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ENGAGEMENT ON ORGANIZATIONAL
COMMITMENT (AN EMPIRICAL
INVESTIGATION OF PRESTON UNIVERSITY
KOHAT PAKISTAN)
ABSTRACT
The basic aim of this study is to analyze the impact of employee engagement on organizational
commitment. This study was conducted in the year 2016 and Preston university kohat is taken as
a population and collect data. The questionnaires are distributed among the employees of Preston
university kohat, using constructs which is modified for better understanding of the respondents.
Data was collected from lecturers, program officers, examination center and as well as from
other employees of Preston university kohat. Data was collected from 36 respondents of Preston
university kohat. The research indicates that there is a positive impact of employee engagement
on organizational commitment. The researchers are recommended that to further explore the
topic and for organization (Preston university kohat)it is suggested to keep outcomes of this
INTRODUCTION
1.1 Overview
As we know that employees play very important role in the growth and decentralization of any
organization. Employees are the main asset of any organization and every employer take much
care of their employees. This chapter consist of ten segments, the first one is sector which is
selected (education sector), a short history of the organization, definitions of the variables,
problem statement, research questions, research objectives, hypothesis, significance of the study
and as well as scope of the study and at the end a short summary of the whole chapter.
callforth what is already present as a possibility. The phrase “what is already present as a
possibility”may be the essence of all that is really meant by “human resources” in the realm of
the modernworkplace.In today’s world, just about anything seems possible. And in today’s
workplace world, the presence of individuals who represent the entire rainbow of human
diversity is beyond possibility it is a certainty. The best tool that organizations have at their disposal
Education in Pakistan is overseen by the Federal Ministry of Education and the provincial
accreditation and in the financing of research and development. Article 25-A of Constitution of
Pakistan obligates the state to provide free and compulsory quality education to children of the
age group 3 to 16 years. "The State shall provide free and compulsory education to all children
of the age of five to sixteen years in such a manner as may be determined by law". ("VU
five); middle (grades six through eight); high (grades nine and ten, leading to the Secondary
School Certificate or SSC); intermediate (grades eleven and twelve, leading to a Higher
Preston University, Pakistan was established as School of Business and Commerce in 1984 to
foster academic excellence. Preston University is seriously committed to improving the quality
and academicians who have committed their lives to the cause of higher education in Pakistan.
Since its inception in 1984, Preston Network has imparted knowledge and skills to thousands
The experience at this University has played an important role in the professional and personal
development of our students. Preston University will continue to fulfill its responsibilities to the
society by creating and providing facilities for personal and professional growth of individuals
who wish to make a career in the fields of business administration, information technology,
engineering and technology, natural and applied science, social sciences and education.
Preston University is the first private university of Pakistan and now has one of the largest
Pakistan, we are proud that Preston University plays an important role as a leader and pace-setter
perfect match with either. In addition, neither commitment nor OC reflect sufficiently two
aspects of engagement its two way nature, and the extent to which engaged employees are
engagement is most closely associated with the constructs of Organizational commitment and
state of psychological identification. This differs from engagement in that it is concerned more
with how the individual employs him/her self during the performance of his/her job.
Because there can be a mismatch between employees perceptions about their job and
development being provided. Person-Organization fit, rewards and recognition schemes are an
important sign of commitment and lowers turnover rate(Chan & Chew, 2008).The organizational
commitment concept receives a great deal of empirical studies where both contain an outcome
and antecedent. The surge in interest and attention on organizational commitment literature was
pursuant to the idea that this concept is a significant part of an employee’s psychological
conditions because employees, who experience high organizational commitment, are theorized to
display much positive workplace behavior, such as high job performance, and citizenship
activities, which will definitely benefit the organization.(Mathieu and Zajac (1990))
with and involvement in a particular organization and can be characterized by a strong belief in
and acceptance of the organization’s goals and values, willingness to exert considerable effort on
behalf of the organization and a strong desire to maintain membership of the
organization.(Mowday, Porter, and steer, 1982, p, 27).Some experts define commitment as both
a willingness to persist in a course of action and reluctance to change plans, often owing to a
sense of obligation to stay the course. People are simultaneously committed to multiple entities,
commitment shows attachment and belief in values of an organization and the desire to stay.
