Work values and employee commitment in UAE: mediating role of job involvement

United Arab Emirates (UAE) is considered as one of the most rapidly developing countries in the Middle East, struggling to be positioned as a service oriented economy. Similar to other parts of the world, the UAE has changed in scope, management and organization. As a result of this pressure, the UA...

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Main Author:	Al Marri, Maryam Taresh Saif Suhail
Format:	Thesis
Language:	eng eng
Published:	2019
Subjects:	HD58.9 Organizational Effectiveness.
Online Access:	https://etd.uum.edu.my/8072/1/s900364_01.pdf https://etd.uum.edu.my/8072/2/s900364_02.pdf
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id	my-uum-etd.8072
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Abdul Majid, Abdul Halim Abdullah, Haim Hilman
topic	HD58.9 Organizational Effectiveness.
spellingShingle	HD58.9 Organizational Effectiveness. Al Marri, Maryam Taresh Saif Suhail Work values and employee commitment in UAE: mediating role of job involvement
description	United Arab Emirates (UAE) is considered as one of the most rapidly developing countries in the Middle East, struggling to be positioned as a service oriented economy. Similar to other parts of the world, the UAE has changed in scope, management and organization. As a result of this pressure, the UAE showed an increased interest in ensuring appropriate work values and job involvement are in place to enhance employee commitment. In this regard, the employee commitment is seen as one of the driving forces behind organizational performance. This study explored the effects of career-growth, social interaction, security and economic, stability and freedom, recreation health and transport as predictors of Ministry of Interior (MOI)’s employee commitment to enhance their effectiveness and efficiency. It was also proposed and analyzed the mediating effect of job involvement through which MOI’s employees being involved in their jobs. The research used a quantitative method through survey instrument and 360 usable questionnaires were collected from the employees in the MOI, UAE. Partial Least Squares (PLS3) was employed to analyze the data. Results showed support for the theoretical model that was studied. The results implied that eight out of eleven direct relationships: career-growth, social interaction, security and economic, stability and freedom, recreation, health and transport, job involvement are related to employee commitment. The mediating effect was also empirically justified, but mediational relationship between security and economic, and employee commitment has confirmed to be statistically negative and not supported. The study has validated theoretical framework and trigger the future research. The results of this research offer a link to its useful applications, the study is also useful and has importance for policy makers, academicians and human resource practitioners to further improving and nurturing employees’ commitment.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Al Marri, Maryam Taresh Saif Suhail
author_facet	Al Marri, Maryam Taresh Saif Suhail
author_sort	Al Marri, Maryam Taresh Saif Suhail
title	Work values and employee commitment in UAE: mediating role of job involvement
title_short	Work values and employee commitment in UAE: mediating role of job involvement
title_full	Work values and employee commitment in UAE: mediating role of job involvement
title_fullStr	Work values and employee commitment in UAE: mediating role of job involvement
title_full_unstemmed	Work values and employee commitment in UAE: mediating role of job involvement
title_sort	work values and employee commitment in uae: mediating role of job involvement
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2019
url	https://etd.uum.edu.my/8072/1/s900364_01.pdf https://etd.uum.edu.my/8072/2/s900364_02.pdf
_version_	1747828317443063808
