Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions

The objective of this study is to investigate the relationship between Affective Commitment, Normative Commitment, Perceived Fairness, Training and Job Characteristics with Organizational Commitment. A total 125 respondents participated in this study. All five factors were found to have a positive r...

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Main Author:	Che Norazizi, Che Mastar
Format:	Thesis
Language:	eng eng
Published:	2012
Subjects:	HD58.7 Organizational Behavior. L Education (General)
Online Access:	https://etd.uum.edu.my/3558/1/s809480.pdf https://etd.uum.edu.my/3558/8/s809480.pdf
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id	my-uum-etd.3558
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Adam, Mohamad Zainol Abidin
topic	HD58.7 Organizational Behavior. L Education (General)
spellingShingle	HD58.7 Organizational Behavior. L Education (General) Che Norazizi, Che Mastar Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
description	The objective of this study is to investigate the relationship between Affective Commitment, Normative Commitment, Perceived Fairness, Training and Job Characteristics with Organizational Commitment. A total 125 respondents participated in this study. All five factors were found to have a positive relationship with Organizational Commitment. The Pearson correlation analysis conducted showed that Perceived Fairness is the strongest factor influencing Organizational Commitment. The other four factors showed a weak relationship with Organizational Commitment. The labeling of an organization as 'fair" can be made off the basis of perception and reality. Fairness is ideally seen and felt throughout all levels of the organization (there by confirming it is real rather than just perceived) and can take many form in the workplace; application of policies, procedures and the presence of unions also help in the organization activities. Equity, and in essence-fairness, is a key driver of employee engagement
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Che Norazizi, Che Mastar
author_facet	Che Norazizi, Che Mastar
author_sort	Che Norazizi, Che Mastar
title	Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
title_short	Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
title_full	Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
title_fullStr	Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
title_full_unstemmed	Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions
title_sort	factors influencing organizational commitment in technical-based public learning institutions
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2012
url	https://etd.uum.edu.my/3558/1/s809480.pdf https://etd.uum.edu.my/3558/8/s809480.pdf
_version_	1747827601552965632
spelling	my-uum-etd.35582016-04-19T01:43:00Z Factors Influencing Organizational Commitment in Technical-Based Public Learning Institutions 2012-12 Che Norazizi, Che Mastar Adam, Mohamad Zainol Abidin College of Business (COB) College of Business HD58.7 Organizational Behavior. L Education (General) The objective of this study is to investigate the relationship between Affective Commitment, Normative Commitment, Perceived Fairness, Training and Job Characteristics with Organizational Commitment. A total 125 respondents participated in this study. All five factors were found to have a positive relationship with Organizational Commitment. The Pearson correlation analysis conducted showed that Perceived Fairness is the strongest factor influencing Organizational Commitment. The other four factors showed a weak relationship with Organizational Commitment. The labeling of an organization as 'fair" can be made off the basis of perception and reality. Fairness is ideally seen and felt throughout all levels of the organization (there by confirming it is real rather than just perceived) and can take many form in the workplace; application of policies, procedures and the presence of unions also help in the organization activities. Equity, and in essence-fairness, is a key driver of employee engagement 2012-12 Thesis https://etd.uum.edu.my/3558/ https://etd.uum.edu.my/3558/1/s809480.pdf text eng validuser https://etd.uum.edu.my/3558/8/s809480.pdf text eng public masters masters Universiti Utara Malaysia Adams, J.S. (1963), Toward an Understanding of Inequity, Journal of Abnormal and Social Psychology, Vol. 67, pp. 422-436. Adams, J.S. (1965), Inequity in Social Exchange, In L. Berkowitz (ed.) Advances in Experimental Social Psychology 2: 267-299, New York: Academic Press. Allen, N.J., & Meyer, J.P. 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