Organizational commitment is the degree to which employees identify themselves with their
a) Affective commitment; if its strong the employee will stay with the organization because he
b) Continuance Commitment; employee stay with the organization because he will have to bear
It is the individual's psychological attachment and the strength of feeling of responsibility one
has towards the mission of his organization.(Meyer, Stanley, &Topolnytsky, 2002 Rasheed,
jobs, are committed to the organization, and put discretionary effort into their work.
(Robert J. Vance, Ph.D.)Employee engagement first company, small or large, can win over the
long run without energized employees who believe in the mission and understand how to achieve
it. That's why you need to take the measure of employee engagement at least once a year through
anonymous surveys in which people feel completely safe to speak their minds. (Jack and Suzy
Welch).Engagement is the extent of employees' commitment, work effort, and desire to stay in
an organization.(Caterpillar).Engagement is the extent to which employees are motivated to
contribute to organizational success, and are willing to apply discretionary effort (extra time,
in the organization, and how long they stay as a result of that commitment.(Corporate Executive Board).
Driving performance and retention through employee engagement.(2004). Washington, DC. )Loyal employees (versus satisfied
employees) stay because they want to. They go above and beyond the call of duty to further their
company’s interests. (Walker loyalty report.(2003, September). Indianapolis, IN: Walker Information.) Employee
Engagement is the state in which individuals are emotionally and intellectually committed to the
organization as measured by three primary behaviors: Say, Stay and Strive.(Employee engagement at
double-digit growth companies. (2004). Hewitt Research Brief.)The extent to which employees put discretionary
effort into their work in the form of brainpower, extra time, and energy. (Robert Lofer)Employee
as organizations face globalization and recovering from the global recession. Engagements at
work, employee and organizational commitment have been areas of interest among many
researchers and they have received huge recognitions among scholars and studies. Many
researchers in their studies support the relationship between organizational performance and
is defines as the harnessing of organization members’ selves to their work roles; in engagement,
people employ and express themselves physically, cognitively, and emotionally during role
performances.Kahn (1990:694
organization to put effort for its employee’s well-being by investing in them to increase their
engagement in work Commitment is an aspect of employee engagement which in turn has
Commitments with the organization also contribute in career satisfaction which helps in
increasing their further advancement. Career Satisfaction is influenced by the success one
achieves intrinsically and extrinsically with the help of mentoring and professional linkages. As a
result of increase in Career Satisfaction and Employee Engagement, Commitment with the
Preston University, Kohat City, KPK, Pakistan. The study focused on employee engagement,
their practices and their impact on organization commitment .In order to maximize the
organization performance.
several years. The survey is conducted in the year 2016. This organization provide educational
services to society and also give employment opportunities and the main purpose of this study is
to analyze the impact of employee engagement on organization (Preston University, Kohat city,
LITERATURE REVIEW
2.1 Overview
This chapter consists six segments, starting from theories related to the research topic,
definitions and concept of variables, previous research related to the topic in which relationship
are demonstrated between independent and dependent variable, issues and problems in specific
2.2 Theories
Employees who are engaged in their work and committed to their organizations givecompanies
Thus, it is not surprising that organizations of all sizes and types have invested substantially in
policies and practices that foster engagement and commitment in their workforces. Indeed, in
identifying the three best measures of a company’s health, business consultant and former
General Electric CEO Jack Welch recently cited employee engagement first, with customer
satisfaction and free cash flow coming in second and third, respectively.(Welch, J., & Welch, S.
(2006, May 8). Ideas the Welch way: How healthy is yourcompany? BusinessWeek, 126.)
