Journal of Organization and Human Behaviour

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

The Effects of Demographic Characteristics on Organisational Commitment, Job Satisfaction and Turnover Intentions: The Case of Employees in Kenyan Universities


Affiliations
1 Department Of business Administration, Egerton University, Kenya
     

   Subscribe/Renew Journal


The purpose of this study is to investigate the effect of employee demographic characteristics on organisational commitment, job satisfaction, and turnover intentions. Data was collected from 932 employees from three public and three private universities in Kenya. The results from multiple regression analysis has shown that age, gender, marital status, education, and university sector had significant effect on continuance commitment; age and university sector had significant effect on affective commitment; age, position tenure, education, and university sector had significant effect on normative commitment; age, gender, position tenure occupational grouping, and university sector had significant effect on job satisfaction; and finally, age, job tenure, position tenure, and education had significant effect on turnover intentions. The findings show that university managers, especially from public universities, should focus on improving their HR policies so as enhance their employees' commitment levels.

Keywords

Organisational Commitment, Job Satisfaction, Turnover Intentions, Demographic Characteristics
Subscription Login to verify subscription
User
Notifications
Font Size

  • Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance, and Normative Commitment to the Organization. Journal of Occupational Psychology, 63(1), pp. 1-18.

  • Al-Qarioti, M. Q. A., & Al-Enezi, A. (2004). Organizational Commitment of Managers in Jordan: A Field Study. International Journal of Public Administration, 27(5), pp. 331-352.

  • Amutabi, M. N. (2003). Political Interference in the Running of Education in Post-Independence Kenya: A Critical Retrospection. International Journal of Educational Development, 23(2), pp. 127-144.

  • Aven, F. F., Parker, B., & McEvoy, G. M. (1993). Gender and Attitudinal Commitment to Organizations: A Meta- Analysis. Journal of Business Research, 26(1), pp. 63-73.

  • Balfour, D. l., & Wechsler, B. (1991). Commitment, Performance and Productivity in Public Organizations. Public Productivity and Management Review, 29(3), pp. 256-277.

  • Becker, H. S. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66(1), pp. 32-42.

  • Bourantas, D., & Papalexandris, N. (1992). Variables Affecting Organizational Commitment: Private-versus Publicly-owned Organizations in Greece. Journal Managerial Psychology, 7(1), pp. 3-10.

  • Cetin, M. O. (2006). The Relationship between Job Satisfaction, Occupational and Organizational Commitment of Academics. The Journal of American Academy of Business, 8(1), pp. 78-88.

  • Chew, J., & Chan, C. C. A. (2008). Human Resource Practices, Organizational Commitment and Intention to Stay. International Journal of Manpower, 29(6), pp. 503-522.

  • Cohen, A. (1992). Antecedents of Organizational Commitment across Occupational groups: A Meta-Analysis. Journal of Organizational Behavior, 13(6), pp. 539-558.

  • Cooper-Hakim, A., & Viswesvaran, C. (2005). The Construct of Work Commitment: Testing an Integrative Framework. Psychological Bulletin, 131(2), pp. 241-259.

  • Dixon, M. A., Cunningham, G. B., Sagas, M., Turner, B. A., & Kent, A. (2005). Challenge is Key: An Investigation of Affective Organizational Commitment in Undergraduate Interns. Journal of Education for Business, 80(3), pp. 172-180.

  • Dunham, R. B., Grube, J. A., & Castaneda, M. B. (1994) Organizational Commitment: The Utility of an Integrative Definition. Journal of Applied Psychology, 79(3), pp. 370-380.

  • Government of Kenya. (1988). Report of the Presidential Working Party on Education and Manpower Training for the Next Decade and Beyond. Nairobi: Government Printer.

  • Government of Kenya. (2007). Economic Survey. Nairobi: Government Printers.

  • Government of Kenya. (2011). Kenya National Bureau of Statistics - Statistical Abstracts. Retrieved from www. knbs.or.ke/universities enrolment.php (accessed on january 19, 2013)

  • Hickson, C., & Oshagbemi, T. (1999). The Effect of Age on the Satisfaction of Academics with Teaching and research. International Journal of Social Economics, 26(4), pp. 537-544.

  • Hogan, N. l., Lambert, E. G., Jenkins, M., & Wambold, S. (2006) The Impact of Occupational Stressors on Correctional Staff Organizational Commitment: A Preliminary Study. Journal of Contemporary Criminal Justice, 22(1), pp. 44-62.

