The Impact of the Retention Factors on Organizational Commitment: A case of High -Tech Employees in the Sudanese Telecommunications Sector (Published)
The purpose of this study is to investigate the impact of the retention factors (compensation, job characteristics, training and career opportunities, work/ life policies and supervisor support) on the organizational commitment (affective, continuous and normative) in high technology employees of the Sudanese telecommunications sector. The study adopts the quantitative approach for hypotheses verification. A questionnaire was developed and sent to 3 high tech employees in the Sudanese telecom sector. Data from 219 respondents were used to validate the measures and to test the research model. A multiple regression model was used; findings revealed that there is a significant positive relationship between (i) compensation and affective and continuance commitment (ii) training and career opportunities and affective and normative commitment (iii) Job characteristics and work/ life policies and normative commitment. Supervisor support had no direct impact on any of the organizational commitment components. Furthermore, the highest degree of association was found between training and career opportunities and normative commitment. The study suggests that an effective human resource management HRM system that fosters competitive compensation, fair training and career opportunities, enriched job characteristics and balanced work life policies, is likely to result in a higher organizational commitment.
Keywords: Affective Commitment, Normative Commitment, Organizational Commitment, continuous commitment, high-tech employees
THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL COMMITMENT: AN EXAMPLE OF MILK AND DAIRY PRODUCT COMPANY (Published)
This study was carried out to investigate the relationship between perception and identification of organizational justice and organizational commitment of a sample group of employees in the business of milk and dairy products in Konya Province. A survey was applied to 102 employees in this context. In the survey, 38 questions have directed to employees with aimed to determine the participants’ perceptions of organizational justice, levels of organizational commitment and demographic characteristics. Research data were collected by using of Niehoff and Moorman’s Organizational Justice Scale and Meyer and Allen’s Organizational Commitment Scale. The data obtained from survey were analyzed using with frequency analysis, factor analysis and correlation analysis methods. According to the results of the study, the sample group consists of the male participants, the income middle, and the high level of education and in terms of industry experience revealed that consists of people with moderate experience. The reliability of the used scales was found to be higher regarding to Cronbach’s Alpha test. Results of factor analysis showed that employees’ perceptions for organizational commitment more clearly separated than their perceptions for organizational justice. We discussed the relationship among the organizational justice and commitment dimensions, and it was determined that the positive relations between affective commitment and distributive justice (r=0.41**), procedural justice (r=0.61**), interactional justice (r=0.49**) respectively. The normative commitment was found to be positive relationship between distributive and procedural justice. As a result, the levels of affective commitment of employees were found to be more associated with their justice perceptions.
Keywords: Affective Commitment, Distributional Justice, Interactional Justice, Procedural Justice