“Reaping Business Results at Caterpillar”and “Engagement Pays Off at Molson Coors Brewing
Company” show two examples of companies that benefited from enhancing engagement and
commitment.
Employee engagement has gained much popularity and the knowledge is required by many
stakeholders related to the employees and organizations. More recently, employee engagement
employees' retention (Coffman and Gonzalez-Molina, 2002; Buckingham and Coffman, 1999)
and organizational success and profit (Richman, 2006; Baumruk, 2004). Harter et al. (2002)
argue that employee engagement is important for 'meaningful business results and performance
al. (2001) model. Saks (2006) defines employee engagement as the extent to which an individual
is attentive and absorbed in the performance of his/her roles (pp: 600-619). He discerned
between two types of employee engagement: job engagement and organizational engagement.
Job engagement refers to the extent to which an individual is actually fascinated in the
performance of his/her own individual job role (pp: 600-619). Meanwhile, organizational
Over the past two decades, the concept of organizational commitment has generated great
attention. Mathieu and Zajac (1990) attested that the organizational commitment concept
receives a great deal of empirical studies where both contain an outcome and antecedent. The
surge in interest and attention on organizational commitment literature was pursuant to the idea
employees, who experience high organizational commitment, are theorized to display much
positive workplace behavior, such as high job performance, and citizenship activities, which will
can be characterized by a strong belief in and acceptance of the organization’s goals and values,
willingness to exert considerable effort on behalf of the organization and a strong desire to
maintain membership of the organization” (Mowday, Porter, and steer, 1982, p, 27).
2010). A study by(Barnett & Bradley, 2007) proposed that career satisfaction of employees can
support and participation in career management behaviors of employees can facilitate in greater
employee career satisfaction. Career satisfaction of employees depends upon their long term
different from being workaholic. Resources provided at job, personal factors and performance
increases employee engagement. Highly engaged employees also try to create resources for their
own work and can offer competitive advantage to their organizations (Bakker, Schaufeli, Leiter,
&Taris, 2008). It can help in increasing commitment and satisfaction level of employees (Taylor,
2011).
Employee engagement is the extent to which employees feel passionate about their
jobs, are committed to the organization, and put discretionary effort into their work.
(Robert J. Vance, Ph.D.) Employee engagement first company, small or large, can win over the
long run without energized employees who believe in the mission and understand how to achieve
it. That's why you need to take the measure of employee engagement at least once a year through
anonymous surveys in which people feel completely safe to speak their minds. (Jack and Suzy
Welch).Engagement is the extent of employees' commitment, work effort, and desire to stay in
an organization.(Caterpillar).Engagement is the extent to which employees are motivated to
contribute to organizational success, and are willing to apply discretionary effort (extra time,
in the organization, and how long they stay as a result of that commitment.(Corporate Executive Board.
Driving performance and retention through employee engagement.(2004). Washington, DC. )Loyal employees (versus satisfied
employees) stay because they want to. They go above and beyond the call of duty to further their
company’s interests. (Walker loyalty report.(2003, September). Indianapolis, IN: Walker Information.)Employee
Engagement is the state in which individuals are emotionally and intellectually committed to the
organization as measured by three primary behaviors: Say, Stay and Strive.(Employee engagement at
double-digit growth companies. (2004). Hewitt Research Brief.)The extent to which employees put discretionary
effort into their work in the form of brainpower, extra time, and energy. (Robert Lofer)Employee
as organizations face globalization and recovering from the global recession. Engagements at
work, employee and organizational commitment have been areas of interest among many
researchers and they have received huge recognitions among scholars and studies. Many
researchers in their studies support the relationship between organizational performance and
is defines as the harnessing of organization members’ selves to their work roles; in engagement,
people employ and express themselves physically, cognitively, and emotionally during role
performances.Kahn (1990:694)
perfect match with either. In addition, neither commitment nor OC reflect sufficiently two
aspects of engagement its two way nature, and the extent to which engaged employees are
engagement is most closely associated with the constructs ofOrganizational commitment and
state of psychological identification. This differs from engagement in that it is concerned more
with how the individual employs him/her selfduring the performance of his/her job. Furthermore,
whilst the focus of job involvement is on cognitions, engagement, according to most definitions,
mismatch between employees perceptions about their job and development being provided.