spelling	my-uum-etd.80722022-04-10T23:23:41Z Work values and employee commitment in UAE: mediating role of job involvement 2019 Al Marri, Maryam Taresh Saif Suhail Abdul Majid, Abdul Halim Abdullah, Haim Hilman School of Business Management School of Business Management HD58.9 Organizational Effectiveness. United Arab Emirates (UAE) is considered as one of the most rapidly developing countries in the Middle East, struggling to be positioned as a service oriented economy. Similar to other parts of the world, the UAE has changed in scope, management and organization. As a result of this pressure, the UAE showed an increased interest in ensuring appropriate work values and job involvement are in place to enhance employee commitment. In this regard, the employee commitment is seen as one of the driving forces behind organizational performance. This study explored the effects of career-growth, social interaction, security and economic, stability and freedom, recreation health and transport as predictors of Ministry of Interior (MOI)’s employee commitment to enhance their effectiveness and efficiency. It was also proposed and analyzed the mediating effect of job involvement through which MOI’s employees being involved in their jobs. The research used a quantitative method through survey instrument and 360 usable questionnaires were collected from the employees in the MOI, UAE. Partial Least Squares (PLS3) was employed to analyze the data. Results showed support for the theoretical model that was studied. The results implied that eight out of eleven direct relationships: career-growth, social interaction, security and economic, stability and freedom, recreation, health and transport, job involvement are related to employee commitment. The mediating effect was also empirically justified, but mediational relationship between security and economic, and employee commitment has confirmed to be statistically negative and not supported. The study has validated theoretical framework and trigger the future research. The results of this research offer a link to its useful applications, the study is also useful and has importance for policy makers, academicians and human resource practitioners to further improving and nurturing employees’ commitment. 2019 Thesis https://etd.uum.edu.my/8072/ https://etd.uum.edu.my/8072/1/s900364_01.pdf text eng public https://etd.uum.edu.my/8072/2/s900364_02.pdf text eng public phd doctoral Universiti Utara Malaysia Abdallah, A. B., Obeidat, B. Y., Aqqad, N. O., Al Janini, M. N. E. K., & Dahiyat, S. E. (2016). An Integrated Model of Job Involvement, Job Satisfaction and Employee commitment : A Structural Analysis in Jordan’s Banking Sector. Communications and network, 9(01), 28-53. Adamson, S. J. (1997). Career as a vehicle for the realization of self. Career development international, 2(5), 245-253. Aladwan, K., Bhanugopan, R., & Fish, A. (2013). To what extent the Arab workers committed to their organizations? Analysing the multidimensional perspective of organizational commitment in Jordan. International journal of commerce and management, 23(4), 306-326. Al-Ahmadi, H. (2009). Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia. International journal of health care quality assurance, 22(1), 40-54. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational and organizational psychology, 63(1), 1-18. AlMazrouei, H., Zacca, R., Bilney, C., & Antoine, G. (2016). Expatriate managers decision-making practices within the UAE: a qualitative study. International journal of organizational analysis, 24(5), 856-882. Angle, H. L., & Lawson, M. B. (1993). Changes in affective and continuance commitment in times of relocation. Journal of business research, 26(1), 3-15. Arciniega, L. M., & González, L. (2006). What is the influence of work values relative to other variables in the development of Employee commitment ?. Revista de psicología social, 21(1), 35-50. Awang, Z. (2012). Research methodology and data analysis: Penerbit Universiti Teknologi MARA Press. Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological review. 84,2, 191-215. Barclay, D., Higgins, C., & Thompson, R. (1995). The partial least squares (PLS) approach to causal modelling. Technology studies, 2, 285-323. Barnett, V., & Lewis, T. (1994). Outliers in statistical data. New York: Wiley. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173. Baruch, Y., & Lambert, R. (2007). Organizational anxiety: applying psychological concepts into organizational theory. Journal of managerial psychology, 22(1), 84-99. Becker, H. S. (1960). Notes on the concept of commitment. American journal of sociology, 66(1), 32-40. Behery, M. H. (2009). Person/organization job-fitting and affective commitment to the organization: Perspectives from the UAE. Cross cultural management: an international journal, 16(2), 179-196. Behery, M. (2011). High involvement work practices that really count: perspectives from the UAE. International journal of commerce and management, 21(1), 21-45. Behery, M., Abdallah, S., Parakandi, M., & Kukunuru, S. (2016). Psychological contracts and intention to leave with mediation effect of Employee commitment and employee satisfaction at