  • Igbaria, M., & Guimaraes, T. (1999). Exploring Differences in Employee Turnover Intentions and its Determinants among Telecommuters and Non-Telecommuters. Journal of Management Information Systems 16(1), pp. 147-164.

  • Kanter, R. M. (1968). Commitment and Social Organizations: A Study of Commitment Mechanisms in Utopian Communities. American Sociology Review, 33(4), pp. 499-517.

  • Kanwar, Y. P. S., Singh A.K., & Kodwani A. D. (2012) A Study of Job Satisfaction, Organizational Commitment and Turnover Intent among the IT and ITES Sector Employees, Vision, 16(1), pp. 27-35.

  • Karsh, B., Bookse, B., & Sainfort, F. (2005). Job and Organizational Determinants of Nursing Home Employee Commitment, Job Satisfaction and Intent to Turnover. Ergonomics, 48(10), pp. 1260-1281.

  • Kipkebut, D. J. (2010). Organisational Commitment in Public and Private Universities in Kenya: A Human Resource Management Perspective. IMS Manthan: Journal of Innovations. 5, pp. 77-91.

  • Lambert, E. G. (2004). The Impact of Job Characteristics on Correctional Staff Members. The Prison Journal, 84(2), pp. 208-227.

  • Lambert, E. G., & Hogan, N. (2009). The Importance of Job Satisfaction and Organizational Commitment in Shaping Turnover Intent: A Test of a Causal Model. Criminal Justice Review, 34(1), pp. 96-118.

  • Lambert, E. G., Hogan, N. L., & Griffin, M. L. (2007). The Impact of Distributive and Procedural Justice on Correctional Staff Job Stress, Job Satisfaction and Organizational Commitment. Journal of Criminal Justice, 35, pp. 644-656.

  • Lincoln, J. R., & Kalleberg, A. l. (1990). Culture, Control and Commitment: A Study of Work Organizations in the United States and Japan. New York: Cambridge University Press.

  • Locke, E. A. (1976). The Nature and Causes of Job Satisfaction, In M. D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology (pp. 1297-1349) Chicago: Rand McNally.

  • Maidani, E. A. (1991). Comparative Study of Herzberg's Two-Factor Theory of Job Satisfaction among Public and Private Sector. Public Personnel Management, 20(4), pp. 441-447.

  • Mathieu, J. E., & Zajac, D. M. (1990). A Review and Meta-Analysis of the Antecedents, Correlates and Consequences of Organizational Commitment. Psychological Bulletin, 108(2), pp. 171-194.

  • Mcgee, G. W., & Ford, R. C. (1987). Two (or more?) Dimensions of Organizational Commitment: Reexamination of the Affective and Continuance Commitment Scales. Journal of Applied Psychology, 72(4), pp. 638-642.

  • Meyer, J. P., & Allen, N. P. (1997). Commitment in the Workplace: Theory, Research and Application. Thousand Oaks, CA: Sage Publications.

  • Meyer, J. P., & Allen, N. J. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resources Management Review, 1(1), pp. 61-89.

  • Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), pp. 538-551.

  • Meyer, J. P., & Hescovitch, l. (2001). Commitment in the Workplace: Toward a general Model. Human Resource Management Review, 11(3), pp. 299-326.

  • Mowday, R. T., Porter, l. W., & Steers, R. M. (1982). Employee-Organizational Linkages: The Psychology of Commitment, Absenteeism and Turnover. Academic Press: New York.

  • Mulinge, M. M. (2001). The Gendered Workplace in Kenya: A Comparative Analysis of Agricultural Technicians in Public and Parastatal Work Settings. East African Social Science Research Review, 17(2), pp. 53-78.

  • Mutula, S. M. (2002). University Education in Kenya: Current Developments and Future Outlooks. The International Journal of Educational Management, 16(3), pp. 109-119.

  • Mwiria, K., & Ngethe, N. (2007). Public University Reform in Kenya: Mapping the Key Changes in the last Decade, In K. Mwiria, N. Ng'ethe, C. Ngome, D. Ouma-Odero, V. Wawire and D. Wesonga (Eds.). Public and Private Universities in Kenya. Oxford: James Curry Ltd.

  • Ngo, H., Foley, S., & Loi, R. (2005). Work Role Stressors and Turnover Intentions: A Study of Professional Clergy in Hong Kong. International Journal of Human Resource Management, 16(11), pp. 2133-2146.