Person-Organization fit, rewards and recognition schemes are an important sign of commitment
and lowers turnover rate(Chan & Chew, 2008).The organizational commitment concept receives
a great deal of empirical studies where both contain an outcome and antecedent. The surge in
interest and attention on organizational commitment literature was pursuant to the idea that this
experience high organizational commitment, are theorized to display much positive workplace
behavior, such as high job performance, and citizenship activities, which will definitely benefit
with and involvement in a particular organization and can be characterized by a strong belief in
and acceptance of the organization’s goals and values, willingness to exert considerable effort on
behalf of the organization and a strong desire to maintain membership of the
organization.(Mowday, Porter, and steer, 1982, p, 27).Some experts define commitment as both
sense ofobligation to stay the course. People are simultaneously committed to multiple entities,
commitment shows attachment and belief in values of an organization and the desire to
stay.Organizational commitment is the degree to which employees identify themselves with their
When leaders think about employee engagement, they often consider traditional benefits,
including pay, bonuses, and flexible hours. While these factors are important, they aren’t enough.
In a study conducted by MSW·ARS Research on behalf of Dale Carnegie Training, more than
half of employees surveyed reported that commitment and honesty are key factors that drive their
In the literature, effect of human resource practices on career satisfaction and organization
commitment isidentified (Janet Chew, 2008).Personal or contextual factors affect the career
(performance goal orientation and) andcontextual factors include (organizational learning culture
and developmental feedback). The studyconcludes that career satisfaction is increased when goal
orientation is increased or organization commitment increases when both factors have positive
affect or increase. Supportive alliances in organizations, leadership, recruiting right persons for
the job can facilitate in enhancing employees’ careersatisfaction(Baek-Kyoo (Brian) Joo, 2010).
It is evident that supportive relationships enable employees tolearn and help them in developing
First, this study contributes to the literature in Employee Engagement studies and organizational
commitment. Second, this research is important in providing a sound and useful knowledge to
engagement and to examine how organization can significantly contribute to this process
culture. Hence, the need for organizations to scrutinize both how employees can and want to
actively contribute to the success of the organization; how employees can be equally concerned
about things like quality, costs, customer service, and safety – not because they were being
employed to do their job and that they have to, but because they want to.
employee butnormative commitment has positive and significant relationship on employee’s job
performance (NeginMemari, 2013). Research shows that career commitment and organizational
commitment are interconnected. Employees who are career focused might develop strong
involvement with the organization and would probably increase their desire to remain in the
company, if the organization is also paying attention to employees’ career development (Andrea
were provided. There are positive outcomes on success of one’s career when they are involved in
career related activities (Bambacus, 2011). It doesn’t mean that employees work only for their
success and for getting promotions. When they are engaged, they do really care for the
organizations’ they work in and use discretionary efforts to achieve the organizational goals
(Kruse, 2012).
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Overview
This chapter encompasses nine segments, design of the study, theoretical model (frame work) of
instruments, unit of analysis, population of the study, sample and sampling technique, tools of
commitment. Use the procedure and collect the data, we have collected the data from 40
explains the relationship between independent variable and dependent variable whether they are
positively related, negatively related or no relation exists between variables. This research
identifies the network of relationships among the variables considered important to the study of
given problem. The dependent variable is organizational commitment while independent variable
is employee engagement.
