Workplace Performance, Worker Commitment, and Loyalty

Brown, Sarah; McHardy, Jolian; McNabb, Robert; Taylor, Karl

doi:10.1111/j.1530-9134.2011.00306.x

Cited by 111 publications

(125 citation statements)

References 49 publications

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“…A series of studies have been consulted to throw light on the essence of teachers' commitment. Brown [1], for instance, concluded that teachers' commitment and loyalty are central features for better performance.…”

Section: Teachers' Commitmentmentioning

confidence: 99%

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Participation in Decision Making and Teachers’ Commitment: A Comparative Study between Public and Private Secondary Schools in Arusha Municipality, Tanzania

Ngussa¹,

Gabriel²

2017

EDUCATION

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This study sought to find out about participation in decision making and teachers' commitment among secondary schools in Arusha city. It employed descriptive comparative design. A total of 159 teachers filled the questionnaires whose reliability was established through pilot study before actual data collection (See appendices). The study concluded that there is significant relationship between participation in decision-making and teachers' commitment. Teachers are committed to the success of their schools and they are emotionally attached to their career. However, teachers' commitment and participation in decision-making was higher in private schools than in public schools. Based on findings, it is recommended that school authorities should maximize participation in decision making in order to raise teachers' commitment.

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Section: Teachers' Commitmentmentioning

confidence: 99%

“…The study was guided by the following research questions: (1) What is the level of teachers' participation in decision-making among secondary school in Arusha Municipality? (2) Is there significant difference in the level of teachers' participation in decision-making between Public and Private Secondary Schools in Arusha Municipality?…”

Section: Introductionmentioning

confidence: 99%

Participation in Decision Making and Teachers’ Commitment: A Comparative Study between Public and Private Secondary Schools in Arusha Municipality, Tanzania

Ngussa¹,

Gabriel²

2017

EDUCATION

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“…He invariably posits that the efficiency of the formula (for transiting from effectiveness to greatness) would be most potent in the age of wisdom. For organizations (and by implication, for individuals in organizations) we argue that it is the combination of worker commitment and organizational citizenship behaviour that leads to the requisite greatness [8], [27, p.162]. According to Schwartz [44, p. 16-17] also, the empirical study of commitment does not quite seem to fully capture the "call" of commitment as a source of power in our lives as scientific studies often do not have the power of stories.…”

mentioning

confidence: 99%

Worker Commitment and Organizational Citizenship Behaviour in the Age of Wisdom: Critical Evaluations

Okeke

Nnamani

2018

ILSHS

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Abstract. This study interrogates the notion of an envisaged age of wisdom whereby, the current information / knowledge worker era will be succeeded by a new order, in which information and knowledge will be impregnated with purpose and principles. The study thus examines the issue of worker commitment and organizational citizenship behaviour in the assumed age of wisdom. The analytical framework of the study is the rational choice theory. Precedent to the envisioned age of wisdom is the condition of putting service before self. We argued in the study that the age of wisdom-position contextually discountenances with a fundamentally contentious issue in human affairs, which has to do with whether the individual in the society is an inherently self-interested or an innately altruistic being. In the study's re-imaginations, worker commitment and organizational citizenship behaviours will (contrary to the assumptions of the age of wisdom) continue to be influenced by the intrinsic tendencies (of the homo economicus), in the regards of subjective rationality. In contrast to the assumed precedent-condition of putting service before self in the imminent age of wisdom, this study sees general continuity in subjective rationalities but with massive increases in universal productivity, arising from enduring human inventiveness and sundry efforts.

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“…Consonant with this view, Khare (2014) understands employability as a function of two basic factors: the academic qualification of an individual and the learning environment that helps the individual to build certain generic skills. This notion is supported by Brown et al (2011), who maintain that employability should exist in two domains -the absolute and the relative -with the former being the attributes of individuals and the latter being the context in which they deploy these attributes. Rae (2007) argues that a person needs more than a degree to be employable; graduates therefore need to acquire other attributes to make them employable.…”

mentioning

confidence: 98%

“…A recent study by Brown et al (2011) maintains that HE increases graduates' capabilities for gaining work. Butterwick and Benjamin (2006) argue that an employability discourse has become established in education policy, especially in developed countries.…”

mentioning

confidence: 99%

Emerging trends and influences in Ghanaian hospitality industry education and employability

Sadik¹

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Whilst the scale of the employability needs of hospitality graduates is well known in developed countries, very little is known about this with regard to Ghana. There is concern in Ghana that the educational system is failing to produce employable graduates. This problem is more acute in hospitality education, where the curriculum structures may not support the effective preparation of the graduates for employment in the hospitality industry. In order to fill this gap, this research investigated the factors that influence the education and employability of hospitality graduates in Ghana, by examining the effectiveness of hospitality education in meeting the hospitality industry skills requirements and proposing a framework that will help to equip hospitality graduates with the employability skills and competencies required by the hospitality industry. To achieve this aim, a thorough literature review was carried out, which gave rise to the following research questions: 1) What is the current understanding of the concept of employability in Ghana, what employability skills and competencies does the hospitality industry need as a prerequisite for employable hospitality graduate, and how can hospitality education in Ghana meet these requirements? 2) Taking into consideration research question 1, how can the findings elucidate the problem of hospitality graduate employability in Ghana, and subsequently develop a framework to address the essential employer skills and competency requirements? Three of the existing employability models, USEM, DOTS and CareerEdge, were considered based on an extensive review of the literature on graduate employability. These models tend to be oriented towards developed countries and so may be not entirely suitable for studying a developing country like Ghana. However, the models informed the development of a Ghanaian Hospitality Employability Enhancement Framework (GHEEF) based on the findings of this research. The study provides evidence from the Ghanaian context of a lack of research focusing on the use and application of employability models for enhancing hospitality graduate employability, especially using the GHEEF to improve hospitality education. To answer the questions outlined above (and refine the GHEEF), the research was carried out using a mixed-methods approach to the data analysis which combines qualitative insights from the lived experiences of students, lecturers and employers regarding Ghanaian hospitality graduates' employability, with a questionnaire-based empirical measurement of the extent of the employability problem. An initial discussion with supervisors to achieve content validity in designing the research instruments was conducted. This was reinforced by a focus group study of hospitality lecturers, questionnaire surveys of lecturers and graduates, and a semi-structured interview of employers. The data analysis triangulated the research findings across these stakeholder groups. The main findings of the research include an acute lack of understanding of ...

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Workplace Performance, Worker Commitment, and Loyalty

Cited by 111 publications

References 49 publications

Participation in Decision Making and Teachers’ Commitment: A Comparative Study between Public and Private Secondary Schools in Arusha Municipality, Tanzania

Participation in Decision Making and Teachers’ Commitment: A Comparative Study between Public and Private Secondary Schools in Arusha Municipality, Tanzania

Worker Commitment and Organizational Citizenship Behaviour in the Age of Wisdom: Critical Evaluations

Emerging trends and influences in Ghanaian hospitality industry education and employability

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