TY  - THES
T1  - Antecedents of Organisational Commitment Among Employees in Malaysia Public Service Department
A1  - Jaye, Kendaka Baboucarr
LA  - English
YR  - 1999
UL  - http://discoverylib.upm.edu.my/discovery/Record/oai:ethesis.upm.edu.my:4112
AB  - Service Department's (MPSD) employees, specifically their levels of affective states, job satisfaction, turnover intention, and organisational commitment. It analyses the extent to which affective states, job satisfaction, and turnover intention var iables are significant to organisational commitment relationship. Specifically, it undertook to determine how employees' perceptions of the organisation's prospects and their perceptions of their own career opportunities might affect commitment dimensions, for example, loyalty, and involvement. Specifically, the objectives of the study are to determine : a) the level of organisational commitment among employees of public service, b) the differences among different level of attitudes in the public service with regards to organisational commitment, affective states, job satisfaction, and turnover intention,c) the relationship of affective states, job satisfaction, and turnover intent ion with organisational commitment,d) the relationship between demographic characteristics and organisational commitment of employees. Hypothesised relationships were tested using structured survey responses from the public service employees. Reliability, frequencies, Pearson's Product Moment correlation were used to analyse the data. A survey, using self-administered questionnaires was conducted on respondents of 200 of the total population accessible employees of MPSD and 58% responded. Job Descriptive Index (Smith, Kendall, and Hulin, 1969) was used to measure job satisfaction, while Organisational Commitment Questionnaire (Mowday and Steers, 1979) was used to measure organisational commitment. Affective states inventory (French, Chaplan, and Harrison, 1984) was used to measure affectivity, while instrument using four-item adapted from Hunt, Osborn, and Martin ( 1981 ) was used to measure turnover intention. Major findings of the study revealed that:1 ) Majority of the respondents (63.8%) appeared to be moderately committed to the organisation. 2) Majority of the respondents (69%) appeared to be moderately satisfied and for intention to stay, employees were moderate (50%) to low (44%). 3 ) The correlation between demographic variables (such as age, sex, and marital status, tenure, and income) and organisational commitment show an indication of positive relationship. 4) The correlation of job satisfaction, affective states and turnover intention to organisational commitment show a weak correlation since the (r < 0.5), but despite the weaknesses, it indicates a positive relationship.
ER  -