times of recession. Review of international business and strategy, 26(2), 184-203. Bennett, P., Williams, Y., Page, N., Hood, K., Woollard, M., & Vetter, N. (2005). Associations between organizational and incident factors and emotional distress in emergency ambulance personnel. British journal of clinical psychology, 44(2), 215-226. Berg, N. (2002). Non-response bias. University of Texas at Dallas. Retrieved from https://www.utdallas.edu/~nberg/Berg_ARTICLES/BergNonResponseBiasMay 2002.pdf Bhuian, S. N., & Islam, M. S. (1996). Continuance commitment and extrinsic job satisfaction among a novel multicultural expatriate workforce. The mid-atlantic journal of business, 32(1), 35-46. Bin Taher, N. A., Krotov, V., & Silva, L. (2015). A framework for leading change in the UAE public sector. International journal of organizational analysis, 23(3), 348-363. Blau, G. J. (1985). A multiple study investigation of the dimensionality of job involvement. Journal of vocational behavior, 27(1), 19-36. Blau, G. J. (1985). The measurement and prediction of career commitment. Journal of occupational and organizational psychology, 58(4), 277-288. Blau, P.M. (1964), Exchange and power in social life, Wiley, New York, NY. Blau, G., & Boal, K. B. (1997). Conceptualizing How Job Involvement and Organizational Commitment Affect Turnover and Absenteeism.” Academy of management review, 12(2), 288-300. Blood, M. R. (1969). Work values and job satisfaction. Journal of applied psychology, 53(6), 456. Boon, C., & Kalshoven, K. (2014). How High‐Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency. Human resource management, 53(3), 403-420. Bontis, N., Booker, L. D., & Serenko, A. (2007). The mediating effect of organizational reputation on customer loyalty and service recommendation in the banking industry. Management decision, 45(9), 1426-1445. Brickman, P. (1987). Commitment. In: B. Wortman, & R. Sorrentino (Eds.), Commitment, conflict, and caring (1-18). Englewood Cliffs, NJ: Prentice-Hall. Brown, M. (1969). Identification and some conditions of organizational involvement. Administrative science quarterly, 14(3), 346-355. Brown, R. B. (1996). Organizational commitment: Clarifying the concept and simplifying the existing construct typology. Journal of vocational behavior, 49(3), 230-251. Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of applied psychology, 81(4), 358. Burke, R. J. (2001). Organizational values, work experiences and satisfactions among managerial and professional women. Journal of management development, 20(4), 346-354. Burke, R. (2010). Do managerial men benefit from organizational values supporting work-personal life balance?. Gender in management: An international journal, 25(2), 91-99. Byrne, B. M. (2010). Structural Equation Modelling with AMOS: Basic Concepts, Application, and Programming. New York, NY: Rouledge Taylor & Francis Group. Cafferkey, K., Harney, B., Dundon, T., & Edgar, F. (2017). Unravelling the foci of employee commitment . Journal of organizational effectiveness: people and performance, 4(1), 2-17. Campion, M. A., & Lord, R. G. (1982). A control systems conceptualization of the goal-setting and changing process. Organizational behavior and human performance, 30(2), 265-287. Casimir, G., Ngee Keith Ng, Y., Yuan Wang, K., & Ooi, G. (2014). The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: A social-exchange perspective. Leadership & organization development journal, 35(5), 366-385. Carmeli, A. (2005). Exploring determinants of job involvement: An empirical test among senior executives. International journal of manpower, 26(5), 457-472. Carson, K. D., & Bedeian, A. G. (1994). Career commitment: Construction of a measure and examination of its psychometric properties. Journal of vocational behavior, 44(3), 237-262. Cavana, R., Delahaye, B. L., & Sekeran, U. (2001). Applied business research: Qualitative and quantitative methods: John Wiley & Sons Australia. Chen, C. F., & Yu, T. (2014). Effects of positive vs negative forces on the burnout-commitment-turnover relationship. Journal of Service Management, 25(3), 388-410. Chin, W. W. (1998b). The partial least squares approach for structural equation modeling. In George A. Marcoulides (Ed.), Modern Methods for Business Research (pp. 295-336). Mahwah, NJ: Lawrence Erlbaum Associates. Chow, W. S., & Chan, L. S. (2008). Social network and shared goals in organizational knowledge sharing. Information Management, 45(7), 24-30. Chuang, H. T. (2002). A study on the relationship among work values, professional commitment, job involvement, and