  • Obeng, K. & Ugboro, I. O. (2003). Organizational Commitment among Public Transit Employees: An Assessment Study. Transportation Quarterly, 57, pp. 83-98

  • Oketch, M. O. (2003). The Growth of Private University Education in Kenya: The Promise and Challenge, Peabody Journal of Education, 78(2), pp. 18-40.

  • Okpara, J. O., Squillace, M., & Erondu, E. A. (2005). Gender Differences and job Satisfaction: A Study of University Teachers in the United States. Women in Management Review, 20(3), pp. 177-190.

  • Onsongo, J. (2003). The Factors Affecting Women's Participation in University Management in Kenya. A Paper Presented at the 3rd European Conference on Gender Equality in Higher Education held at University of Genoa, Italy.

  • Oshagbemi, T. (1998). The Impact of Age on the Satisfaction of University Teachers. Research in Education, 59(1), pp. 95-108.

  • Porter, l. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians. Journal of Applied Psychology, 59(5), pp. 603-609.

  • Ritzer, G., & Trice, H. M. (1969). An Empirical Study of Howard becker's Side-Bet Theory. Social Forces, 47(4), pp. 475-478.

  • Sager,J. K., & Johnson, M. W. (1989). Antecedents and Outcomes of Organizational Commitment: A Study of Salespeople. Journal of Personal Selling and Sales Management, 9(1), pp. 30-41.

  • Stevens, J. M., Beyer, J. M., & Trice, H. M. (1978). Assessing Personal, Role and Organisational Predictors of Managerial Commitment. Academy of Management Journal, 21(3), pp. 380-396.

  • Suliman, A. M., & Iles, P. A. (2000). The Multi-Dimensional Nature of Organizational Commitment in a Non-Western Context. Journal of Management Development, 19(1), pp. 71-83.

  • Suman, S., & Srivastava, A. K. (2012) Antecedents of Organisational Commitment Across Hierarchical Level, Psychology Developing Societies, 24(1), pp. 61-83.

  • Tetty, W. J. (2006). Staff Retention in African Universities: Elements of Sustainable Strategy. Commissioned by the The World bank: Washington DC. Retrieved from http://siteresources.worldbank.org/INTAFRREGTOPTEIA/resources/Academic_Staff_retention_Final_2_06.pdf(accessed on 19/01/2013)

  • Turner, B. A., & Chelladurai, P. (2005). Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches. Journal of Sport Management, 19(2), pp. 193-211.

  • Volkwein, J. F., & Zhou, Y. (2003). Testing a Model of Administrative Job Satisfaction. Research in Higher Education, 44(2), pp. 149-171.

  • Wesonga, D., Ngome, C., Ouma-Odero, D., & Wawire, V. (2007). Private Provision of Higher Education in Kenya: Trends and Issues in Four Universities, In K. Mwiria, N. Ng’ethe, C. Ngome, D. Ouma-Odero, V. Wawire and D. Wesonga (eds.). Public and Private Universities in Kenya. Oxford: James Curry Ltd.

  • Wiener, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, 7(3), pp. 418-428.

  • Zeffane, R. (1994). Patterns of Organisational Commitment and Perceived Management Style: A Comparison of Public and Private Sector Employees. Human Relations, 47(8), pp. 977-1010.


Abstract Views: 415

PDF Views: 0




  • The Effects of Demographic Characteristics on Organisational Commitment, Job Satisfaction and Turnover Intentions: The Case of Employees in Kenyan Universities

Abstract Views: 415  |  PDF Views: 0

Authors

Dinah Jeruto Kipkebut
Department Of business Administration, Egerton University, Kenya

Abstract


The purpose of this study is to investigate the effect of employee demographic characteristics on organisational commitment, job satisfaction, and turnover intentions. Data was collected from 932 employees from three public and three private universities in Kenya. The results from multiple regression analysis has shown that age, gender, marital status, education, and university sector had significant effect on continuance commitment; age and university sector had significant effect on affective commitment; age, position tenure, education, and university sector had significant effect on normative commitment; age, gender, position tenure occupational grouping, and university sector had significant effect on job satisfaction; and finally, age, job tenure, position tenure, and education had significant effect on turnover intentions. The findings show that university managers, especially from public universities, should focus on improving their HR policies so as enhance their employees' commitment levels.

Keywords


Organisational Commitment, Job Satisfaction, Turnover Intentions, Demographic Characteristics

References