Framework for the Study of Employee Commitment

Ml, Wilson; Bakkabulindi, F. E. K.; Bisaso, Ronald

doi:10.4314/majohe.v7i2.2

Cited by 13 publications

(15 citation statements)

References 85 publications

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“…Therefore, training is an organised strategy for learning and development to enhance individual employees, team, and organisational effectiveness (Fletcher et al 2018). Training enhances leadership development, learning new work skills, socialisation of new employees to the culture of an organisation, understanding job responsibilities, and business ethics (Mugizi et al, 2015). Studies (Aybas & Acar, 2017;Baker, 2017;Memon et al, 2020;Sawasdee et al, 2020;Semwal & Dhyani, 2017;Siddiqui & us-Sahar, 2019;Sivapragasam & Raya, 2017) reported that training relates to employee engagement.…”

Section: Training and Teacher Engagementmentioning

confidence: 99%

Perceived Support and Teacher Engagement in Secondary Schools in a Rural District in South-Western Uganda

Jennifer

Natumanya²,

Ampeire

2022

East Afr. j. educ. stud.

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Hard to reach schools in rural districts experience many challenges including harsh environmental conditions, financial difficulties, lack of school buildings and shortage of teachers due to their locality. Teachers who accept to join such schools tend to be disengaged because of poor working environments. This study sought to identify factors related to teacher engagement in secondary schools in rural hard-to-reach areas in Uganda. Generally, the study assessed the relationship between head teachers perceived support and teacher engagement in secondary schools in Buhweju district a hard-to-reach rural district in south-western Uganda. Specifically, the study tested whether perceived support in terms of training, pay and promotion related teacher engagement. This correlational study used a sample of 220 teachers. Data were collected using a self-administered questionnaire and were analysed using the quantitative approach. Data were analysed using Partial Least Square Structural Equation Modelling (PLS-SEM) using SmartPLS 4 testing the link between the study variables. The findings revealed that while pay and training had a positive and significant relationship with teacher engagement, promotion support had a positive but insignificant relationship with teacher engagement. The conclusions of the study were to the effect that while pay is essential for teacher engagement and training is imperative for teacher engagement in hard-to-reach secondary schools in rural districts, promotion is not a probable requirement for teacher engagement in the hard-to-reach secondary schools in rural districts. Therefore, it was recommended that head teachers of secondary schools should provide pay support to teachers, and prioritise providing training to teachers but promotion should not be overemphasised

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Section: Training and Teacher Engagementmentioning

confidence: 99%

Perceived Support and Teacher Engagement in Secondary Schools in a Rural District in South-Western Uganda

Jennifer

Natumanya²,

Ampeire

2022

East Afr. j. educ. stud.

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“…Alat ukur yang digunakan untuk mengukur pre-test dan post-test adalah Measure of Employee Commitment buatan Allen dan Meyer's [8]. Pada umumnya alat ukur ini memang dibuat untuk menilai komitmen karyawan di konteks organisasi [6].…”

Section: Metodologiunclassified

“…Pada umumnya alat ukur ini memang dibuat untuk menilai komitmen karyawan di konteks organisasi [6]. Namun seiring dengan berjalannya waktu, alat ukur ini telah diuji validitas dan reliabilitasnya dalam konteks pendidikan [8], serta digunakan untuk mengukur consumer community commitment [9]. Bunyi butir disesuaikan dengan konteks partisipan sebagai anggota komunitas.…”

Section: Metodologiunclassified

Pelatihan Work Engagement untuk Meningkatkan Affective Commitment Komunitas Shien-Shin dikala Pandemi COVID-19

Halim

Aprillia²,

Gunawan³

et al. 2022

j-dinamika

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Pandemi COVID-19 secara drastis membentuk perubahan dalam cara berinteraksi dan berkomunikasi masyarakat dari tatap muka menjadi daring. Perubahan ini berdampak pada penurunan komitmen anggota dalam berbagai komunitas, salah satunya merupakan komunitas kerohanian Shien-Shin. Penelitian terdahulu menemukan bahwa work engagement memiliki korelasi positif dengan affective commitment. Namun, penelitian terkait pengaruh work engagement terhadap affective commitment pada konteks komunitas agama belum pernah dilakukan, sehingga pengabdian ini ingin melihat pengaruh work engagement dalam meningkatkan affective commitment anggota Shien-Shin. Metode yang digunakan adalah kuantitatif dengan alat ukur Measure of Employee Commitment buatan Allen dan Meyer. Hasil pengabdian ini menunjukkan bahwa pelatihan engagement tidak berpengaruh signifikan terhadap affective commitment (p = .380). Hal ini diduga disebabkan oleh engagement yang bersifat motivasional, sehingga terdapat variabel lain yang turut berpengaruh, seperti external locus of control, task self-efficacy, dan role conflict. Hasil pengabdian ini mendukung perlunya melakukan pengabdian lanjutan dengan memperbaiki mekanisme teknis seperti menambah jumlah partisipan, memperpanjang durasi, dan memperbanyak frekuensi pelatihan yang dilakukan.

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“…Employee commitment reflects the involvement and psychological attachment that an employee has towards an organization and work which is assigned to him or her. According to Mugizi, Bakkabulindi, and Bisaso (2015), employee commitment is a bond between the employee and the organization-where the employee wants to continue serving the organization and to help it achieve its objectives. Meyer, Stanley and Parfyonova (2012), described commitment as an internal psychological force that makes an individual stick to a course of action that is of relevance to a particular goal.…”

Section: Employees Performancementioning

confidence: 99%

Effect of E-Performance Appraisal on Employees' Performance in the Presidential Amnesty Office, Abuja

OFRE¹,

Isaac²

2021

IJRP

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The study investigated the effect of e-Performance Appraisal on Employee Performance in the Presidential Amnesty Programme Office, Abuja, Nigeria. The objective of the study is to specifically assess the effect of the proxies of eperformance appraisal viz. goal setting, e-performance review and feedback on employee performance. The study made use of a survey research design; where primary data were collected from a census sample of 122 management and operational level employees in the Presidential Amnesty Programme Office in Abuja. All the questionnaire issued was completed and returned representing a 100% response rate. The questionnaires contained closed-ended questions that were rated on a Likert-5-point Scale of "Strongly Agree, Agree, Undecided, Strongly Disagree and Disagree." The data was then analysed with the Multiple Linear Regression. Arising from the result, the model was significant at 0.000 and the null hypothesis was rejected. It was concluded that the employee performance Presidential Amnesty Programme Office in Abuja is affected by e-Performance Appraisal, however, of the proxies tested, e-Performance Review is insignificant, while Goal Setting and Feedback are significant. The study recommends that organisations that seek to increase their employee performance should shift from the traditional performance appraisal system to the e-Performance Appraisal system. This is because e-Performance Appraisal has a positive effect on employee performance.

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Framework for the Study of Employee Commitment

Cited by 13 publications

References 85 publications

Perceived Support and Teacher Engagement in Secondary Schools in a Rural District in South-Western Uganda

Perceived Support and Teacher Engagement in Secondary Schools in a Rural District in South-Western Uganda

Pelatihan Work Engagement untuk Meningkatkan Affective Commitment Komunitas Shien-Shin dikala Pandemi COVID-19

Effect of E-Performance Appraisal on Employees' Performance in the Presidential Amnesty Office, Abuja

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