ABSTRACT
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The purpose of this
paper is to examine the effects of organizational culture dimensions:
innovation, stability, supportiveness, emphasis on rewards, social
responsibility, performance orientation, and competitiveness; and the
demographic variables: gender, age, work position, work experience, level of
education, and marital status; on organizational commitment components:
affective, continuance, and normative commitment.
A total of 216 questionnaires were gathered
from administrative staff of International Islamic University Malaysia (IIUM),
selected by using stratified sampling technique. Stepwise regression revealed
that the strongest predictors of affective, continuance, and normative
commitment are supportiveness and social responsibility; social responsibility
and emphasis on rewards; and performance-orientation, respectively. However,
results showed that the organizational culture dimensions except stability are
independently correlated to organizational commitment. Despite gender, the
demographic variables had impact on organizational commitment.
IIUM
authorities can incarnate these findings by fostering organizational culture in
such a way that promotes the level of their employees’ commitment; by hiring
more married candidates, promoting collaboration and knowledge sharing among
employees, developing ethical philosophy, maintaining the good reputation,
providing proportionate rewards and incentives, and engaging employees in
determining organizational goals. The findings encourage future research on the
relationship between demographic variables, organizational culture, and organizational
commitment among administrative staff of an educational organization.
Thesis Abstract of br Kacem Addaoud
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