| Employees of today are more likely to trade their expertise for salary, and for the chance to develop their own identities and worth with their organizations. It is more a relationship of resource-exchange. This means the employee is committed to his/her organization only until a new opportunity comes along. To counter this type of attitude, organizations need to find out what factors develop a sense of commitment in their employees so they will feel more like developing their careers within the organization. By taking such action, organizations will help to reduce employee turnover and will also weave into their systems and routines the vast base of knowledge and skills brought to them by their associates and team members. This empirical study investigates the relationship between demographics, job-related factors and organizational commitment of the Institute of Public Administration faculty. The demographics include nationality, age, gender, and education. The job-related factors include occupational level and job type, as well as annual salary and organizational tenure. The study utilized the Meyer and Allen (1991) three-component model, which suggests that an employee simultaneously experiences attachment and loyalty to the organization based on continuance, affective, and normative commitment. Three hundred twenty-two questionnaires were completed and returned, which equals 71.5% of the questionnaires distributed and represents 55% of the entire faculty of the IPA. Hypotheses were tested using Pearson's chi square test statistics in the cross-tabulations, Pearson's correlation coefficients, and linear regression for continuance, affective, and normative commitment. Binary logistic regression was used to test each of the hypotheses of the overall commitment. The finding shows age, gender, occupational level, job type, annual salary, and organizational tenure correlate significantly with continuance, affective, normative, and overall commitment. Education was correlated significantly only with continuance commitment. Regression models indicate that age; gender, education, occupational level and job type were significant predictors of continuance commitment. Gender, education, and job type predict significantly affective, normative, and overall commitment. |
