An Empirical Investigation of Faculty Members' Organizational Commitmentin the Kingdom of Saudi Arabia

BinBakr, Maha B.; Ahmed, Eman I

doi:10.12691/education-3-8-12

Cited by 11 publications

(15 citation statements)

References 28 publications

(37 reference statements)

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“…The findings of a previous study on effect of organizational climate on organizational commitment among faculty of nursing in Egypt indicated that most faculty had a moderate level of organizational commitment [ 19 ]. The findings of the current study are dissimilar with the findings of an empirical investigation of faculty members’ organizational commitment in Saudi Arabia, which revealed that faculty had high level (73.4%) and moderate level (26.0%) of commitment for overall organizational commitment [ 20 ]. Another study on assessment of work environment and employee’s commitment in college of nursing in Saudi Arabia also revealed that the respondents had high commitment scores (61.2%), and moderate commitment scores (38.8%) [ 21 ].…”

Section: Discussioncontrasting

confidence: 99%

“…The current study also revealed that position contributed significantly to the prediction of low to moderate level of organizational commitment. The finding of the current study is consistent a previous study of Saudi Arabia which showed that academic rank was found to be significantly related to organizational commitment [ 20 ]. The supportive argument related to association between position and organizational commitment is that at a higher position, opportunities and responsibilities also increase.…”

Section: Discussionsupporting

confidence: 92%

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Predictors of organizational commitment among university nursing Faculty of Kathmandu Valley, Nepal

et al. 2018

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BackgroundIncreasing work efficiency, improving psychological health, decreasing turnover, turnover intention, and absenteeism may be dependent on organizational commitment of an employee. This study was carried out to identify the predictors of organizational commitment among university nursing faculty within Kathmandu Valley, Nepal.MethodsA cross-sectional analytical study was conducted based on a sample of 197 nursing faculty selected from 18 nursing colleges affiliated to 5 universities in Kathmandu Valley by using a proportionate stratified random sampling technique. Structured questionnaires regarding socio-demographic information, perceived faculty developmental opportunity, job satisfaction, perceived organizational support, and organizational commitment were used for data collection. Double data entry and data cleaning were done by using Epi-data software; and data analysis was carried out with SPSS version 16 software. Binary regression analysis was used to identify the predictors of organizational commitment and the adjusted odds ratio (AOR) was also calculated.ResultsThe findings of this study showed that a majority of respondents had moderate level of organizational commitment (68%) followed by high level (29%) and low level (3%). This study also revealed that the nursing faculty who had a master’s degree in nursing, a permanent appointment, and job satisfaction had a high level of organizational commitment. On the contrary, this study also revealed that the nursing faculty who were in the position of assistant instructor to assistant lecturer level and more than 5 years of work experience within same organization were less likely to have a high level of organizational commitment.ConclusionsNursing faculty within Kathmandu Valley have a moderate level of organizational commitment. The predictors of organizational commitment are higher education in nursing, position, type of appointment, current organizational tenure, and job satisfaction. Therefore, an organizational authority must pay attention to the modifiable predictors of organizational commitment to enhance organizational commitment of its nursing faculty. This will help to reduce faculty turnover, increase quality of teaching and student’s satisfaction.

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Section: Discussioncontrasting

confidence: 99%

Section: Discussionsupporting

confidence: 92%

Predictors of organizational commitment among university nursing Faculty of Kathmandu Valley, Nepal

et al. 2018

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“…'Workplace spirituality' relates the desires of employees to live integrated, holistic lives, including recognition and acceptance of their spirituality in the work context (Aravamudhan & Khrishmaveni, 2014). By analysing literature (see BinBakr & Ahmed, 2015;Mohamed & Ruth, 2016;Wainaina et al, 2014) three distinct components of workplace spirituality emergesense of meaning, sense of purpose and a sense of community or connectedness with others. For the sake of this study, workplace spirituality can be explained as a dynamic process http://www.sajhrm.co.za Open Access…”

Section: Workplace Spiritualitymentioning

confidence: 99%

Strategic priorities for cultivating commitment amongst academic staff: The militating effect of workplace spirituality

Kokt

Palmer²

2019

SA j. hum. resour. manag.

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Orientation: Organisational commitment remains an ongoing concern for organisations, especially universities that often struggle to retain academic staff. Universities cannot operate or fulfil their mandate to society without the critical competencies of academic staff.Research purpose: This investigation focused on workplace spirituality as a militating factor in enhancing the commitment of academic staff.Motivation for the study: As organisational commitment remains a challenge for universities, this article contributes to a theoretical and empirical understanding of the militating influence of workplace spirituality. The study is underpinned by social learning theory and proposes strategic priorities to universities – informed by an empirical study conducted amongst academic staff members at a South African university.Research approach/design and method: The study employed a quantitative research approach and a structured questionnaire was administered to 285 academic staff members (ranging from junior lecturers to professors) of a South African university. The research design was a survey and, as a single university formed part of the study, regression analysis was used to establish the relationship between workplace spirituality and organisational commitment.Main findings: The empirical findings showed a strong linear relationship between workplace spirituality and organisational commitment. A regression formula was developed to statistically calculate the commitment score of individuals.Practical/managerial implications: The study proposed strategic priorities that may be useful to university management and human resource practitioners to cultivate increased commitment amongst academic staff.Contribution/value-add: The study contributed empirical evidence of the militating effect of workplace spirituality on organisational commitment, implying that workplace spirituality is a predictor for organisational commitment.

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“…On the other hand, age followed by gender appeared to be one of the most significant determinants for the normative commitment and the least determinant factor for the affective commitment (Wolowska, 2014). A very small number of studies have examined the relation between nationality and organizational commitment, the work by BinBakr and Ahmed (2015) representing one of the exceptions.…”

Section: Rewardsmentioning

confidence: 99%

Female Faculty's Involvement in Work Processes in Saudi Arabia

BinBakr

Ahmed

2018

JEBS

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The purpose of this study was to examine the role of gender as a potential determinant of involvement in higher education institutions in Saudi Arabia. This study focuses on four specific categories of involvement: power, rewards, information, and knowledge. It utilized Edward Lawler's model of high involvement work processes to measure the involvement among female faculty in the University of Dammam, Saudi Arabia. Edward Lawler's model is one of the first and widely cited models on employee involvement. This study further investigates the relation between the faculty's demographic variables (academic rank, college cluster, years of experience, and nationality) and their involvement. A survey research design was utilized to better address the purpose of this study. The sample consisted of 135 female faculty members. The findings show a moderate level of involvement among the respondents. Of the individual practices of involvement, power was the most wide-spread practice, with a mean rating of 3.72 and a standard deviation of .786, based on the five-point scale. Regarding the demographic variables, only college cluster was found to be significantly related to females' involvement. The implications of this study could be used to further support involvement policies and practices among female faculty members in Saudi Arabia.

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An Empirical Investigation of Faculty Members' Organizational Commitmentin the Kingdom of Saudi Arabia

Cited by 11 publications

References 28 publications

Predictors of organizational commitment among university nursing Faculty of Kathmandu Valley, Nepal

Predictors of organizational commitment among university nursing Faculty of Kathmandu Valley, Nepal

Strategic priorities for cultivating commitment amongst academic staff: The militating effect of workplace spirituality

Female Faculty's Involvement in Work Processes in Saudi Arabia

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