intention of changing occupation of the interior design practitioners. Journal of Human Resource Management, 2(2), 1-18. Churchill, G.A. (1999). Marketing Research: Methodological Foundations (7th ed.). Orlando, FL: The Dryden Press. Cicekli, E., & Kabasakal, H. (2017). The opportunity model of organizational commitment: Evidence from white-collar employees in Turkey. International Journal of Manpower, 38(2), 259-273. Cohen, A. (2011). Values and psychological contracts in their relationship to commitment in the workplace. Career Development International, 16(7), 646-667. Cohen, J. (2013). Statistical power analysis for the behavioral sciences: Academic press. Common, R. K. (2011). Barriers to developing ‘leadership’in the Sultanate of Oman. International Journal of Leadership Studies, 6(2), 215-228. Couchman, P. K., & Fulop, L. (2006). Building trust in cross-sector R&D collaborations: the role of credible commitments. In EGOS 2006: The organizing society: Proceedings of the 22nd European Group for Organizational Studies Colloquium, Bergen, Norway, 6-8 July. European Group for Organizational Studies. Cozma, I.F. (2011), “The relation between globalization and personal values across 53 countries and 28 years: PhD diss”, available at:http://trace.tennessee.edu/cgi/viewcontent.cgi?article=2093&context=utk_graddiss (accessed 21 September 2017). Crace, R. K., & Hardy, C. J. (1997). Individual values and the team building process. Journal of applied sport psychology, 9(1), 41-60. DeShon, R. P., & Landis, R. S. (1997). The dimensionality of the Hollenbeck, Williams, and Klein (1989) measure of goal commitment on complex tasks. Organizational behavior and human decision processes, 70(2), 105-116. Diehl, P. L., & Gay, L. R. (1992). Research Methods for Business and Management. New York: McMillan. Dhondt, S., Delano Pot, F., & O. Kraan, K. (2014). The importance of organizational level decision latitude for well-being and organizational commitment. Team Performance Management, 20(7/8), 307-327. Dunham, R. B., Grube, J. A., & Castaneda, M. B. (1994). Organizational commitment: The utility of an integrative definition. Journal of applied psychology, 79(3), 370-380 Ellerup Nielsen, A., & Nørreklit, H. (2011). Self-realisation and control in the discourse practice of management coaching. Employee Relations, 34(2), 159-176. Elloy, D. F. (2005). The influence of superleader behaviors on organization commitment, job satisfaction and organization self-esteem in a self-managed work team. Leadership & Organization Development Journal, 26(2), 120-127. Abdallah, A. B., Obeidat, B. Y., Aqqad, N. O., Al Janini, M. N. E. K., & Dahiyat, S. E. (2016). An Integrated Model of Job Involvement, Job Satisfaction and Employee commitment : A Structural Analysis in Jordan’s Banking Sector. Communications and Network, 9(01), 28-53. Adamson, S. J. (1997). Career as a vehicle for the realization of self. Career development international, 2(5), 245-253. Aladwan, K., Bhanugopan, R., & Fish, A. (2013). To what extent the Arab workers committed to their organizations? Analysing the multidimensional perspective of organizational commitment in Jordan. International Journal of Commerce and Management, 23(4), 306-326. Al-Ahmadi, H. (2009). Factors affecting performance of hospital nurses in Riyadh Region, Saudi Arabia. International Journal of Health Care Quality Assurance, 22(1), 40-54. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational and organizational psychology, 63(1), 1-18. AlMazrouei, H., Zacca, R., Bilney, C., & Antoine, G. (2016). Expatriate managers decision-making practices within the UAE: a qualitative study. International Journal of Organizational Analysis, 24(5), 856-882. Angle, H. L., & Lawson, M. B. (1993). Changes in affective and continuance commitment in times of relocation. Journal of Business Research, 26(1), 3-15. Anggraeni, A. I., Dwiatmadja, C., & Yuniawan, A. (2017). The role of psychological contract on employee commitment and organisational citizenship behaviour: A study of Indonesian young entrepreneurs in management action. SA Journal of Industrial Psychology, 43(1), 1-9. Arciniega, L. M., & González, L. (2006). What is the influence of work values relative to other variables in the development of Employee commitment ?. Revista de Psicología Social, 21(1), 35-50. Awang, Z. (2012). Research methodology and data analysis: Penerbit Universiti Teknologi MARA Press. Bandura, A. (1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review. 