Organizational
Employee Engagement
commitment
Fig 3.3.1 Frame work of the study
Table 3.5
Operational Definitions of the variables
variables Definitions References
management, in one week to all respondents. Respondents were entreated to give candid and
honest responses to every item on the questionnaires. Face-to-face interview provided the
platform for the researcher to clarify any possible ambiguity and also created the opportunity to
interact with the people. After this, the collected data was analyzed using the proposed data
analysis methods and the findings and recommendations were made. The constructs of the
instrument related to employee engagement are adopted and then adapted/modified from (Maertz
and Campion 2004 and Saks 2006) which are total 10. While the constructs of organizational
commitment are adopted from (Allen-Meyer‟s 1990) which are total of six. A five point Likert
scale was used to measure these components (strongly disagree=1, to strongly agree=5).
their behavior and perceptions regarding employee engagement and organizational commitment.
the Population which is under study is Preston university kohat. Employee of Preston university
sampling was used to select a portion of the population to represent the entire population. He
emphasizes the need for a researcher to select a sample from which he wishes to seek
information, using appropriate sampling techniques. The methods/techniques selected for the
study was based on simple random sampling technique. 40 employees have selected as a sample
of statistical data. This the most widely used program for statistically analysis of social sciences.
This software is used by many researchers as market researcher, health researcher and as well as
many more. The data which was collected through questionnaires, entered in SPSS (statistical
package for social sciences) and ensure that the data entered properly by researcher and thus the
ANALYSIS
4.1 Overview
This chapter encompasses two segments, starting from data analysis, SWOT analysis of the
organization (Preston university kohat), in which internal analysis as strength and weaknesses
and external analysis as opportunities and threats and as well as data analysis.
Table 4.2.1
Reliability Statistics
Variables items Cronbach's Alpha
In the above table show the reliability of two variables that is 10 items of employee engagement
and 6 items of organizational commitment and the reliability of employee engagement is .530
and organizational commitment reliability is .718. These values are in acceptable range,
indicating that internal consistency reliability for measure used are consider to be good.
According to sekran (1995) reliability less than .50 is consider to be poor where those in .530
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Descriptive statistics describes the main feature of a collection of data. Mean value show that
central tendency of a variable. From the output of the above show that employee engagement
and organizational commitment means values are show respectively 3.7000 and 3.7593 with
standard deviation values are .71394 and .87961 in the sample giving a total 36 respondents.
“SWOT, is an abbreviation that stand for strengths, weaknesses, opportunities, and threats”,
many techniques are available for analyzing an organization. SWOT analysis is one of such
4.3.1 Strength
Efficient staff is serving here and selection of staff’s qualification is minimum Mphil
Degree.
Program directors’ Management is very effective and monitors the university’s staff
closely.
The university cares their own students when they don’t get internship, the university’s
4.3.2Weaknesses
Favoritism is a lot some of a teacher’s favorite students get highest marks in his subjects.
There is nothing done for students’ creativity for his bright future.
this university.
There is also minimum level of salary is placed for the university’s staff this is not
according to their efforts, thus why maximum teaches don’t want to stay here long.
There should be held workshops or other create other creative occasions under the
experts team to meet the challenges of new millennium for both teachers and students.
competitive and creative environment in society of Kohat and its better for good image
building.
Create maximum vacancies for female lecturers’ staff as created for males.
4.3.3 Opportunities
Preston University Kohat has social acceptability it’s a great opportunity for university’s
students.
Maximum candidates take part in getting admission in this university of every age in
universities.
Our students get internship in other organizations it is the proof of trust of other
4.3.4 Threats
Preston University Kohat can’t compete with LUMS, IBA and IM Sciences University
Our university student’s face lots of problems for jobs but their students have a Job in
their hand when they are in their last stage of completion their graduation and master.
Some of people don’t trust on Preston University’s Degree because of past bad image of
this university and other programs were started and got failed because those programs
but that is the misconception of people and this is the great hurdle against the university’s
the presence of a Government University in Kohat and then naturally people’s mind is
set that Government universities are successful and out of Kohat other private universities
the organization depends upon the employees of the organization. Employee engagement is
considered an important element for achieving the objective and goal of the organization
effectively and efficiently. There was a very positive attitude of employees about the topic and
majority of the respondent was agreeing with the constructs of the study. The hypothesis which
is proves by our study and indicate that employee engagement positively related organizational
commitment. So we can conclude that the ultimate aim of this study was to determine the
employee engagement on organizational commitment and this was proved by the study
successfully.
