion and document review. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were analyzed using content and narration methods of data analysis. The study revealed that academic staffs of the university have moderate level of organizational commitment. With this level of organizational commitment, it is less likely to attain both individual work performance objectives and organizational missions and vision of the university. In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among academic staffs. The study further revealed that although there is no significant difference in level of commitment with reference to gender, academic staffs' level of organizational commitment was significantly different with reference to their level of education. Thus, it is recommended that the working environment of the university is revisited by giving due emphasis to and addressing the determinants that lower the organizational commitment of the staff.
A STUDY ON FACULTY ORGANIZATIONAL COMMITMENT IN SELECTED ORGANIZATIONS IN RAJASTHAN
ZENITH
The current research study aims to study Organizational Commitment and the impact of selected demographic variables (Age, Designation, and Gender) on the variable OC. The Allen Meyers standardized scale for Organizational Commitment was used to collect responses from a sample of 200 respondents who are academicians in selected academic institutions in Rajasthan. The findings reveal that Gender, Age and Designation have a significant impact on OC.
The biggest challenge in management of human resource lies in identifying the strategies for enhancing the performance of the employees and engaging them in such a way that they stay committed to the organization for a long time. Employees are important for the growth and success of the organization. Commitment of employees towards organization plays a vital role in the success and growth of the organization. Therefore it is very important for the organizations to keep the employees satisfied so that they exhibit greater levels of commitment at workplace. The main intention of this study is to review various factors affecting organizational commitment of faculty members working higher educational institutions in India. Factors selected for review in this study are job satisfaction, compensation and incentives, employee engagement and years of teaching experience. From the review it has been observed that experienced faculties can produce better outcomes and the faculties whom the organization keeps engaged the most, exhibit better commitment towards that organization.
Organizational commitment is considered an essential concept for ensuring work and staff motivation in a higher education setting. Therefore, this study aimed to assess the staffs' degree of organizational commitment to the Faculty of Education, University of Khartoum. To investigate research questions, a survey questionnaire was conducted. Among 239 respondents, 106 staff members were surveyed (44.00%). The results indicated that the degree of staff affective, continuance, and normative commitment in the Faculty of Education, University of Khartoum, was high. This study also confirmed that the aggregate degree of organizational commitment among staff members in the Faculty of Education, University of Khartoum, was high. The study revealed no statistically significant difference in the degree of organizational commitment due to gender and academic rank variables. The study also found a statistically significant difference in affective and normative commitment in the degree of organizational commitment related to years of service. The study recommended improving the worldly position of the staff member to maintain a high degree of responsibility at the University of Khartoum.