84,2, 191-215. Barclay, D., Higgins, C., & Thompson, R. (1995). The partial least squares (PLS) approach to causal modelling. Technology Studies, 2, 285-323. Barnett, V., & Lewis, T. (1994). Outliers in statistical data. New York: Wiley. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173. Baruch, Y., & Lambert, R. (2007). Organizational anxiety: applying psychological concepts into organizational theory. Journal of Managerial Psychology, 22(1), 84-99. Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-40. Behery, M. H. (2009). Person/organization job-fitting and affective commitment to the organization: Perspectives from the UAE. Cross Cultural Management: An International Journal, 16(2), 179-196. Behery, M. (2011). High involvement work practices that really count: perspectives from the UAE. International Journal of Commerce and Management, 21(1), 21-45. Behery, M., Abdallah, S., Parakandi, M., & Kukunuru, S. (2016). Psychological contracts and intention to leave with mediation effect of Employee commitment and employee satisfaction at times of recession. Review of International Business and Strategy, 26(2), 184-203. Bennett, P., Williams, Y., Page, N., Hood, K., Woollard, M., & Vetter, N. (2005). Associations between organizational and incident factors and emotional distress in emergency ambulance personnel. British Journal of Clinical Psychology, 44(2), 215-226. Berg, N. (2002). Non-response bias. University of Texas at Dallas. Retrieved from https://www.utdallas.edu/~nberg/Berg_ARTICLES/BergNonResponseBiasMay 2002.pdf Bhuian, S. N., & Islam, M. S. (1996). Continuance commitment and extrinsic job satisfaction among a novel multicultural expatriate workforce. The Mid-Atlantic Journal of Business, 32(1), 35-46. Bin Taher, N. A., Krotov, V., & Silva, L. (2015). A framework for leading change in the UAE public sector. International Journal of organizational analysis, 23(3), 348-363. Blau, G. J. (1985). A multiple study investigation of the dimensionality of job involvement. Journal of vocational behavior, 27(1), 19-36. Blau, G. J. (1985). The measurement and prediction of career commitment. Journal of occupational and organizational psychology, 58(4), 277-288. Blau, P.M. (1964), Exchange and Power in Social Life, Wiley, New York, NY. Blau, G., & Boal, K. B. (1997). Conceptualizing How Job Involvement and Organizational Commitment Affect Turnover and Absenteeism.” Academy of Management Review, 12(2), 288-300. Blood, M. R. (1969). Work values and job satisfaction. Journal of Applied psychology, 53(6), 456. Boon, C., & Kalshoven, K. (2014). How High‐Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency. Human Resource Management, 53(3), 403-420. Bontis, N., Booker, L. D., & Serenko, A. (2007). The mediating effect of organizational reputation on customer loyalty and service recommendation in the banking industry. Management Decision, 45(9), 1426-1445. Brickman, P. (1987). Commitment. In: B. Wortman, & R. Sorrentino (Eds.), Commitment, conflict, and caring (1-18). Englewood Cliffs, NJ: Prentice-Hall. Brown, M. (1969). Identification and some conditions of organizational involvement. Administrative Science Quarterly, 14(3), 346-355. Brown, R. B. (1996). Organizational commitment: Clarifying the concept and simplifying the existing construct typology. Journal of Vocational Behavior, 49(3), 230-251. Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358. Burke, R. J. (2001). Organizational values, work experiences and satisfactions among managerial and professional women. Journal of Management Development, 20(4), 346-354. Burke, R. (2010). Do managerial men benefit from organizational values supporting work-personal life balance?. Gender in management: An international journal, 25(2), 91-99. Byrne, B. M. (2010). Structural Equation Modelling with AMOS: Basic Concepts, Application, and Programming. New York, NY: Rouledge Taylor & Francis Group. Cafferkey, K., Harney, B., Dundon, T., & Edgar, F. (2017). Unravelling the foci of employee commitment . Journal of Organizational Effectiveness: People and Performance, 4(1), 2-17. Campion, M. A., & Lord, R. G. (1982). A control systems conceptualization of the goal-setting and changing process. Organizational Behavior And Human Performance, 30(2), 265-287. Casimir, G., Ngee Keith Ng, Y., Yuan Wang, K., & Ooi, G. (2014). The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: A social-exchange perspective. Leadership & Organization Development Journal, 35(5), 366-385. Carmeli, A. (2005). Exploring determinants of job involvement: An empirical test among senior executives. 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