5.3 limitations
From an academic point of view, this study has several limitations.
First, the sample size of the study is small bcause the employees are less then 50.
Second, research time was less just two months if more time we would have gotten the
Following recommendations are suggested to overcome the problems and improve the
They should raise the salary for staff and faculty. They are compensating less than market
package. The staff is very hard working but to motivate them, they should pay high salary to
them so they will work more efficiently and they will be happy with their work life.
5.4.2 No of Hours
Usually in other educational institutions employees work 6 days a week but in Preston they work
7 days a week due to which there subjective wellbeing is affected negatively; most of the
employees feel mind stress and they get ill due to working long hours and they also don’t show
their performance efficiently, Preston should fix their working hours according to other
educational institution so that the employees will be satisfied and they will perform efficiently.
Employees in other educational institutes have a workload of 12 credit hours per week whereas
at Preston University Kohat, the workload on each teacher is 18 credit hours per week which
makes them overloaded with work burden. Research shows that workload can result in severe
mental and physical ailments in employees (Santana et al., 2012) thus management must
minimize the work burden on their employees in order to get their full potential.
Research endorses that work environment has a positive impact on productivity (Guthrie, 2001).
Noise, lack of privacy, unsuitable room temperature and ergonomic conditions can affect the
satisfaction of workers and mental health (Klitzman & Stellman, 1989) and this might be the
reason that people experience stress at their workplace. Preston University Kohat campus
building is in a deprived position; offices and classrooms lack proper ventilation and cooling and
heating system. This might be another factor affecting the subjective wellbeing of employees. If
the building is renovated and employees and students are given a good work environment the
results are expected to be more than the cost that will be incurred for the renovation.
Why Preston is back in the ranking from many institute the reason behind is that usually we see
the students in Preston who are not even able to write their name properly if we will work only to
earn money we won’t ever be successful first create your brand or image so you will get the final
result more fruitful so try to select the students with proper merit and screening so definitely this
Preston should provide opportunity of some creative work to students. This will gives chance to
students to proof their talent and it will also encourage them. Strict environment at university
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Allen, N.J. and Meyer, J.P. (1990) .The measurement and antecedents affective, continuance, and
Maertz, C. P., & Campion, M. A. (2004). Profiles in quitting integrating process and content turnover
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Baumruk, R., 2004, “The Missing Link: The Role of Employee Engagement in Business Success,”
Bergman, M., 2006, “The Relationship between Affective and Normative Commitment: Review and
Blau, P.M., 1964, Exchange and Power in Social Life. NY: John Wiley and Sons.
Boles, J.S., M.W. Johnston, and J.F. Hair, Jr., 1997, “Role Stress, Work-family Conflict and Emotional
Buckingham, M., and C., Coffman, 1999, First, Break All the Rules: What the World’s Greatest Manager
Agyemang, C. B., & Ofei, S. B. (2013, december). Employee work engagement and organizational
commitment: a comparative study of private and public sector organizations in ghana. European
Andrea M. Moscoso Riveros, T. S.-T. (2011, september). Career Commitment and Organizational
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Andrew, O. C., & Sufian, S. (2012). Individual factors and work outcomes of employee engagement.
Baek-Kyoo (Brian) Joo, S. P. (2010). Career satisfaction, organizational commitment , and turnover
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging
We are students of Preston University Kohat (campus). We are conducting a research to test
questionnaire and return to facilitate me in my research work. Any information obtained in this
regard will be kept strictly confidential and will only be used for academic purpose. Your
Personal data
Gender:
a) Male b) Female
Age:
Experience:
Please circle the score which you think /feel the most suitable of the following items. The
Employee Engagement 1 2 3 4 5