Abstract
Engagements and commitments of many expatriates are often determined by several socio-economic, demographic, cultural, environmental and organizational factors. These issues faced by employees in duty stations like United Nations Mission in Darfur (UNAMID) often have telling effects on their work. Consequently, the broad objective of this study was to assess the influence of the working environment on foreign job commitment in UNAMID. The study applied "a mixed-method research approach", utilizing both "qualitative and quantitative research" strategies, with a sample size of 100 respondents from the United Nations Peace Keeping Mission in Darfur, Northern Sudan. Specifically, questionnaires and in-depth Interview were the main instruments. Findings from the quantitative studies showed no significant relationship between employee disengagement, work terrain, job stress, communication, socio-cultural factors and expatriate’s job commitment in UNAMID. While for the qualitative analysis, it was reported that there are both negative and positive effects of working in another country. The study, therefore, concludes that employee disengagement, job stress, working terrain, communication and socio-cultural factors are not associated, with expatriate's job commitment in UNAMID. It is therefore recommended that organizations should develop organizational peculiar plans and programs that would help cushion the physical and psychological effect of new working terrain on expatriates for them to be able to be effective, productive and be able to eventually achieve the ultimate goal of their deployment to the new work station.
Highlights
Employee engagement has been described as a concept that is difficult to define and succinctly explained even though it is a topic that has so much flooded articles in Human Resources and Management press in recent years
The study discovered that socio-cultural issues, communication, employee disengagement, job stress and working terrain were not associated with the performance of expatriates on their jobs in United Nations Mission in Darfur (UNAMID)
This study concludes that employee disengagement, job stress, working terrain, communication and socio-cultural factors are not associated with expatriate's job commitment in UNAMID
Summary
Employee engagement has been described as a concept that is difficult to define and succinctly explained even though it is a topic that has so much flooded articles in Human Resources and Management press in recent years. Despite many scholars and researchers giving their definition to it, there is no consensus on the definition of employee commitment (Soldati, 2007) as some researchers have described it as a concept that has many meanings depending on context (Dajani, 2015). It is worth noting that staff member comment is very important to the business and commercial success of any organization as well as in achieving whatever goal an organization has set out to achieve because engaged employees are like the backbone of an organization. As far back as the early eighteenth century, engagement of employees outside their home terrain has been in place and it continues to date. The quantitative data were analyzed using the chi-square test, while qualitative data were analyzed using thematic analysis
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