Abstract
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.
Highlights
1.1 Background of the StudyOrganizational commitment can be attitude and behavior (SamGnanakkan, 2010) resulted from the assessment of employees work situations which attached them with their organizational values and goals
There were more male (71%) than female (29%) staff members to participate in the study which sought to investigate their level of organizational commitment towards realizing the vision and missions of the university
The present study further indicated that the academic staff exerts less effort and less willing to continue with and work for the success of the university
Summary
1.1 Background of the StudyOrganizational commitment can be attitude and behavior (SamGnanakkan, 2010) resulted from the assessment of employees work situations which attached them with their organizational values and goals. The ideas on organizational commitment by Meyer and Allen in (1990), Viljoen and Rothmann in (2009).Yusuf and Metiboba in (2012) Lamba and Choudhary in (2013) dealt with as it is a psychological state that employees are concerned with relationship, membership, fillings of obligation and loyalty for the contribution of organizational welfare and work performance. Allen and Meyer (1990) as well as Samad (2011) clearly indicated that the three dimensions of organizational comment (affective, continuance and normative) link together to explain the psychological state/behavior of employees in their emotion or feeling of involvement, relationship and membership to the organization, in their decision for awareness of costs associated with stay or leave the organization as well as in feeling of obligation and loyalty to continue in employment because it is the right and moral thing to do for perceived support, inducements or Published by Sciedu Press. Allen & Meyer (1991), Curtis and Wright (2001), Stallworth (2004) Madsen, Miller and John (2005), Yiing and Ahmad (2009), as well as Cunningham (2012) indicated that if employees of the organization have a robust affective commitment, they will stay in the organization because they want to for whom individual characteristics (most of the time demographic feature), work experiences like job challenge, organizational support, role clarity, transformational leadership, empowerment, and job importance, are the attributes their commitment
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